KATIE B. PERRY

• Developed and executed veteran-focused recruitment strategies
• Collaborated with internal stakeholders to ensure a smooth transition of new hires into the organization.
• Partnered with military transition offices, Veteran Service Offices (VSOs), and base career centers to build a robust pipeline of transitioning service members and veterans.
• Conducted targeted sourcing and outreach using military-friendly platforms (e.g., DoD SkillBridge, Hiring Our Heroes (HoH), RecruitMilitary, and MBA Vets).
• Created onboarding and transition guidance resources tailored to veterans
• Translated military experience into civilian job alignment, advising hiring managers on role equivalencies.
• Trained TA team and hiring leaders on veteran-friendly hiring practices and bias mitigation techniques.
• Facilitated veteran hiring events and career fairs; represented company brand at over 10 virtual and in-person military hiring engagements annually.
• Served as an internal subject matter expert on veteran hiring, contributing to company-wide DEI and workforce development initiatives.

• Supported Employee Relations with New Hire Orientation. Conducted onboarding and I-9 process for new employees.
• Assisted in conducting workplace investigations, gaining exposure to best practices in mediation and compliance.
• Collaborated with HR Business Partners to analyze trends in employee feedback and identify opportunities for improving workplace culture, including the annual employee survey.
• Drafted communications and policy summaries to support HR leadership in addressing employee concerns and promoting policy awareness, ensuring accuracy and compliance with internal policies and legal standards.
• Prepared onboarding documents for new hires, such as contracts and employee handbooks.

Championed HR vision while forging sustainable HR infrastructure, systems, processes, and practices. Partnered with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent. Managed a staff of 21 supporting 6.1K military members and assets valued at $1.2B.

• Directed 67 Administrative and HR professionals in staffing, recruitment, benefits, executive compensation, training, leadership development, succession planning, HRIS, and regulatory compliance. Heavy emphasis on leading HR professionals through rapid and constant changes and transforming programs.
• Revamped retention program by correcting $30,000 worth of payouts; decreased time case management system by 30% in only four months, resulting in zero members missing their pay.
• Launched programs to build a high-performance workforce and develop future leaders. Created training schedules for 4 – 6 trainees per month and presented training programs one to two times per week. Rolled out the base’s first HR shared services center to deliver HR programs and services.
• Contributed to senior-level acquisition decisions, supporting initial analysis through due diligence and subsequent integration. Enabled business growth by assessing HR cultural compatibility and talent impacts.
• Established HR Shared Services Center; enhanced benefits delivery, onboarding processes, and policy consistency.

Transformed HR section into a true strategic business partner in the aftermath of a yearlong vacancy. Championed HR vision while forging sustainable HR infrastructure, systems, processes, and practices. Hand-picked Contracting Officer’s Representative for $10M Northrop Grumman contract and led a staff of 5.

• Drove enterprise-level policies and compensation guidance to the Executive Director, four members of Senior Leadership, and U.S. Headquarters Air Force Senior Leaders. The key asset in engaging first-ever HR cross-functional communications, policy, and procedure implementation and monitored career field health and development. Instantly improved analysis, reporting, and planning capabilities while streamlining daily HR functions.
• Spearheaded HRIS implementations that improved reporting, workforce planning, and compliance tracking.
• Led the strategic oversight and execution of over 50 military retirements and separations, ensuring compliance with Department of Defense policies while enhancing service member transition outcomes through process optimization and cross-functional coordination.
• Introduced proactive employee relations and communications programs to resolve previous management issues, restore the credibility and employee-centric focus of the HR organization. Collected employee data, organized employee files, and oversaw employee training.
• Oversaw multi-service professional development for leaders; provided guidance and interpretation to 115 employees on HR programs such as assignments, promotions, retentions, benefit programs, compensation, classification, training, and career progression.

Joined Commander’s management team tasked with revitalizing employee feedback and evaluations, compensation and benefits, and only certified Department of State Passport Agent. Analyzed operational needs, including project plans and delivery schedules, established project management strategies, and recommended the appropriate level of planning, scheduling, and control.

• Oversaw and organized a First-Term Airman Center week-long symposium. Guided briefings for 28 new employees about workforce integration, local resources, and financial benefits. Received Senior Leader recognition for flawless management skills that were 'ahead of peers.'
• Consolidated HR functions previously managed by 87 different locations into a single consolidated organization to manage all generalist affairs. Trained and supervised 5 HR and administrative assistants.

• Performed postal financial services, accepted incoming and outgoing mail parcels, and provided security for all mail—created staffing models and recruiting strategies to meet each client’s unique requirements.
• Inspected daily dispatches to geographically separated locations enabling 2K flawless deliveries in one year for 2,400+ active duty and 8,000 retired personnel and their dependents.
• Trained five volunteers and instructed personnel on mail distribution. Effectively ensured the use of 3K extra person-hours and fostered $80K+ transport contract.
• Interpreted guidance for local and geographically separated units about personnel activities and policies. Provided advice and served as a central referral point for Military Personnel Flight (MPF) programs and policies for walk-in and telephone customers.
• Used data to understand, analyze and communicate administrative policies, compensation benefits, practices, and procedures; enhanced human resource potential; increased agency productivity.
• Validated 75 initial enlistment bonuses as program manager. Certified/Paid out $820K in enlistment compensation payments.