This document summarizes the professional experience and qualifications of Jerald R. Clyde as a senior human resources professional. It outlines his experience leading HR departments for organizations in various industries, including mental health services, healthcare, government, and food retail. It also lists his areas of expertise in labor relations, policy development, and payroll/benefits administration.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
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At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
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Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
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Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
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A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
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Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
![Jerald R. Clyde, phr<br />Areas of Expertise<br />Senior level results-oriented Human Resource Professional with leadership roles in social services, acute care hospital, government, food service, insurance, and manufacturing environments.<br />,[object Object],Professional Certification | Educational Background<br />PHR (Professional in Human Resources)<br />St. Ambrose University, Davenport, IA<br />Master of Business Administration, Emphasis in Human Resources and Marketing <br />University of Iowa, Iowa City, IA<br />Bachelor of Business Administration, Major in Industrial Relations <br />Employment History<br />Vera French Community Mental Health Center, Davenport, IA2008 to 2011<br />Multi-location and multi-discipline 160 employee community-based mental health and residential center<br />Director | Manager, Human Resource Services<br />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.<br />Established and structured the HR department, the first in the organization’s 60-year history.<br />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.<br />Formulated, updated, and/or established written HR policies and procedures that streamlined and redefined roles and responsibilities, workflow, employee recruitment and on-boarding.<br />Implemented an annual “Employee Engagement & Satisfaction Survey”, which garnered an 80% participation rate and led to increased organizational assessment and communication.<br />Administered the organization’s compensation/pay practices, including design and on-going management of a performance/incentive based compensation program.<br />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.<br />University of Iowa Hospital and Clinics (UIHC), Iowa City, IA2005 to 2008 <br />Human Resource Generalist II<br />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.<br />Ensured consistent implementation of University and hospital policies and guidelines, as well as State and Federal legislation related to recruitment and employment law practices.<br />Developed and presented in-service training programs with topics that included: attendance management, conflict resolution, developing effective performance appraisals, conducting investigations, and employee performance.<br />Interpreted and provided guidance regarding University policies, AFSCME/SEIU union contracts, employee orientation, transfers, terminations, general disciplinary investigatory activities, performance appraisals, and performance improvement.<br />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”.<br />Conducted and adjudicated step one, step two, and step three union grievance hearings.<br />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.<br />Jerald R. Clyde, phr<br />Page 2 563-343-1589 hrpro1204@hotmail.com<br />Will County Executive Office, Will County, IL, Joliet, IL2004 to 2005<br />County government branch with over 2,300 employees<br />Human Resource Specialist – Labor Relations/Risk Management<br />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. <br />Participated as a standing member of the Will County collective negotiation bargaining team for the county-wide AFSCME collective bargaining agreement.<br />Conducted and adjudicated step one and step two union grievance hearings.<br />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.<br />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).<br />Shaw Electric, Inc., Davenport, IA2001 to 2003<br />Non-union commercial/industrial electrical contractor <br />Human Resource Manager<br />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.<br />Developed policies and updated the employee handbook <br />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. <br />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.<br />Established and directed the on-going administration of a DOL certified 4-year electrical apprenticeship program<br />Promoted and maintained a non-union environment, and enacted activities to educate employees on the company’s philosophy and stance on union representation.<br />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.<br />Eagle Food Centers, Inc., Milan, IL 1993 to 2001<br />Major food retailer with over 15,000 associates, a centralized corporate office, distribution warehouse center, and 120 stores in 5 states.<br />Human Resource Analyst – Payroll/Employee Benefits<br />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. <br />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. <br />Administered and determined collection amounts, completed interrogatories, and paid funds collected from employees for garnishments, child support, and other court ordered actions.<br />Reconciled and resolved discrepancies, and ensured accuracy of data in general ledger accounts monthly for payroll deductions, payroll tax withholdings, and EFT payments. <br />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). <br />Initiated electronic fund transfer (EFT) wire transfers; reconciled and balanced general ledger accounts that tracked over $150,000,000 in annual payroll tax withholdings.<br />](https://image.slidesharecdn.com/linkedinresumeforjerryclyde2011-13100508357291-phpapp01-110707100233-phpapp01/85/Linkedin-Resume-For-Jerry-Clyde-2011-1-320.jpg)
