Cathy Dorman Walker, SHRM-CP

Oversees the strategic and operational aspects of human resources within SSAB Special Steels in Alabama. Lead the HR team, develop and implement policies, and ensure alignment with business goals. Key responsibilities include: Talent Management: Overseeing recruitment, retention, and succession planning. Employee Relations: Managing conflict resolution, engagement, and workplace culture. Compliance: Ensuring adherence to labor laws and internal policies. Performance Management: Designing and implementing evaluation systems. Strategic Planning: Partnering with leadership to align HR strategies with organizational KPI's.

Experienced corporate payroll administrator - Responsible for performing all the tasks necessary for the timely and accurate processing of the payroll on a bi-weekly basis. Also for handling and processing all benefits, workers comp, unemployment, tax reporting and deductions for a payroll of 250+ hourly, salaried and commissioned employees. Knowledge of payroll laws and federal and state employment laws. Proficient in excel with accounting knowledge

Manage a broad range of HR functions including payroll administration (100+ employees), benefits plan enrollment and administration, employee screening/hiring/orientation, and staff training/development programs. Work with senior management to create HR policies and procedures, incentive programs, and handle HR generalist workplace issues. Key Results: *Implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation. *Fostered a teamwork environment conducive to positive dialogue across the organization (12 offices in 3 different counties in Alabama). *Brought workers' compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury. *Researched benefit options annually and made informed decisions at annual renewal of each benefit. *Implemented and lectured on training for employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information. *Updated company's formal performance review program, creating a more job specific evaluation that is based on individual goals and objectives *Annually revised job descriptions across all levels. "Shadowed" and interviewed employees to construct an accurate picture of the duties and skills required for each position.