Elizabeth Noggle
Acworth
Summary
Results-driven professional with proven track record of leadership excellence. Proven ability to enhance operational efficiency and foster collaborative work environment. Strong focus on fostering collaborative environment, ensuring adaptability, and delivering impactful outcomes. Known for effective communication, problem-solving acumen, and unwavering reliability in dynamic settings.
Overview
17
17
years of professional experience
Work History
HR Specialist (Detail - Process Improvement)
Centers for Diseases Control and Prevention (CDC)
09.2024 - 04.2025
- Project Leadership: I led HR projects to integrate policy, systems, and business process improvements in alignment with strategic goals. Serve as a technical advisor, guiding the planning, review, and analysis of project outcomes. Represent the organization in cross-functional committees, collaborating with partners inside and outside the organization and contractor staff to develop effective HR systems. Achieved a ___% increase in efficiency through streamlined processes.
- System Development & Enhancement: Evaluate HR processes during Product Design Events to identify inefficiencies, recommend improvements, and overall streamline operations. Serve as the technical advisor to various stakeholders to automate HR functions and processes. Develop IT system requirements and prioritize enhancements of the system for restructuring the managing, tracking, and workflow processes of HR services. I participate in User Acceptance Testing (UAT) to ensure system functionality meets user expectations. Present briefings to leadership with recommendations to improve technology products and services. Saved ______ man-hours annually through system enhancements.
- Training & Support: As a subject matter expert on the redefined policies, processes, and systems, I provide training and orientation to both HR staff and end users to ensure adoption and usage of new technologies and processes. I conduct surveys/feedback to assess HR program effectiveness and customer satisfaction. From the results I provide recommendations to enhance the HR program and services. Improved customer satisfaction by ___%through target training and support.
Supervisory HR Specialist
Centers for Disease Control and Prevention, CDC
03.2024 - 04.2024
- Responsible for overseeing a team of 13 HR classification specialists, HR administrative support staff, and contractors who were all geographically dispersed in a remote environment.
- Provided training and development opportunities where gaps in knowledge were identified.
- Allocated and distributed work within the team ensuring that assignments are based on priority and complexity.
- Set, calculated, and reported out performance metrics.
- Coordinated projects, setting timelines, and ensuring projects are completed within scope and on time.
- Ensured the accuracy and quality of HR services and deliverables produced by the classification team through an audit process.
- Collaborated with other HR branches and the department, to ensure decisions and determinations are aligned with overall organizational goals.
HR Specialist (Policy)
Centers for Disease Control and Prevention, CDC
03.2023 - 09.2024
- Collaborated with HR staff, advising on Federal, HHS, and OPDIV regulations, policies, and HR laws. Provide guidance on HR issues, helping management understand the implications of decisions. Participated in decision-making discussions, offering expertise on HR processes and regulations. Reviewed and provided feedback on directives, ensuring alignment with CDC HR policies.
- As the technical authority regarding policy, procedures, and quality review for Position Management and Classification for over 13,000 positions at CDC, I provided direction, guidance, and oversight to the lines-of-business' subject matter experts regarding statutory, regulatory, and program requirements through policy and SOPs, and led change management and new initiatives through senior level project management.
- Developed and implemented the Position Description (PD) Architecture project to address inconsistencies in PDs, improve data integrity, and reduce man-hours spent researching employee descriptions. Created a more user-friendly PD naming convention and library requirements, resulting in _____ man-hours saved annually and a ____ % increase in data consistency.
- Advocated for process improvements within the Classification team, streamlining operations, simplifying tasks, and creating reference materials to enhance productivity and consistency. Identified inefficiencies in the existing EHCM personnel system module and developed a proposal for a new Classification Action Tracker (CAT) system. Briefed leadership to secure support for the design, which included detailed specifications for layout and functionality. Collaborated with the HR Systems and Data team to implement the system, resulting in enhanced tracking, accurate reporting, and improved transparency. The user-friendly system received widespread praise from internal HR and external customer stakeholders.
- I analyze discrepancies, gaps in knowledge, and opportunities to provide formal and informal training to the classification team and others.
- Developed a comprehensive training presentation at the for the Equal Employment Opportunity (EEO) Office to educate specialists on the Classification process of positions. The training enabled EEO specialists to more effectively identify and address issues that may not be EEO-related but stem from improper assignment of duties or grievances related to HR Classification. This initiative improved the EEO team's ability to differentiate between EEO complaints and HR Classification concerns, enhancing overall case resolution efficiency. An additional bonus to the training the EEO specialists, as employees themselves, they were able to follow along with how their own positions are classified and determined to be at various levels.
- Reviewed statutory and regulatory laws and regulations and developed local implementing guidelines, informative help-desk articles for customers, Standard Operating Procedures (SOPs), step by step Desk Reference Guides (DRG), and recorded demonstrations for the purpose of training.
- Proactively sought opportunities for innovation, process improvement, and system enhancements. Led the Classification initiatives during the Hiring Transformation Process (HTP), collaborating with the HRO Director and transformation team to propose new process ideas and leverage the capabilities of existing systems. Acted as a liaison between the transformation team and the Classification team, ensuring clear communication of upcoming changes and decisions. Facilitated opportunities for the Classification team to provide input, digest changes, and familiarize themselves with new processes, streamlining the creation of training materials and presentations by ensuring a smoother transition and increased team readiness.
HR Specialist (Classification/InfoSys), GS-0201-13
Centers for Disease Control and Prevention, CDC
04.2022 - 03.2023
LEAD HR SPECIALIST (Classification), GS-0201-13
Centers for Disease Control and Prevention, CDC
03.2021 - 11.2021
- Mediated conflicts between employees, fostering a more harmonious work environment for all staff members.
- Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations.
- Completed human resource operational requirements by monitoring workload for assigned employees.
- Created and delivered HR training sessions to staff.
HR SPECIALIST (Classification), GS-0201-13
Centers for Disease Control and Prevention, CDC
10.2018 - 04.2022
HR SPECIALIST (Classification/InfoSys), GS-0201-12
Centers for Disease Control and Prevention, CDC
11.2015 - 10.2018
HR SPECIALIST (Classification/InfoSys), GS-0201-11
Centers for Disease Control and Prevention, CDC
08.2014 - 08.2015
HR SPECIALIST (Classification/InfoSys), GS-0201-09
Centers for Disease Control and Prevention, CDC
08.2013 - 08.2014
HR SPECIALIST (Classification/InfoSys), GS-0201-07
Centers for Disease Control and Prevention, CDC
08.2012 - 08.2013
HR ASSISTANT, GS-0203-07
Centers for Disease Control and Prevention, CDC
11.2011 - 08.2012
HR ASSISTANT, GS-0201-06
Centers for Disease Control and Prevention, CDC
11.2010 - 11.2011
HR ASSISTANT, GS-0203-05
Defense Finance and Accounting Service, DFAS
05.2009 - 11.2010
- Enhanced HR data management through implementation of new HR Information System (HRIS).
- Managed employee records, safeguarding personal and professional information.
- Processed documentation for employee actions such as new hires, promotions, details, conversions, etc..
HR ASSISTANT, GS-0203-04
Defense Finance and Accounting Service, DFAS
05.2008 - 05.2009
- Enhanced HR data management through implementation of new HR Information System (HRIS).
- Managed employee records, safeguarding personal and professional information.
- Processed documentation for employee actions such as new hires, promotions, details, conversions, etc..
Education
HR SPECIALIST - Human Resources - Level I Certificate
Graduate School USA
01-2025
Skills
- Relationship building
- Decision-making
- Problem-solving
- Idea development and brainstorming
- Data analysis
- Process analysis
- Analytical thinking
- Strategic planning
- Process improvement
- Cross-functional collaboration
- Oracle experience
- Service Now experience
Awards
Performance Ratings: (scale from 1-5)
- 2024 - Outstanding Results (5)
- 2023 - Outstanding Results (5)
- 2022 - Outstanding Results (5)
- 2021 - More than Expected (4)
- 2020 - Achieved Expected (3)
- 2019 - More than Expected (4)
- 2018 - More than Expected (4)
- 2017 - Achieved Expected (3)
- 2015 - More than Expected (4)
Employee of the Quarter 2024
Chief Operating Officer Honor Awards - Collaboration
Timeline
HR Specialist (Detail - Process Improvement)
Centers for Diseases Control and Prevention (CDC)
09.2024 - 04.2025
Supervisory HR Specialist
Centers for Disease Control and Prevention, CDC
03.2024 - 04.2024
HR Specialist (Policy)
Centers for Disease Control and Prevention, CDC
03.2023 - 09.2024
HR Specialist (Classification/InfoSys), GS-0201-13
Centers for Disease Control and Prevention, CDC
04.2022 - 03.2023
LEAD HR SPECIALIST (Classification), GS-0201-13
Centers for Disease Control and Prevention, CDC
03.2021 - 11.2021
HR SPECIALIST (Classification), GS-0201-13
Centers for Disease Control and Prevention, CDC
10.2018 - 04.2022
HR SPECIALIST (Classification/InfoSys), GS-0201-12
Centers for Disease Control and Prevention, CDC
11.2015 - 10.2018
HR SPECIALIST (Classification/InfoSys), GS-0201-11
Centers for Disease Control and Prevention, CDC
08.2014 - 08.2015
HR SPECIALIST (Classification/InfoSys), GS-0201-09
Centers for Disease Control and Prevention, CDC
08.2013 - 08.2014
HR SPECIALIST (Classification/InfoSys), GS-0201-07
Centers for Disease Control and Prevention, CDC
08.2012 - 08.2013
HR ASSISTANT, GS-0203-07
Centers for Disease Control and Prevention, CDC
11.2011 - 08.2012
HR ASSISTANT, GS-0201-06
Centers for Disease Control and Prevention, CDC
11.2010 - 11.2011
HR ASSISTANT, GS-0203-05
Defense Finance and Accounting Service, DFAS
05.2009 - 11.2010
HR ASSISTANT, GS-0203-04
Defense Finance and Accounting Service, DFAS
05.2008 - 05.2009
HR SPECIALIST - Human Resources - Level I Certificate
Graduate School USA
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