1. SINTREL P. DASS
25 Lady Leigh Ann Lane, Fredericksburg, VA 22406  Email: spdass@gmail.com  (540) 455-4582 (cell)
Citizenship: U.S. Citizen Social Security Number: XXX-XX-5753
Veterans Preference: N/A Highest Federal Grade Held: GS-0343-15
Security Clearance: Top Secret/SCI (Active)
HUMAN RESOURCE LEADER/BUSINESS ANALYST/INTERNAL CONSULTANT
Eager to support human resource and program services initiatives for your organization
EXECUTIVE/PROFESSIONAL PROFILE:
Senior Leader and Subject Matter Expert with over 20 years of expertise in training and development, human resource
administration and leadership. Consistently achieve exceptional results preparing new leaders to meet dynamic world
challenges through the management of human capital. Built and led proactive HR programs for complex, service-based
organizations within the Federal government undergoing acquisition, turnaround,rapid growth and transitional business
cycles. Derive success by consistently building, changing and optimizing organizational infrastructures, technologies,
processes and measurement systems to increase value.
Senior-level HR professional with government experience and proven track record of applying appropriate,
practical management applications/mix of process improvement techniques that meet business needs while
minimizing risks.
Create vision and strategy,build consensus and align personnel around core mission and programmatic growth
objectives.
Develop the resources to drive corporate culture change, create best-in-class organizations and build market-
focused teams while reducing overhead costs and unnecessary expenses.
Motivated achiever with demonstrable ability to recommend enhancements to business processes.
Outstanding project manager who coordinates communications, information, and highly skilled professionals to
meet organizational needs and evaluate progress while assuring smooth, efficient projects and activities.
Strong interpersonal, written, and verbal communicator who can deliver effective presentations,consult on
organizational strategies,metrics and design while maintaining collaborative relationships.
Exceptional problem-solver with keen ability to resolve human resource and management issues,analyze/define
business processes forimprovement, define, design,develop, and implement highly successfulsolutions,as well as
find solutions where others have failed.
Design and implement solutions to complex business challenges while organizing and developing people and
driving influence across organizational boundaries.
Design competitive and cost effective total rewards programs.
AREAS OF EXPERTISE
 Human Resources Management
 Orientation & On-Boarding
 HR Policies & Procedures
 Performance Management
 Organizational Development
 Workforce Transformation
 Management Development
 Turnaround Leadership
 ProgressiveManagement
 Practices Senior Level
Management and Leadership
 Project/Program Management
 Budgeting - Financial Reporting
 Talent Management – Recruiting
 Business Analysis - Auditing
 Statistical Process Control
 Activity Based Costing
 Benchmarking
 Business process improvement
 Requirements analysis
 Project management
 OSHA
 Growth Strategy Initiatives
 Operations Management Marketing
and Development
 Administration/Support Services
 Strategic Partnership
 Development Continual
ImprovementProcesses
 Workflow analysis/process
reengineering
 RFI, RFQ, RFP processes
 HR systems–PeopleSoft, USAJobs,
QuickHire, Payroll

2. Sintrel P. Dass,Results-focusedHumanResourceProfessional Page 2 of 4
Key Contributions:
HR Programs & Best
Practices
 Transformed previously disorganized, under-performing unit into a well-functioning, cost
efficient and highly utilized entity as evidenced by 40% improvement in service scores
over prior year’s employee survey data.
 Maintained hiring goal of 95%.
Staff Recruitment  Assisted Hiring managers with the development of substantialcompetency-based skills and
established a baseline for desired educational backgrounds and knowledge in order to
streamline the recruitment efforts by revamping recruitment strategies and enhancing the
functionality of in-house staff.
Analysis & Audits  Identified over $300,000 overpayment with contracts by conducting an array of audits that
identified and corrected discrepancies.
 Conducted feasibility studies.
Training Programs  Developed and coordinated class training schedules; handled reimbursement issues;
property, etc. Conducting acquisition planning to enhance the Division's buying power and
to minimize waste, as well as identify new methods of utilizing purchasecards to minimize
the usage of purchase orders.
 Developed a process for COTRs/COR that systematically simplified the workflow for
moving requisitions. I assist in the development of statements of work; review contracts
that are $25,000 and above and provide recommendations to the Contract Review Board.
Compensation /Salary
Structure
 Increased morale and saved $250,000 in contract operating and salary expenses over a 2-
year period by conducting thorough and extensive job description and salary analysis and
adjusting salary grade structureto reflect industry standards, as well as thedevelopment of
the Workforce Development Initiative program.
Performance Management  Created and implemented an enhancement to the performance evaluation/merit process to
streamline division-wide performance management and to ensure all compliance
requirements were met.
Employee Health & Safety  Supported OSHA-compliant workplace with company-wide Injury & Illness Prevention
Program roll out.
 Facilitated harassment in the workplace prevention training and provided new managers
with one-on-one training.
PROFESSIONAL EXPERIENCE
FEDERAL BUREAU OF INVESTIGATIONS, Washington, DC 2004 – 2014
08/2009 to 09/2014 (Retired)
Supervisory Management & Program Analyst (Unit Chief) RANK: GS-0343-15
Human Resource, Property, and Space Unit (HRPSU) SALARY: $143,079
Weapons of Mass Destruction Directorate
SUMMARY: Strong cross-industry background and experience supporting large, diverse workforces of 500+ employees in
multiple locations, including union/non-union, exempt/non-exempt, temporary staff, front-line staff, and mid-level and senior
management.Talent fordevelopingand delivering training at alllevels,including supervisory training andmanagement coaching.
Key contributoron executive teams,participatingin organizationaldevelopment and corporate strategic planning. Excellent team
leader and supervisor, skilled at motivating HR staff to performat peak levels.
Unmatched versatility in the human resource,training anddevelopment,procurement and contract administration arenas; provid e
technicalsupport and is charged with facilitating the utilization of Weapons of Mass Destruction Directorate (WMDD) human
resourcesthrough coordination,management &execution ofthe division-wide functions ofbudgeting and procurement through the
Limited Warrant Holder program; property & space management; basic contract administration; training & development via
GETA; and Bureau mandated courses; administrative services; and human resource. Provide leadership vision, direction, and
administration forthe efficient and effective useoftax-payerdollars forprocurements up to $25,000, as well as funding internal to
my unit. Develop, nurture, and leverage new joint partnerships, and collaborate with federal, state and local stakeholders t o
improve the functionality of my organization’s outreach and training efforts. I have an extensive background in HR affairs,
including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and
compensation, HR records management, HR policies development and legal compliance. I have d emonstrated success in
negotiating win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job
descriptions and management reports.

3. Sintrel P. Dass,Results-focusedHumanResourceProfessional Page 3 of 4
Scope of Leadership:
Oversight leadership forcarrying out criticalhuman resource management and programs for the Weapons of Mass Destruction
Directorate (WMDD). Align businessstrategywith operationalfunctionality to ensure excellence for the division, as well as the
establishment ofa sound infrastructure. Direct,coordinate,and guide allactivities and efforts in this regard, as well as handle the
strategic and succession planning; developgoals&objectives;policy coordinationand development,etc.Independently performs a
full range of supervisory responsibilities to include the planning, directing, organizing and review of work operations. Provide
staffing support function to include recruitment, qualification determinations, selection and placement for a wide variety of
positionsthat consistsofprofessional,technical,administrative and clerical. I work with otherteamsupervisors and various units
to create policy and procedures, as they relate to HR matters, contract administration, property & space, GETA and career
development.
Led and supervised a multidisciplinary teamconsisting of14individuals including Inventory ManagementSpecialist,Management
& ProgramAnalyst, Training Liaison and Change Management Specialist, Logistics Management Specialist, an Office Service
Specialist and a Secretary; in achieving the five functional areas within my purview. I monitor team workflow, define team
priorities and provide assignmentsaccordingly.Ideveloped and implemented quality control procedures and processes. I aman
expert consultant in Human Resource management andprograms with functional title as Supervisory Management and Program
Analyst (Unit Chief); integrating competencies to ensure employees are well rounded and has promotion potential to include
upward mobility; career enhancement and development.
Strategic Leadership& Organizational Development
Created a collaborative processto drive culturalchange andsupport thebusiness model.Worked with key executives to
develop value addedpragmatic people solutions tailored to specific businessrequirements andobjectives that align to
overallBureau’s missions,values and strategies.
Developed newexecutive performance reviewprocess to drive business objectives,corporate change,and behaviors.
Enhanced the talent in the organizationby developing Talent Review,Leadership Development Curriculumand a formal
Successionprocess.
Used analyticsto demonstrate fact based cost-benefits analysis that drove changes to people programs.
Change Management & Labor Relations
Driving change throughoutseniormanagementand facilitating improved employee communications/interaction.
Forming management/employee committees to discuss issues,and fostera cohesive,collaborative environment to include
a MentorProgram.
People, Process & Performance Improvements
Revamped a human resources unit within WMDDthat playedan active role in creating a culture ofhigh performance
teams and encourageownership amongst businessleaders.Implemented an HRscorecardto hold the human resources
department accountable to the business.Increased HRemployee engagement from40% to 75%.
Streamlined and restructured the HRteamto focus on productivity,clarified roles and responsibilities as wellas drive
enhancedskills in the areas ofbusinessacumen,results orientation andrelationship/partnership skills.
Established HRcompetencies,metrics,and division-wide metrics formonitoring and measuring turnover,HRbudget,
litigation,and management determinations.
Worked in conjunctionwith otherHRleaders to establishHRshared services modelforefficiency and cost containment.
Designed andimplemented performance basedincentive reward systemforHR in orderto accomplish HR strategic plan
goals and objectives.
Manage the fullimplementation ofHRPSU Promotion Process System; spearheadeda process improvement initiative to
streamline HR administrative practices andprocedures utilizing SharePoint.
Created a formal training/development organization – WMDDWorkforce Development Initiative,engaging internal
resourcesand3rd party vendorsto improve employee benchstrengthin the areas offinance,programadministration,
scientific methods,andoperations.
Scope of Consultant Role:
Provide consultation to managers with regard to staffing & placement; position conversions, integrating competencies; career
development and the like. I work with other teamsupervisors and other managers to create policy and procedures through the
utilization ofOPM standards,Laborstatisticsand otherregulations. I aman expert consultant to manager, employees, and other
government officials regarding the Bureau's HR matters (i.e. Foreign allowances, direct hires, non-competitive actions, merit
promotion, recruitment flexibilities, pay administration, etc.) I prepare and disseminate written guidance and implement
instructions for new and/or changed/modified staffing procedures. I led a teamin the development of criterion for Quick Hire
libraries; revision ofvacancy announcements,placement options,and recruitment/retentionstrategies.Assist and consult the field
representativesin reorganization processes,positionmanagement efforts and policy changes. Coordinating and planning of the
work activities of position descriptions, leave restoration, availability pay certifications; executive management requests; and
resource allocation.Ialso oversee processing ofpersonnelactions;positionmanagementand coordination; job postings for agent
and professional support personnel, as well as tracking overtime.

4. Sintrel P. Dass,Results-focusedHumanResourceProfessional Page 4 of 4
My leadership inspired innovative and creative thinking amongst my team. Solutions to important procedural challenges were
addressedand solved – allwith the focus ofcreating a well-organized,well-oiled HR entity capable of taking a greater leadership
role in the Division’s strategic plan. I fundamentally changed infrastructure operations by standardizing HR and other
programmatic processesandreportingprocedures. Doing soallowed me to receive and analyze the funding staffing levels (FSL);
contract documentationand propertyallocations at a “realtime” rate and to establisha common set ofperformance measures. This
provided EM with timely, decision-quality data for the furtherance of informed and sound business decisions. (Result)
EDUCATION/TRAINING
EDUCATION
 MasterofScience in BusinessAdministration (Management),StrayerUniversity
 Bachelorof Science in BusinessAdministration(Minor:Human Resource),StrayerUniversity
 Parkdale High School,Riverdale,MD
CONTINUED EDUCATION/CERTIFICATIONS
 Human Resource Management forSupervisors &Managers
 Human Capital Management Leadership Program(one year)
 Executive Development Institute
 Contracting Officer:Limited Warrant Holder
 COTR/COR Certification
 MasterCertificate in Six Sigma
 Certificate ofAccomplishment in Project Management
 Collateral Duty Safety and Health Official
 DesignatedSafety andHealth Official
 Certificate – ProtocolOfficer Training
ADDITIONAL PROFESSIONAL EXPERIENCE
Federal Bureau of Investigation, Washington, DC 6/2004 – 8/2009
Position (s):
 Program Manager/Management & Program Analyst, Training Division 6/2008 – 8/2009
 Assistant Unit Chief/SMPA, Training Division 9/2006 – 6/2008
 Management & Program Analyst, Laboratory Division 2/2006 - 9/2006
 Human Resource Specialist/Supervisory HRS, Human Resource Division 6/2004 - 2/2006
Department of Housing and Urban Development, Washington,DC 10/1987 – 6/2004
Position(s):
Public and Indian Housing (PIH)
 Grant Administrator/ProgramAnalyst:Grants Management Center(GMC),
 Housing ProgramSpecialist:ResidentServices Section,Public and IndianHousing
 ProgramSupport Specialist,DeputyAssistant Secretary FO,PIH
 Staffing Specialist &Staff Assistant,Public and Indian Housing,FO
Community Planning and Development (CPD)
 ProgramAssistant,Secretary&Clerk-Typist
United States General Accountability Office,Washington,DC 6/1986to10/1987
Position(s): Clerk/Staffing Clerk
Professional Affiliations:
 Society forHuman Resource Management(SHRM)
 Federally Employed Woman (FEW)
 NationalNotary Association(NNA)
 The Purpose Partners Movement
 FocusedAccountability Network(FAN)
 Coach,Speak& Serve