Human Resources Project Manager
Resume:
Paul Martineau CHRP Home: 450-***-****
Mobile: 514-***-****
Laval, QC H7K 3T4 *********@*****.***
P ROFILE
Human resources generalist who favours an overall approach and strategic vision; project manager
who uses the resources that are best adapted to the level required: coach who guarantees results
Proactive, very comfortable in social situations, enthusiastic, natural leadership skills, ability to co-
ordinate a variety of projects; on the lookout for innovative methods that foster productivity,
profitability and efficiency
Seeking a position as senior management in human resources
P ROFESSIONAL EXPERIENCE
IAMGOLD CORPORATION INC.
Senior Director and HR Business Partner, Projects and Construction 2012 à 2013
Achievements:
Implemented the entire operational structure (policies, guidelines and business processes) required
for efficient HR activities;
Directly contributed to profitability of construction projects by ensuring large scale recruiting of
contractual employees for several of our international projects;
Provided counselling, guidance and coaching for principal managers of the team to improve
personnel retention;
Developed and implemented a methodology for human resources talent planning, allowing for
better monitoring of each employee’s progress and improve prediction of further assignations.
PAUL MARTINEAU SERVICE CONSEIL INC.
Self-Employed HR counselling professional since 2009
Achievements:
Successfully completed mandates, both locally and internationally, involving the following areas of
expertise :
o Global updating of HR policies and processes for a national telecommunications
business in Sudan;
o Updating salary structures in the private health care sector;
o Updating organizational structure in the private protection industry;
o Gave HR training for professionals of an association of telecommunications in South
Africa.
SNC-LAVALIN GROUP INC.
Senior Director, Corporate Human Resources 2007 to 2009
Achievements:
Completed the project to decentralize HR services in all of the organization’s Quebec divisions to
ensure increased presence with target clienteles, increased technical knowledge of HR professionals
and improved service delivery response time
Mainly directed my work in the sector of the organisational development. More particularly, set up
the strategy of talent management at the corporate level: defined a mechanism of human resource
requirements planning, organized an internal site of recruitment for better sharing the resources
available, supported a strategic bringing together with several institutions of teaching and redefined
the public image for better attracting the resources necessary;
Considerably improved global recruitment of the resources integrating the whole of the offices of
recruitment distributed in the world on the central information processing system which was mainly
used in the area of Montreal - we passed from 10 offices users to my arrival until more than 30
offices distributed in more than 35 countries;
Have completely remakes the corporative image of our approach of external recruitment for better
targeting the required candidates and especially for better positioning the company opposite its
competitors;
Managed the team that introduced the Oracle corporate system for the HR component, which
included determining the overall approach, establishing and respecting budgets, acting as project
sponsor in the current organizational structure, authorizing changes affecting the initial project, and
recruiting and managing the work team
Supported the senior vice-president of Global Human Resources in her various mandates
Sat on the board of several organizations in order to network and remain on the lookout for the
latest developments in human resource management, including the National Human Resources
Council of the Conference Board of Canada and the Association des ingénieurs-conseils du Québec
VAN HOUTTE INC.
Corporate Director, Human Resources 2004 – 2007
Accomplishments :
An active member of the Board of Directors Human Resources Committee. developing, presenting
and promoting a strategic plan to allow HR to play a key role in building the success of the company;
Mobilises and involves all of the various HR teams to create more coherent synergy;
Arranged a consensus among 20 top-managers to offer more dynamic and coherent services to the
employees to improve the employment offer and to permit employees to concentrate their energies
on the achievement of their specific objectives;
Create and revamp hr policies in line with our HR plan to be competitive; eg. compensation plan, sales
compensation plan, flexible group insurance plan, vacation plan, flex-time, induction program,
employee purchase plan;
Reduced considerably the number of complaints in employee relations while keeping the high level of
performance and commitment to business objectives;
Deploys HR computer systems in order to concentrate our efforts on value added activities ( eg. an in-
house hr system which allows employees to manage their own insurance files).
ROCHE LTD, CONSULTING GROUP
2002 – 2004
Director, Human Resources
Accomplishments:
Repositioned the company HR function, taking a service previously providing only expertise in HR
administration into a new role as a strategic partner;
Co-chairman of the Optimization Committee during a critical review of operational activities,
achieving a reduction of about 5M$ in direct costs.
MICROCELL TELECOMMUNICATIONS INC.
Senior Director, Human Resources 1996 – 2001
Accomplishments:
Implemented the human resources management structure (a founding member) based on the
company’s five values: expertise, openness, conviviality, commitment and adaptability;
Developed and implemented a recruiting process allowing to hire between 600 and 800 people per
year; the company started with 85 employees up to more than 2,600;
Lead the organizational development strategies and deployed the subsidiary’s business plan in five
phases. Prepared and oversaw custom tailored training programs for all the managers of the division,
resulting in true leadership skills development supporting the achievement of its business plan;
Developed and directed the publication of an employee manual promoting the Company’s values;
Developed and directed the launch of the Human Resources Intranet which became most popular
with employees;
Created and coached management in the development of a performance evaluation program, with
employees’ direct input, resulting in full buy-in at all levels;
Developed, implemented and managed a number of innovative programs such as “salary navigation”,
succession planning and professional development, resulting in key employee retention and lower
turnover rates;
Developed a HRIS structure and implemented its systems in such a way that ongoing and evolving
needs can be met;
Designed and implemented initial compensation programs in order to position the company
attractively to target groups (such as sales compensation, corporate bonus, stock options plan,
flexible employee benefits, etc.).
P REVIOUS PROFESSIONAL EXPERIENCE
Several years as specialist in compensation, benefits and information processing systems in human
resources.;
E DUCATION
Bachelor in Industrial Relations
Université de Montréal
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