MURIEL BOWSER
MAYOR
June 21, 2023
The Honorable Phil Mendelson
Chairman
Council
of the District of Columbia
John A. Wilson Building
1350Pennsylvania
Avenue,NW, Suite 504
Washington,
DC 20004
Dear Chairman Mendelson:
In accordance with section 2 of the Confirmation Act of 1978, effective March 3, 1979 (D.C. Law
2-142; D.C. Official
Code§ 1-523.01), and pursuant to section 402 of the District of Columbia
Comprehensive Merit Personnel Act
of 1978 (D.C. Law 2-139; D.C. Official Code§ 1-604.02),
and Mayor's Order 2007-61, dated February 28, 2007, I am pleased
to nominate the following
person for appointment:
Mr. Charles Hall, Jr.
Patterson Way
Hanover,
MD 21076
as the Director of the District of Columbia Depaitment of Human Resources, to serve in that
capacity at the pleasure
of the Mayor.
Enclosed you will find biographical information detailing
Mr. Hall's experience, together with
a proposed resolution to assist the Council during the confirmation process.
I would appreciate the Council's earliest consideration
of this nomination for confirmation.
Please
do not hesitate to contact me, or Steven Walker, Director, Mayor's Office of Talent
and Appointments, should the Council require additional information. 1
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c3"iairmanPhil Mendelson
at the request
of the Mayor
A PROPOSED RESOLUTION
IN THE COUNCIL OF THE DISTRICT OF COLUMBIA
16 To confirm the appointment of Charles Hall, Jr. as Director of the District of Columbia
17 Department of Human Resources.
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19 RESOLVED, BY COUNCIL OF THE DISTRICT OF COLUMBIA, That this resolution
20 may be cited as the "Director of the District of Columbia Department of Human Resources
21 Charles Hall, Jr. Confirmation Resolution of 2023".
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23 Sec. 2. The Council of the District of Columbia confirms the appointment of:
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25 Mr. Charles Hall, Jr.
26 Patterson Way
27 Hanover, MD 21076
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as the Director of the District of Columbia Department of Human Resources, pursuant to section
30 402 of the District of Columbia Comprehensive Merit Personnel Act of 1978, D.C. Law 2-139,
31 D.C. Official Code§ 1-604.02, and Mayor's Order 2007-61, dated February 28, 2007, to serve at
32 the pleasure of the Mayor.
33 Sec. 3. The Council of the District of Columbia shall transmit a copy of this resolution,
34 upon its adoption, to the nominee and to the Office of the Mayor.
35 Sec. 4. This resolution shall take effect immediately.
36 Charles A. Hall, Jr.
Human Resources (HR) Executive
Accomplished executive with a dynamic 10+ year history of progressive responsibility and repeated success.
Results-driven and change-focused HR Executive dedicated to delivering transformative leadership focused on establishing the
HR function as a key driver towards the achievement of organization-wide objectives. Committed to remaining at the forefront of
industry mastery and proactively investigating opportunities to implement improved systems, better practices, and updated
policies.
Proven ability to cultivate dynamic teams through hands-on talent development and procure organization-wide cost
savings through market research and expert negotiation
s. Familiar with balancing multipl e, simultaneous priorities with varying
deadlines, requirements, and objectives while enforcing strict comp
liance to all SOPs, regulatory guidelines, and industry best
practices.
Areas of Expertise
• Transformative HR Leadership • Strategic Planning • Workforce Development
• Project
& Program Management • Recruiting Lifecycl es • Employee Engagement
• Morale, Satisfaction,
& Retention • Process Improvement • Vendor Selection & Relations
Key Qualifications
• Demonstrated capability to drive transformative change across the HR function to ensure all oper ations align with the co re
mission and long-term objectives for workforce development across the enterp rise.
• Rich expe
rience in the formulation of high-level strategy and cohesi ve operational roadmaps along wi th the creation and
implementation
of various programs and initiati ves to engage employees, ex pand retention, and improve organizatio n-wide
morale.
• Repeatedly recognized for proactively identifying actionable solutions, and improved
systems to increase efficienc y, elevate
performance, and maximi
ze capabilities within t he HR function.
Career Experience
Baltimore City Community College, Baltimore, MD 2022
Assistant Vice President, Human Resources & Payroll (Feb. 2022 -Present)
Deliver strategic and visionary leadership focused
on transformi ng the HR function into a leading driver towards the core
missi
on and long-term objectives of the function. Own implementation process for a new HR and Payroll ERP system that would
increase efficiency and transparency across the institution for
300 faculty and staff. Establish and manage the creati on of a
Labor Management Committee between Labor leaders and hi
gh-ranking management personn el to discuss and resolve
employee related issues. Implement a manager training program to build capac
ity and ski llsets of all people managers
throughout the institution. Operate as a vital member
of the President's Cabinet p roviding updates and advise concerning a ll
personnel matters, federal and state employment laws, MOU standards and employee handbook requirements.
• Reduced
Payroll audit findings by revising the payroll submission process, implem enting supervisor payroll train ings,
and
eliminating duplicative methods in the contractual and adjunct hiring processes.
• Established clear and concise performance evaluation processes which included
weekly supervisor/employee chec k
ins, mid-year reviews, employee supervisor assessment and standardized rubric for all performance evaluations.
• Implemented employee engagement and wellness ini
tiatives to increase employee moral e, mitigate attriti on and attract
highly effective faculty and
staff.
Pagell4 Baltimore City Public Schools, Baltlmore, MD
Director, Employee Engagement (20 17 -2022)
2017 -2022
Deliver strategic and visionary leadership focused on transforming the HR function into a leading driver towards the core
mission and long-term objectives
of the function. Spearhead the formulation and delivery of a multitude of health and welfare
programs for a diverse 11K+ workforce
of multidisciplinary staff members. Own accountability for sourcing options, identifying
optimal vendors, negotiating, and securing healthcare plans that maximize employee benefit while procuring cost savings for
the organization. Expertly conduct a range
of personnel actions including compensation and leave management and
orchestrate monthly meetings between district employees and labor union leaders. Establish a skilled and engaged office and
call center
staff through hands-on control of the recruitment lifecycle including hiring, training, mentorship, and routine
performance evaluations. Formulate district-wide compensation philosophy, design awards to recognize high-performance
individuals, and investigated solutions to integrate high-level stakeholders into workforce development. Design and host
events to acknowledge employee achievement, generate reports
on employee retention in relating to benefits, compensation
structures, and engagement, and investigate solutions to drive enrollment and transition of employees to retirement through
State and City pension plans.
• Cultivated a deep understanding and working knowledge of all union contract provisions, relevant local, state, and
Federal law, and
SOPs and policies established in the City Schools.
• Informed quality decision making
by the Chief Human Capital Officer by delivering key insights relating to the formulation
of policy for pre-employment, retirement, compensation, tuition reimbursement, health and welfare programs, employee
engagement, and more.
• Initiated engagement programs to recognize
key milestones, anniversaries, and birthdays for the entire workforce.
• Maximized engagement capabilities by overhauling and restructuring the Employee Services Team into a dynamic, high
performance Employee Engagement Team fully-equipped to excel within new respective roles.
• Dramatically slashed timing between recommendation to hire and salary offer
by 50% by leading the redesign of the
hiring process for all segments of the workforce.
• Constructed and administered medical and dental, disabili
ty, life and AD&D, unemployment, and worker's
compensation, employee assistance programs, pensions, investments and savings.
• Cut call center wait time
by 50% by pioneering the selection and implementation of a new HEAT ticket system.
• Increased efficiency and eliminated
the utilization of paper materials while acting as a key driver in the creation of a new
applicant tracking system and database for personnel records.
•
Led planning and implementation of district's COVID response/contact tracing program, ultimately enabling reopening of •
in-person learning options well before other districts
• Hired and training a contact tracing team
that has handled 2,000 positive COVID cases and advised quarantine for
another
2,000 individuals, including 800 cases in the first month of full reopening in Fall 2021
• Provided regular training on COVID response to principals, principal supervisors, and other supervisors
• Facilitated contact tracing collaboration with the Baltimore City Health Department
• Operationalized various COVID-related leave options, including processing
500 Emergency Paid Sick Leave requests
during the 9-month period of its federal mandate
• Served as co-lead for original in-person work and learning task force
Manager, School Based Staffing (20
14 -2017)
Drove efforts
to cultivate and strengthen a high-performance workforce of qualified educators and multidisciplinary staff to
support
181 regional schools. Led skilled teams throughout all daily activities and special projects while conducting strategic
talent development including training, continued mentorship, and routine performance evaluations . Developed and
implemented high-level strategy and operational roadmaps aligned with
the core mission and long-term objectives of the
institution. Utilized superior project management skills to balance multiple priorities with varying requirements and deadlines
in a fast-paced setting. Administered
HR and payroll actions across all levels of the workforce. Routinely audited current
practices and performance metrics to identify any areas for improvement along with actionable solutions
to streamline
processes and maximize capabilities.
• Served in a highly-visible role
as a representative of the institution while delivering presentations and attending job
events.
•
Played an instrumental role in the formulation and allocation of a $1.34B annual budget for all areas of workforce
development and staffing.
• Delivered critical insights while functioning
as the representative for Office of Human Capital on the 21
st
Century
Building Committee.
• Fostered and strengthened strategic partnerships with
CEO and Chief of Staff of City Schools while acting as a high-level
advisor on staffing.
• Recommended approvals or denials for new charter school applicants
to the Office of New Initiatives.
Page214 Human Capital Specialist (2013 -2014)
Expertly conduct a wide-range
of actions across the full recruitment lifecycle including candidate sourcing, pre-screening,
interviewing, qualifying, and finally recommending optimal leadership profiles to fill any open positions. Recruited new
applicants through networking, internet resources, cold calls, recruiting agency partners, and employee referrals. Identified
labor needs and extended offers to candidates
that successful fill all requirements and align with the values of the institution.
Counseled individuals
on matters relating to employee relations and outplacements, distributed notifications on any updates
in human capital management across the workforce, and collected and compiled department-specific data to track and
review performance.
• Empowered Human Capital Team members with the skills and knowledge to excel in respective roles within employee
services
by training, continually mentoring, and routinely reviewing individuals.
• Remained current
on all open job opportunities, benefits, and programs offered by City Schools in order to quickly
address any inquiries posed
by potential applicants.
• Established and strengthened working relationships with school officials, parents, and community engagement teams.
Baltimore City Department of Public Works, Baltimore, MD
Personnel Generalist II
2012-2013
Served as an instrumental member of a highly-engaged workforce of multidisciplinary HR personnel by conducting a range of
administrative actions to support continuity of operations and achievement of core mission. Entered information for job
requirements, openings, and deadlines into the City recruiting tool, identified optimal candidates, and orchestrated a master
schedule
of interviews. Secured panel members and coordinated meetings to interview viable applicants, evaluated
candidate scores, and recommended hiring actions to the Director
of the Department of Public Works. Authored and extended
employment offers and documented vacancies, terminations, Workers Compensation,
FMLA, STD/LTD (short/long term
disability), and employee relations issues.
• Represented the
HR function for the Bureau of Solid Waste at various at Key Risk meetings for Workers Comp cases and
leaves
of absence.
• Performed termination hearings while ensuring for appropriate course
of action according to company policy and
regulatory law.
• Informed quality decision making
by Bureau Chiefs by delivering key insights on employee relation issues, disciplinary
actions, City regulations, and relevant local, State, and Federal law.
Under Armour -Corporate Headquarters, Baltimore, MD
HR Administrator
2008-2012
Operated effectively in a fast-paced, high-volume settings while expertly delivering a range of administrative actions to support
HR across corporate, warehouse, and office workforces. Owned accountability for collecting and recording crucial information
required for employment including
1-9 information, official documents, EEO forms, and other relevant information. Facilitated
post-offer on-boarding processes for new hires within the warehouse. Prepared documentation for terminations, scheduled
exit interviews, and logged information into
HRIS systems. Pre-screen applicants, conduct background and drug tests, verified
employment and references, and conducted interviews through phone systems. Employed a hands-on approach to training
new
HR administrators to ensure for a full knowledge of standard processes, regulatory guidelines, and best practices.
Administered payroll and 401Ks.
• Spearheaded the formulation and implementation
of a comprehensive new hire orientation to ensure corporate
personnel across all levels
of management were well-equipped to excel within respective roles.
• Acted as a key driver in the execution
of the UA Rookie Summer Internship Program be controlling all onboarding and
data entry functions.
• Served in a highly-visible role as a primary point
of contact for any employee relations issues or concerns.
• Acted as a
SME in ATS implementation and onboarding processes.
Education
Asana Project Management Certificate
American University, Washington, D. C.
Master of Human Resource Management
Claremont University, Claremont, CA
Page314 Notable courses:
• Leading Organizational Development & Change
• Training
& Developing an Effective Workforce
• Acquiring, Planning
& Retaining Human Capital
Bachelor of Science In History
St. Mary's College of Maryland, St. Mary's City, MD
Professional Affiliations
Board of Trustees, Baltimore City Employees Retirement Savings Plan
Fall
2019 Cohort -Emerging Human Capital Leaders Initiative: Education Pioneers
Page414 llf llf Jlf
WEARE
WASHINGTON
oc
Executive Office of the Mayor -Office of Talent and Appointments
John A. Wilson Building I 1350 Pennsylvania Avenue, Suite 600 I Washington, DC 20004
Charles Hall, Jr.
Charles Hall, Jr. is the Acting Director of the DC Department of
Human Resources (DCHR).
Director Charles Hall, Jr. is a career long human resources
professional, with over
15 years of progressive responsibility
and leadership and focus on a vision-driven approach to decision
making, strategic planning, and tactical implementation to
establish the
HR function as a key driver towards the
achievement
of organization-wide objectives. Prior to his
appointment at DCHR, Director Hall served as Assistant Vice
President
of Human Resources and Payroll at joined Baltimore
City Community College, a cabinet-level role for with oversight
of personnel matters, federal and state employment laws, and
employee relations, including labor management.
In 2008, Director Hall began his human resources career as HR
Administrator at Under Armour
in Baltimore, MD, where gained
knowledge and experience
of the HR lifecycle, from
recruitment, onboarding, offboarding and data management in
an HRIS system. From 2012-2013,
he served as Personnel Generalist in the Baltimore City
Department
of Public Works, conducting a range of administrative actions to support continuity
of operations and achievement of core mission. From 2013 to 2022, Director Hall honed his HR
experience and leadership at Baltimore City Schools, holding several leadership roles, including
as Human Capital Specialist, Manager
of School Based Staffmg, and Director of Employee
Engagement.
* * * GOVERNMENT OF THE DISTRICT OF COLUMBIA
Executive Office of Mayor Muriel Bowser
* * * wr;. ARf;.
WASHINGTON
oc
Office of the General Counsel to the Mayor
To:
From:
Date:
Subject:
Tommy Wells, Steve Walker
Betsy Cavendish
June 7, 2023
Legal sufficiency review
of Resolution nominating Charles Hall, Jr. as Director of
the District of Columbia Department of Human Resources
This is to Certify that this office has reviewed the above-referenced resolution and
found it to be legally unobjectionable.
If you have any questions in this regard, please do not
hesitate to call Vanessa Careiro, Deputy General Counsel, Executive Office
of the Mayor, at
202-724-1303,
or me at 202-724-7681.
Elizabeth
A. (Betsy) Cavendish
The John A. Wilson Building • 1350 Pennsylvania Avenue, NW • Suite 300 • Washington, D.C. 20004 • Office (202) 724-7681