Human Resource Resources

JERALD R. CLYDE, PHR

**** ***** **** *****, *********, IA 52806 563-***-**** *********@*******.***

AREAS EXPERTISE

OF

Senior level results-oriented Human Resource Professional with leadership roles in social services, acute

care hospital, government, food service, insurance, and manufacturing environments.

• •

Labor & Employee Relations Collective Bargaining Agreement &

Negotiations

• •

HR Policies and Procedures ADA, EEO, FMLA, FLSA, OSHA

• •

Management Coaching & Employee Counseling, Investigation,

Mentoring Conflict Resolution

• •

Staff Recruitment & Retention HRIS & Payroll ADP Processing

• •

Team Building, Training, PAYROLL Tax Reporting (State and Federal

Employee Development 941 reports, FICA/FUTA/SUI, 940 unemployment

reports, and W-2’s)

• Employee Satisfaction &

Engagement Surveys

PROFESSIONAL CERTIFICATION EDUCATIONAL BACKGROUND

PHR (Professional in Human Resources)

St. Ambrose University, Davenport, IA

Master of Business Administration, Emphasis in Human Resources and Marketing

University of Iowa, Iowa City, IA

Bachelor of Business Administration, Major in Industrial Relations

EMPLOYMENT HISTORY

VERA FRENCH COMMUNITY MENTAL HEALTH CENTER, Davenport, IA 2008 to 2011

Multi-location and multi-discipline 160 employee community-based mental health and residential center

Director Manager, Human Resource Services

Provide senior level organization-wide leadership to develop, implement, and coordinate policies and

programs for employee relations, salary administration, recruitment/placement, on-boarding, and

employee services. Participated in short and long-term strategic planning, succession planning, and

budgeting.

• Established and structured the HR department, the first in the organization’s 60-year history.

• Demonstrated consistency in administering HR-related actions during a period of two leadership

changes in the CEO position, which bolstered employee confidence and aided in reducing resistance

to change.

• Formulated, updated, and/or established written HR policies and procedures that streamlined and

redefined roles and responsibilities, workflow, employee recruitment and on-boarding.

• Implemented an annual “Employee Engagement & Satisfaction Survey”, which garnered an 80%

participation rate and led to increased organizational assessment and communication.

• Administered the organization’s compensation/pay practices, including design and on-going

management of a performance/incentive based compensation program.

• Counseled and advised management on all organizational human-resource related issues, upgraded

guidelines and procedures, provided training, and administered FMLA, ADA, and Worker’s

Compensation/Risk Management actions.

UNIVERSITY OF IOWA HOSPITAL AND CLINICS (UIHC), Iowa City, IA 2005 to 2008

Human Resource Generalist II

Provided organization-wide consultation and guidance to all levels of management including direct

responsibility for two administrative departments, four major patient care departments and 2,500 acute

patient care employees. Functionally supervised the activities of six department HR Generalists.

• Ensured consistent implementation of University and hospital policies and guidelines, as well as

State and Federal legislation related to recruitment and employment law practices.

• Developed and presented in-service training programs with topics that included: attendance

management, conflict resolution, developing effective performance appraisals, conducting

investigations, and employee performance.

• Interpreted and provided managerial guidance for issues such as University policies, AFSCME/SEIU

union contracts, employee orientation, transfers, terminations, general disciplinary investigatory

activities, discrimination and harassment complaints, performance appraisals, and employee

performance improvement.

• Participated as a standing member of the UI/UIHC collective negotiation bargaining team for the

SEIU collective bargaining agreement and “SEIU/University of Iowa Labor/Management Committee”.

• Conducted and adjudicated step one, step two, and step three union grievance hearings.

• Enhanced procedures and implemented actions to monitor FMLA intermittent absences that

resulted in an overall average reduction of one day per month of FMLA related absences per

employee.

JERALD R. CLYDE, PHR

Page 2-563-***-**** *********@*******.***

WILL COUNTY EXECUTIVE OFFICE, Will County, IL, Joliet, IL 2004 to 2005

County government branch with over 2,300 employees

Human Resource Specialist – Labor Relations/Risk Management

Primary assignment was to function as the County HR Advisor for a 300-bed skilled rehabilitation and

nursing care facility that employed in excess of 250 AFSCME members and 50 non-represented

employees.

• Participated as a standing member of the Will County collective negotiation bargaining team for the

county-wide AFSCME collective bargaining agreement.

• Conducted and adjudicated step one and step two union grievance hearings.

• Guided the Worker’s Compensation Program for Will County’s Skilled Rehab Center and chaired

quarterly “Employee Safety Committee” meetings. Implemented a six-month long safety awareness

program that resulted in decreasing lost work days by 200.

• Increased the effectiveness of recruiting CNA’s LPN’s and RN’s by establishing formalized and

regularly scheduled internal and external staffing/recruiting campaigns (including college visitations

and participation in job fairs).

SHAW ELECTRIC, INC., Davenport, IA 2001 to 2003

Non-union commercial/industrial electrical contractor

Human Resource Manager

Served as Senior HR Department Administrator, corporate advisory resource for management, and

liaison for field and office employees. Enhanced and facilitated company-employee relations, and

directed all aspects of human resource management and corporate employee relation activities.

• Established and directed the on-going administration of a DOL certified 4-year electrical

apprenticeship program

• Developed policies and updated the employee handbook

• Researched, gathered and analyzed salary survey data that resulted in the design and development

of a market compatible performance-based compensation program for journeymen and apprentice

electricians.

• Initiated communication activities and engaged employees in development trainings (such as

performance improvement, conflict resolution, and customer service enhancement) that resulted in

motivating and improving employees’ knowledge, attitudes and skills throughout the company.

• Promoted and maintained a non-union environment, and enacted activities to educate employees

on the company’s philosophy and stance on union representation.

• Collaborated with the company’s Safety Manager to develop and administer an in-field, new

employee on-boarding safety training program based on OSHA 30-Hour Safety Training standards.

EAGLE FOOD CENTERS, INC., Milan, IL 1993 to 2001

Major food retailer with over 15,000 associates, a centralized corporate office, distribution warehouse

center, and 120 stores in 5 states.

Human Resource Analyst – Payroll/Employee Benefits

Directed the company’s employee benefit plan and payroll administration. Maintained data on Microsoft

Office software, Oracle accounting software, and the company’s ADP & HRIS (Cyborg) systems.

Collected, analyzed, completed necessary forms, and submitted multiple State and Federal 941 reports,

FICA/FUTA/SUI contribution statements, 940 unemployment reports, and annual W-2 statements on a

weekly, monthly, quarterly, and annual basis.

• Planned, organized, created and distributed personnel documents dealing with payroll and

employee benefit administration, including plan documents, enrollment forms, new hire tax and

data forms.

• Administered and determined collection amounts, completed interrogatories, and paid funds

collected from employees for garnishments, child support, and other court ordered actions.

• Reconciled and resolved discrepancies, and ensured accuracy of data in general ledger

accounts monthly for payroll deductions, payroll tax withholdings, and EFT payments.

• Served as primary company contact with responsibility for the daily administration of self-

funded health insurance plans, COBRA, 401(k) retirement plans (enrollment, rollover

contributions, requests for hardship withdrawals, wire transfers, and loan administration), and

Section 125 Cafeteria/Flex plans (Basic Life, Optional Life, Voluntary Life, & AD&D).

• Initiated electronic fund transfer (EFT) wire transfers; reconciled and balanced general ledger

accounts that tracked over $150,000,000 in annual payroll tax withholdings.

JERALD R. CLYDE, PHR

563-***-**** *********@*******.***

Manufacturing Employment History

(Non-Human Resources)

MANUFACTURING:

IOWA MANUFACTURING COMPANY (A division of Raytheon Corporation), Cedar Rapids, IA.

Manufacturer of rock crushers and asphalt pavers

Methods Analyst/Expeditor

Served as a method analyst documenting manufacturing processes and establishing manufacturing

specifications for this manufacture of rock crushers and asphalt pavers

CRANE COMPANY, Washington, IA.

Manufacturer of water and gas line pipe valves

Methods Analyst

Temporary position documenting manufacturing processes for equipment and products that were being

transferred from Chicago, Illinois.

Contact this candidate