Human Resources Business Partner

Sheree Williams-Walker 502-***-****

https://www.linkedin.com/in/sheree-williams-70795b6 ******.**********@*****.***

Human Resources Strategic & Business Partner

A Human Resources Professional with a proven ability to align human capital structures with organizational goals, streamline HR processes, and support equitable workplace practices. An articulate communicator with outstanding analytical abilities, decision-making, and problem-solving skills with outstanding relationship building, innovative thinking for process design, development and implementation. Worked in human resources daily operations, benefits, recruitment, management, hiring, terminations, compensation and HRIS.

KNOWLEDGE, SKILLS, ABILITIES (KSA)

Analytical thinking • Benefits analysis • Budget planning • Change management expertise • Collaboration and teamwork • Compensation benchmarking • Compensation plan development • Compensation request reviews • Compliance reporting • Conflict resolution • Critical thinking • Data collecting & analysis skills •Data-driven decision making • Diversity, Equity & Inclusion • Effective communication • Employee relations • Human resources analytics • Human Resource Principles and Practices •Consulting • Interpersonal skills • Interpret data •Interviewing and hiring • Job classification • Job description development • Job leveling expertise • Labor Laws Federal, State, & Local • Labor market research • Leadership skills • Microsoft Suite products • Organizational development • Pay equity analysis • Performance management • Policy Development • Presentation skills • Problem-solving Skills • Process improvement • Professionalism • Proficient in Peoplesoft and Workday • Recruitment • Reporting & Recommendation skills • Strategic planning • Succession Planning • Teamwork and collaboration • Technical Skills •Training processes and Workforce development planning

TECHNOLOGY SYSTEMS

Workday HCM • Oracle PeopleSoft HR • Microsoft Office Suite • Microsoft 365 • U of L Symplicity Career Site • Handshake College APS • Neogov Government HR

PROFESSIONAL ACHIEVEMENTS AND EXPERTISE

Senior Compensation Analyst, University of Louisville June 2024 to Nov. 2024

With the job title of Compensation Analyst II, I evaluated and redefined job roles and responsibilities to ensure they align with the university's workforce planning goals.

Utilized a strong analytical mindset to work effectively in Workday, conduct job evaluations, develop job descriptions, and properly identifying classifications and compensations.

Configured Workday compensation processes including, but not limited to, allowance plans, bonus plans, grades and grade profiles, compensation business processes, and merit and bonus processing

Analyzed compensation for salary negotiations that require an equitable comparison to the same or similar classifications of the organization compared against department or organization to have sufficient data to analyze.

Drafted proposals outlining recommended changes in pay scales following job reclassification reviews.

Collected and Analyzed HR metrics and data including compensation data from a variety of sources including Workday, government labor statistics, higher education statistical platforms, and local markets

Recommended and reported via Microsoft Excel, Word, and PowerPoint to summarize findings and ensure alignment with organizational goals and industry standards.

Monitored and reported on the impact of changes using key performance indicators (KPIs) through cross-functional collaboration to streamline workflows and drive results (including departments, Human Resource Business Partners, and Leadership)

Provided data that assisted in the development and implementation of policies, procedures, daily compensation duties, job descriptions, and compensation projects

Analyzed data and statistics for trends and patterns with attention to recruitment, hiring practices, turnover, and compliance with employment laws and regulations.

Human Resources Manager, Louisville Metro Government July 2020 to March 2024

(Team of 4)

Provided senior level human resource management, guidance and analysis of policy, procedure, and learning for 260 employees aligned with the Public Health & Wellness Team.

The appointed position, specifically titled executive administrator, increased staff by forty percent (40%) in six (6) months to support the COVID-19 public health response

Delivered HR expertise in the areas of workforce strategies, talent planning, performance management, compensation, investigations, resolution of employee relations issues, and management and administration

Utilized a strong analytical mindset to work effectively in the health department conducting job evaluations, developing job descriptions, and properly identifying classifications and compensations.

Analyzed compensation for salary negotiations that require an equitable comparison to the same or similar classifications of the organization compared against department or organization to have sufficient data to analyze.

Collected and analyzed, and reported HR metrics and data including compensation data from a variety of sources including Workday, government labor statistics, higher education statistical platforms, and local markets

Developed and implemented procedures for internal human resources requests (including job description, job postings, hiring, reclassifications), created e-forms via DocuSign, configured the routing for the business processes, and collaborated with the department IT services team to create a Power BI dashboard that was visible in the department’s SharePoint site

Recommended and presented reports via Microsoft Excel, Word, and PowerPoint to summarize findings and ensure alignment with organizational goals and industry standards.

Monitored and reported on the impact of changes using key performance indicators (KPIs) through cross-functional collaboration to streamline workflows and drive results (including internal department teams, central human resource partners, and leadership)

Provided data that assisted in the development and implementation of policies, procedures, daily human resource duties, job descriptions, compensation projects, workforce development plan, retention strategies, and recruitment plan initiatives

Analyzed data and statistics for trends and patterns with attention to recruitment, hiring practices, turnover, and compliance with employment laws and regulations.

Designed, developed, and delivered employee new hire onboarding that enabled employees to successfully serve in their current roles, and prepare for future career opportunities.

Identified, developed, and delivered training programs that promoted workplace competencies aligned to the organization’s values, supported effective management and leadership skills, and addressed performance gaps.

Developed tracking systems in Workday for HR tasks, providing valuable insights into the business and keeping leadership informed on project progress.

Collaborated with department managers to ensure successful onboarding of newly hired staff members.

Performed searches for qualified job candidates, using sources such as computer databases, networking, internet recruiting resources, media advertisements, job fairs, recruiting firms, and employee referrals.

Addressed employee relations issues, such as harassment allegations, work complaints, or other employee concerns.

Compensation & Classification Analyst, Louisville Metro Government Jan. 2018 to July 2020

Supporting 2,400 employees, analyzed, researched, compiled data and submitted recommendations on classification, compensation, and analytical compliance liability investigations related to potential and reported discriminatory processes and wage & hour laws.

Researched, designed and delivered professional knowledge and skills for industry resources for salary negotiations that require an equitable comparison to the same or similar classifications of the organization compared against organization to have sufficient data to analyze.

Submitted accurate salary data to external public sector surveys to maintain up-to-date compensation benchmarks.

Recommended and presented reports via Microsoft Excel, Word, and PowerPoint to summarize findings and ensure alignment with organizational goals and industry standards.

Monitored and reported on the impact of changes using key performance indicators (KPIs) through cross-functional collaboration to streamline workflows and drive results (including internal department teams, central human resource partners, and leadership)

Provided data that assisted in the development and implementation of policies, procedures, daily human resource duties, job descriptions, compensation projects, workforce development plan, retention strategies, and recruitment plan initiatives

Analyzed data and statistics for trends and patterns with attention to recruitment, hiring practices, turnover, and compliance with employment laws and regulations.

Conducted thorough job evaluations to ensure roles are properly classified and compensated routinely in Peoplesoft.

Created job descriptions and ensured the documentation was compliant with EEO requirements

Under HR Leadership initiatives, developed and delivered training and presentations that promoted workplace competencies aligned to the city’s workforce plans and equity values.

Utilized analytical skills to conduct audits on existing compensation plans and suggest areas for improvement or modification.

Human Resources Manager, HJI Supply Chain Solutions Jan. 2016 to Oct. 2016

(1 Direct Report)

Worked closely with the operations team and provided counsel and guidance regarding policies, procedures and state and federal regulatory compliance requirements.

Manage the daily activities for the successful processing of the semi-monthly and weekly payrolls including internal reporting, additional compensation payments, overpayments and adjustments, involuntary deductions and disbursements, benefit deductions, taxable benefit inclusions and employee disbursements.

Facilitated new hire orientation and ensured a positive onboarding experience.

Assisted supervisors with performance management, including delivering disciplinary action for hourly employees.

Maintained personnel files and training materials, ensuring documents and manuals are kept current, accurate, confidential and in compliance with company policies and government regulations.

Recruited and onboarded new employees, ensuring compliance with regulatory requirements.

Developed and implemented effective employee engagement strategies to foster a positive work environment.

Senior Human Resource Business Partner, Paychex, Inc. Sep. 2004 to Dec. 2015

Working with the specific title of Senior Human Resource Generalist, delivered personalized human resource guidance and actionable workforce advice based on each client’s needs and to help meet their strategic goals.

Assisted with potential total rewards strategies that meet a company’s business goals, including health insurance or 401(k) plans through Paychex.

Conducted employee open enrollment meetings to Paychex PEO clients.

Identified and delivered training programs that promote workplace competencies aligned to the client’s values, support effective management and leadership skills, and addresses performance gaps.

Assisted clients with classifying positions with FLSA compliant job descriptions and market surveying for compensation analysis.

Assisted businesses in creating effective workforce planning strategies for attracting, developing policies, and retaining a quality workforce through performance management, including implementing best practices for managing team members during each stage of employee experience.

Developed innovative approaches for resolving workplace disputes between employees or between employees and supervisors.

Coordinated the onboarding process for new hires including orientation sessions and paperwork completion.

Benefits Project Manager, Humana, Inc. Aug. 2000 to Sep. 2004

With the job title of Project Manager, developed and managed the product design of the Humana employee and consumer-driven plans, under the direct supervision of the Product Manager

Wrote, monitored and reported on the impact of case and test scenarios for business and technical analysis

Tested back-end and front-end systems for accurate HR and claim interfacing, reporting outcomes to project teams including sales, product development, contracts, marking, claims, and IT

Served as a subject matter expert and point of contact for staff, developing employee-related reports, maintaining system oversight, ensuring data integrity, and assisting end users.

Acted as a liaison between employees, HR, and internal departments to ensure smooth enrollment, accurate claims processing, and compliance with regulations.

Offered recommendations to senior leadership with identified areas of improvement in consumer-driven medical plan design.

EDUCATION AND CERTIFICATIONS

Bachelor’s Psychology, University of Louisville Dec. 1998

Master’s Human Resources Management, Webster University Dec. 2002

SHRM-CP Certification, SHRM 2014-2023

PHR Certification, HRCI 2007-2023

Myers-Briggs Practitioner Certification, MBTI 2013

Kentucky Life & Health License, Commonwealth of KY 2005-2011

Professional Development

Workday HCM Consultant Mentorship Program, Zarantech

Certification Advanced SHRM Competencies and Knowledge, Board Infinity

SHRM Certified Professional (SHRM-CP) Exam Prep, Board Infinity

Certificate Managing Employee Compensation, University of Minnesota

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