Welcome to My Human Resources Portfolio
Embedded Files
This collection highlights my approach to Human Resources – connecting clarity, care, and consistency across recruitment, wellness, and employee support.
Each artifact represents how I design systems that build trust, promote well-being, and strengthen the employee experience. The featured Job Fair Hub provides a closer look at my work to organize, communicate, and evaluate recruitment events in ways that serve both candidates and the organization. Other projects below illustrate how HR strategy, wellness design, and professional learning intersect to create healthy, high-performing workplaces.
(Full artifacts and detailed samples are available upon request.)
Gwendolyn Best - Email: ilovechalkdust@gmail.com
Recruitment and Systems Design
Recruitment and Systems Design
HCPS Job Fair Playbook
HCPS Job Fair Playbook
A comprehensive guide for planning and executing recruitment events from start to finish
Includes planning timelines, marketing strategies, communication templates, volunteer coordination plans, and post-event evaluation tools.
This work sample illustrates my commitment to building repeatable systems that make recruitment efficient, consistent, and data-driven.
Strong systems create consistency, save time, and show respect for everyone's effort.
Employee Wellness & Engagement
Employee Wellness & Engagement
Employee Well-Being Event: Relax, Create, Renew
Employee Well-Being Event: Relax, Create, Renew
This employee wellness event offered staff a choice of experiences: a resilience-building workshop or a peaceful painting session led by local artists. The event was designed around the principle that wellness isn't one-size-fits-all—employees chose the session that resonated with their needs.
The session, Building Calm and Resilience Together, focused on practical strategies such as mindful breathing, stretching and movement, soundscapes for relaxation, journaling prompts for reflection, and crafting meaningful morning routines.
This event reflected my belief that employee well-being must be proactive, personal, and rooted in daily habits that restore balance and strengthen resilience.
Rest and renewal are not luxuries; they are essential conditions for meaningful work.
Wellness Microlearning Articles
Wellness Microlearning Articles
This collection of nearly 20 brief wellness articles was created for a principal who uses them to open professional development sessions. Each piece is designed to be read in minutes and generate meaningful conversation among staff.
Topics span emotional wellness (Understanding Your Own Emotions, The Art of Intentional Joy), physical wellness (Movement Breaks, Healthy Food Habits), mental wellness (Mindful Decision-Making, Journaling for Reflection), and relational wellness (Nurturing Relationships, Building Strong Relationships).
This work reflects my understanding that wellness programming is most sustainable when woven into routines teams already have, not added as one more thing on the calendar.
Each piece invites reflection on emotional, physical, mental, or relational well-being and can be shared in minutes to spark meaningful conversation.
Well-being grows when reflection becomes part of the daily routine, not an extra task.
Well-Being Ambassadors Program
Well-Being Ambassadors Program
The Well-Being Ambassadors Program creates a sustainable wellness network across schools and departments. Each site designates ambassadors who promote activities, coordinate participation, and provide ongoing input to HR.
Ambassadors serve as trusted points of contact, sharing resources, encouraging engagement, and helping colleagues connect daily actions to overall well-being.
This proposal establishes a network of staff wellness ambassadors across buildings—employees who explore resources, promote events, gather feedback, and help tailor programming to colleagues' needs. The program includes tiered commitment levels, a detailed recruitment process, and an evaluation framework
Wellness culture lasts when leadership is shared, and every voice contributes to collective care.
Cultivating Resilience: Focus on What You Can Control
Cultivating Resilience: Focus on What You Can Control
This self-paced learning experience equips employees with practical strategies for building resilience and maintaining emotional well-being during challenging workplace situations. Participants learn to redirect energy from uncontrollable stressors toward meaningful, productive actions to foster empowerment, clarity, and reduced stress.
The experience includes an introductory overview, a guided reflection worksheet, an original article on collaboration during difficult conversations, realistic workplace scenarios with model dialogue, a set of categorized affirmations, a planning template, and supplementary resources on productivity and workplace connection. Each component builds on the others while remaining flexible enough for independent use.
This work reflects my approach to wellness programming: research-informed, practically applicable, and designed to meet employees where they are.
Resilience begins when people focus their energy on what they can influence and release what they cannot
Compliance And Support
Employee Evaluation Tools and Resources Hub and Evaluation Process: Supervisor Guidance
Employee Evaluation Tools and Resources Hub and Evaluation Process: Supervisor Guidance
Employee Evaluation Tools and Resources Hub - A central reference for all employee groups highlighting evaluation forms, reflection guides, and HR-developed articles designed to foster active participation in the process. The hub promotes transparency, aligns with Virginia Department of Education standards, and supports professional growth through accessible tools.
Evaluation Process: Supervisor Guidance - A resource set for administrators and supervisors to facilitate fair, constructive, and growth-driven evaluation conversations. Includes structured checklists, reflection prompts, and comment guides to support meaningful dialogue and consistent expectations across departments.
Together, these tools represent my belief that accountability and support must work hand in hand to create a culture of trust, reflection, and shared growth.
Compliance and care are not opposites—they work best when employees understand both the rules and the reasons.
Compliance and care are not opposites—they work best when employees understand both the rules and the reasons.
Leadership and Professional Learning
Strong systems create consistency, save time, and show respect for everyone's effort.
Thriving in a Changing Environment
Thriving in a Changing Environment
Thriving in a Changing Environment is a facilitated learning experience designed to help employees navigate organizational change with confidence, resilience, and intentionality. Built around William Bridges' Transition Model, the presentation guides participants through understanding the psychological journey of change—from endings through the neutral zone to new beginnings.
The session integrates wellness planning across four dimensions (emotional, social, mental, and physical), collaborative breakout discussions, real-world application scenarios, and reflection protocols. I have facilitated this content both virtually and in person.
This work represents my belief that supporting employees through change requires more than announcements and timelines. True support and customer service includes helping people understand their own internal transitions and equipping them with strategies to move forward.
Change becomes manageable when people understand their own transitions and feel supported through them.
HR Do’s and Don’ts: Operations Leadership Edition
HR Do’s and Don’ts: Operations Leadership Edition
This facilitated presentation was designed for operations supervisors which includes leaders in food services, transportation, custodial services, and front office roles. The session covers documentation best practices, feedback as a leadership tool, evaluation resources, and interview protocols, all grounded in organizational values and the belief that HR should be an early partner rather than an emergency responder.
The presentation includes facilitator scripts, reflection protocols, curated video resources with discussion prompts, scenario-based table activities, and a gallery walk for exploring evaluation tools. A bonus section addresses common interview missteps that can create legal risk or erode candidate trust.
This work reflects my commitment to designing HR support that reaches every employee group, even though I have lots of experience supporting instructional staff. My goal is to translate policy into practical, values-aligned leadership behavior.
HR thrives when clarity and accountability are paired with trust and practical support.
“Titles mean little in terms of real power, which is the capacity to influence and inspire.”
“Titles mean little in terms of real power, which is the capacity to influence and inspire.”
— Colin Powell
— Colin Powell
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