JERRY WALKER, SPHR
Fort Worth,TX
Summary
Polished Senior HR Professional experienced in human resources management, training, payroll, and diversity, equity, and inclusion. Achieved significant impact through strategic relationship building and effective problem-solving, fostering positive work environments and enhancing employee relations. Focused on aligning organizational needs with business objectives and delivering exceptional HR solutions.
Qualified professional with keen business acumen and understanding of organizational needs. Collaborative, cross-functional leader with commitment to teamwork. Excellent project manager with dedication to meeting business objectives.
Overview
16
16
years of professional experience
4
4
years of post-secondary education
Work History
HR Manager
Multicolor
Fort Worth, TX
10.2021 - 09.2022
- Manage IDP’s and Performance Review Process
- Facilitated diversity and inclusion initiatives, resulting in a supportive workplace culture.
- Safety Administrator
- Developed HR branding strategies that attracted talent and enhanced company image.
- Payroll and Logistics (Dayforce Ceridian-HRIS)
- Managed recruitment processes to attract diverse talent for various roles.
- Developed and implemented employee training programs across the organization.
- Facilitated conflict resolution sessions to improve workplace relationships.
- Oversaw performance management initiatives to enhance employee productivity.
- Coordinated benefits administration and communicated options to employees.
- Led compliance audits to ensure adherence to labor laws and regulations.
- Implemented employee engagement strategies to foster a positive work environment.
- Collaborated with management on workforce planning and organizational development initiatives.
- Created and maintained personnel records, such as hiring documents, benefits information and payroll data.
- Managed performance reviews and disciplinary actions to support fair salary negotiations.
- Monitored attendance records and leave requests for accuracy and completeness.
- Conducted recruitment process for new hires, including job postings, interviews and background checks.
- Prepared and led new employee orientation to familiarize with company policies, procedures, culture and campus.
- Drafted job descriptions based on current roles within the organization.
- Recruited applicants for vacancies to fill open positions with qualified staff.
- Developed and implemented HR strategies to improve employee engagement and retention.
- Coordinated training programs for new employees and existing staff members.
- Prepared reports summarizing recruitment activities, turnover rates, absenteeism trends.
- Organized and facilitated team-building activities, including monthly staff meetings.
- Advised managers on how best to motivate employees and increase their satisfaction levels.
- Assisted in the development of policies related to human resources management.
- Proactively identified and solved complex HR problems that impacted operations management and business direction.
- Collaborated with other departments to create a positive work environment that promotes collaboration among teams.
- Communicated with supervisors to plan and review employee evaluations.
- Ensured compliance with all state and federal employment laws including wage and hour regulations.
- Responded promptly to employee inquiries about policies or procedures.
- Administered employee benefits and led open enrollment process, informing and coaching employees.
- Coordinated workers' compensation insurance and managed claims.
- Developed processes for onboarding new hires into the organization's culture.
- Analyzed employee surveys to identify areas of improvement in workforce productivity.
- Maintained relationships with external stakeholders regarding employment issues or concerns.
- Managed full-cycle human resource operational activities to maximize HR employee performance.
- Held exit interviews and documented information discussed with employees.
- Worked with management to create performance measurement, employee development and employee compensation strategies.
- Handled sensitive employee and company information with highest level of confidentiality and discretion.
- Investigated workplace issues with professionalism and sensitivity and detailed incidents in reports to senior executives.
- Achieved desired work environment and performance by proactively advising and guiding employees on best practices and overseeing HR training.
- Developed hiring and recruitment policies to drive transparent and fair hiring process for selecting candidates on basis of merit and relevance with job.
- Encouraged open communications, promoting positive and pro-employee work environment.
- Provided HR consultation services to leadership and department heads.
- Advised leadership and personnel on driving HR policies, union negotiations, and business strategy implementation.
- Identified operational weaknesses to improve or innovate people, programs and processes.
- Advised leadership on vacation and sick time, benefits, job services and employment discrepancies.
- Used data and analytics to improve company processes for recruitment, selection and onboarding.
- Supported top talent identification processes by interviewing candidates and executing onboarding, orientation, and benefits processes.
- Used HR website and other media to communicate HR processes, increasing understanding and consistent use.
- Scheduled meetings with employees to address concerns and grievances.
- Managed compensation, insurance and vacation days within employee benefits programs.
- Created staff teams based on employee strengths and made adjustments to promote overall productivity.
- Handled employee discipline and termination to address policy infractions.
- Attended conferences, workshops and special events to recruit qualified candidates for company.
- Liaised between management and employees by relaying work information, adjustments and grievances.
- Prepared presentations to company executives regarding employee performance and retention trends.
- Suggested promotions and wage increases according to employee performance.
- Launched innovative incentive program to achieve low turnover rate in highly competitive market.
- Researched industry trends to inform compensation and performance strategies.
- Reported on workplace health and safety compliance to superiors.
- Launched wellness plans to reduce stress, boost morale and increase productivity.
- Negotiated collective bargaining agreements with labor unions by highlighting company profit and operational outcomes.
- Scheduled random drug testing for employees to diminish regularity risks.
Financial HR Representative III
Scott Credit Union
Ferguson, MO
07.2020 - 09.2021
- Engagement Committee Personnel
- Diversity, Equality, and Inclusion Personnel
- Training Department Personnel
- Risk Management Committee Personnel
- Executive Administrator
- ADP/Payroll
- Managed employee onboarding and orientation processes for new hires.
- Assisted in developing and implementing HR policies and procedures.
- Coordinated employee training programs and professional development initiatives.
- Handled employee inquiries regarding benefits, payroll, and workplace issues.
- Maintained employee records and HR databases for compliance purposes.
- Supported recruitment efforts by screening resumes and scheduling interviews.
- Facilitated performance evaluation processes for staff members across departments.
- Collaborated with management to address employee relations and conflict resolution issues.
- Developed and maintained job descriptions for all positions in the organization.
- Conducted recruitment activities such as job postings, interviewing candidates, and reference checks.
- Updated database with payroll and employee information.
- Managed payroll processing functions including time tracking systems and wage garnishments.
- Prepared data and produced various reports using HRIS system.
- Investigated claims of discrimination or harassment based on race, age, gender identity and expression, in accordance with federal laws.
- Created and implemented employee onboarding processes, including new hire paperwork, orientation materials, and training programs.
- Conducted investigations, drafted summaries and devised recommendations for HR Manager.
- Enforced compliance with federal, state and local employment regulations and laws from EEO to ADA.
- Developed policies related to equal employment opportunity, diversity initiatives, harassment prevention, vacation and leave of absence requests.
- Supported employees with benefits enrollments by guiding process and answering questions.
- Provided guidance to managers regarding disciplinary action, performance issues, and progressive discipline procedures.
- Assisted with outreach and recruitment activities to acquire qualified talent.
- Facilitated dispute resolution meetings between employees and management teams.
- Analyzed HR data to identify trends in turnover rates or other areas of concern.
- Identified opportunities for improvement within existing HR programs by conducting gap analyses.
- Drafted offer letters for new hires which included salary details and benefit packages.
- Assisted with benefits administration including open enrollment periods, health insurance changes, 401 contributions, and COBRA compliance.
- Maintained personnel records in accordance with applicable laws and regulations while ensuring confidentiality of information.
- Advised supervisors on legal requirements related to hiring practices such as background checks or drug testing protocols.
- Participated in collective bargaining negotiations between labor unions and employers.
- Conducted trainings on topics such as workplace safety protocols or sexual harassment prevention.
- Organized company-wide events such as team building activities or holiday parties.
- Prepared reports related to employee engagement surveys or exit interviews.
- Researched best practices for recruiting strategies to ensure a qualified applicant pool.
- Provided essential support to address individual HR needs of employees.
- Conducted background checks and orientation, coordinating new employee onboarding process.
- Partnered with senior HR team to communicate company standards and policies.
- Assisted candidates with application processes by answering questions about application, performing background checks, providing I-9 forms and handling drug screening paperwork.
- Worked with HR department to devise and update policies as needed for corporate accountability and workplace health.
- Worked cross-functionally to optimize efficiency and execute on HR business processes.
- Identified opportunities to improve HR programs and proposed solutions to increase efficiencies.
- Developed incentives to drive employee retention and improve work culture.
- Assisted with recruitment initiatives by interviewing and talent sourcing.
- Collaborated with HRBP to develop and execute human resources strategies, enabling business objectives.
- Led diversity and inclusion initiatives, promoting an inclusive workplace culture that values diversity.
- Advised management and staff on labor laws and HR policies, reducing legal risks and ensuring regulatory compliance.
- Developed metrics and reports to analyze HR effectiveness and identify areas for improvement.
- Conducted workplace investigations to address allegations of harassment or discrimination, ensuring a safe work environment.
- Assisted with budget preparation for HR-related expenses, including training, benefits, and employee programs.
- Managed employee separation processes, including exit interviews and termination paperwork, ensuring a smooth transition.
- Conducted annual salary surveys and analyzed compensation data to maintain competitive and equitable pay structures.
- Managed recruitment processes, including job postings, candidate screening, and interviews, ensuring timely and efficient hiring.
- Implemented performance management systems, including performance appraisals and goal setting, to boost productivity.
- Administered employee benefits programs, including health insurance and retirement plans, ensuring compliance with federal and state regulations.
- Coordinated with external vendors for the provision of employee services, such as training and benefits administration.
- Managed HR information systems (HRIS) to ensure efficient data management and accurate reporting.
- Supported workforce planning and staffing strategies to align with organizational goals and objectives.
- Developed and updated HR policies and procedures manuals, ensuring alignment with best practices and legal requirements.
- Led employee engagement surveys and focus groups to identify areas for improvement and enhance employee satisfaction.
- Hired employees and processed hiring-related paperwork.
- Sourced, qualified and conducted screening interviews with job candidates.
- Interviewed job applicants to obtain information on work history, education or job skills.
- Searched for qualified job candidates using computer databases, media advertisements or employee referrals.
- Selected qualified job applicants or referred to managers to make hiring recommendations.
- Maintained and updated organizational charts, employee handbooks or performance evaluation forms.
- Developed or implemented recruiting strategies to meet current or anticipated staffing needs.
- Conducted exit interviews and completed employment termination paperwork.
- Addressed harassment allegations, work complaints or other employee concerns.
- Conferred with management to develop or implement personnel policies or procedures.
- Advised management on organizing, preparing or implementing recruiting or retention programs.
Financial Clinical HR Rep III
Barnes-Jewish Hospital
St. Louis, MO
10.2017 - 07.2020
- Training and Development
- Engagement, Diversity, Equality and Inclusion Committee
- NHO Coordinator
- Kronos
Financial Branch Manager II
Check Into Cash
Ballwin, MO
07.2014 - 09.2017
- Accounts Payable Analyst
- Training and Development
- HR Manager Duties
- Payroll and Logistics
- Training and Development
- NHO Coordinator
- ADP/Payroll
Assistant Manager
State Farm Bank/Credit Union
Earth City, MO
07.2012 - 06.2014
- Indirect Consumer Loan Service Representative II
- HR Manager Duties
- Training and Development
- NHO Coordinator
Member Service Representative II
Neighbors Credit Union
St. Louis, MO
04.2010 - 06.2012
- Teller II
- HR Generalist Duties
- Training and Development
Teller-Personal Banker
Gateway Bank
St. Louis, MO
02.2007 - 04.2010
- Facilitated HR processes and procedures
- Enhanced HR brand visibility
Education
Doctorate - Organizational Leadership and Decision Making
University of Phoenix
Phoenix, AZ 07.2017 - 05.2020
Master of Business Administration and Management Degree -
University of Phoenix
St. Louis, MO 07.2012 - 01.2014
Bachelor of Arts Degree - World History, Political Science
Central State University
Wilberforce, OHSkills
- Performance management
- Employee training
- Benefits administration
- HR policy development
- Recruitment strategies
- Employee engagement
- Compliance auditing
- Conflict resolution
- Diversity initiatives
- Data analysis
- Effective communication
- Team collaboration
- Problem solving
- Organizational development
- Confidentiality management
- HR analytics
- HR reporting
- Salary administration
- Compensation structuring
- Company policies
- Employee relations
- Training programs
- Employment law
- HR processes
- Diversity and inclusion
- Payroll administration
- Payroll oversight
- Background checks
- Talent acquisition
- Employment law compliance
- Onboarding and orientation
- Employee evaluations
- Compensation benefits
- Employee retention
- Metric tracking
- Staffing recruitment
- Recruitment staffing
- Workers' compensation
- Interview techniques
- HR policies
- Orientation preparation
- Employee orientation
- Workforce planning
- Payroll
- Employee advocacy
- Compensation management
- Retirement planning
- HR software proficiency
- Succession planning
- HR legal compliance
- Health benefits
- Retention strategies
- HRIS software
- Diversity promotion
- Employee benefits management
- HR guidance
- Training development
- Payroll coordination
- Training and mentoring
- Talent management
- Grievance handling and redressal
- Risk management
- Workforce improvements
- Policy enforcement
- HRIS management
- Recruitment and selection
- Job analysis
- Personnel information systems
- Exit interviews
- Employee support
- Staff compensation
- Workplace mediation
- Recordkeeping
- Benefits programs
- Records management
- Leadership development
- Benefits management
- HR operations
- Negotiation strategies
- Performance improvement
Executive Portfolio
Coordinated all department functions for a team of 1800 plus employees, including hiring, training-development, coaching, hr branding, recruiting, diversity-equity and inclusion, DPI’s, payroll, HRIS, and 30/60/90 day performance management., Increased office organization by developing more efficient filing systems and customer database protocols., Received a merit bonus for strong attention to detail, exemplary customer service, and team-player attitude., 20, Consistently achieved a 90% balancing average while managing 10 to 100 employees., Increased annual revenue by 75% by creating effective strategies to expand existing customer services., Controlling expenditures and obligations (including operating expenses, debt, and payroll)., Balanced cash drawers and vaults totaling an average of $250,000, achieving top 5 percentile in monthly sales., Collection activity on various customer files., 20, Plan, organize, direct, manage, and evaluate customer service activities and budgets., Develop, implement, and manage the company’s customer service policies, procedures, standards, and strategies to comply with applicable rules, regulations, standards, and best practices., Provide weekly, monthly, and quarterly reports listing metrics of client track records., 20, Consistently generated additional revenue through skilled sales techniques. Exceeded sales objectives on a multi-level platform from 2004 to the present., Cross-sold services at a rate of 80%, upgrading customers to different plans and product packages., Assign sales territories set sales goals, and establish training programs for the company’s sales representatives., Coach sales representatives to improve performance and oversee regional/local sales managers and their staffs.
Timeline
HR Manager
Multicolor
10.2021 - 09.2022
Financial HR Representative III
Scott Credit Union
07.2020 - 09.2021
Financial Clinical HR Rep III
Barnes-Jewish Hospital
10.2017 - 07.2020
Doctorate - Organizational Leadership and Decision Making
University of Phoenix
07.2017 - 05.2020
Financial Branch Manager II
Check Into Cash
07.2014 - 09.2017
Master of Business Administration and Management Degree -
University of Phoenix
07.2012 - 01.2014
Assistant Manager
State Farm Bank/Credit Union
07.2012 - 06.2014
Member Service Representative II
Neighbors Credit Union
04.2010 - 06.2012
Teller-Personal Banker
Gateway Bank
02.2007 - 04.2010
Bachelor of Arts Degree - World History, Political Science
Central State University