Human Resources Management

PATRICK OUDIN, CHRP, CRIA

****-** ***** ***. *******, Ontario M2N 7E6

647-***-**** *************@*****.**

SUMMARY CHRP (Certified Human Resources Professional) + CRIA (HR Professional designation in Quebec) + Project Management certified + Post-secondary education (University), graduated in Human Resources and Economics.

Strong business acumen gained within unionized manufacturing facilities.

In depth knowledge of employment and labour laws (Human Rights, Privacy Act/PIPEDA, Employment Standards, WSIB, OHSA, Common Law, jurisprudence, etc.)

Seasoned in dealing with deeply rooted Unions as a chief spokesperson at the bargaining table: CAW, Steelworkers, Brewers, Sheet Metal Workers, etc

Fluently bilingual (French-English).

EXPERIENCE

Manager, Human Resources, Health and Safety

2010 to Present: subcontracted to IM-DEXTER (Process plant, unionized)

Manager, Human Resources, Health and Safety 2006 – 2009 CTS CORPORATION (Manufacturing, unionized). ISO 14001 and TS 16949

Prepared recommendations for negotiations complete with cost analysis and implications. Led the negotiations as the company spokesperson at the bargaining table (CAW).Assisted management in collective agreement interpretation and grievance handling /arbitration situations. Provided specialist advice/support to internal clients regarding the employment legislation. Designed/implemented a strategy to improve commitment/engagement of employees and supervisors: skill training, suggestion programs, employee surveys and follow up, recognition program, hiring by committee, high performance teams, communication program, etc. Developed and implemented proactive recruitment strategies to continuously maintain a pipeline of candidates. Evaluated candidates’ strengths for intermediate and senior positions compared with internal customers’ requirements (interviewing and assessing candidates). Designed and implement a new employee orientation process for new hires. Introduced an attendance management program to control unscheduled and scheduled absenteeism (WSIB claims, STD and LTD) that resulted in a $260K saving per year.Ensured that business goals are translated into actionable performance objectives. Reviewed all performance development plans for middle and senior management. Implemented training plans (leadership) to meet short and long term goals.Supported and guided enterprise-wide skills training, employee assessment and leadership initiatives. Foster mentoring skills and create a coaching culture.Introduced a new succession planning system: identified the key competencies required for each key position selected, measured the gaps between competencies and individuals, developed with senior management team a plan (rotation, training, coaching, etc).Member of the senior management team that implemented CPI: visual management, 5 S, Kanban, High performance teams, Six sigma, ISO, balanced score card, Kaizen, Cycle time management, BPR, etc.Worked as a change agent to improve and streamline departmental operations, through the continuous assessment of policies and procedures, work processes and program effectiveness/value.

Generated strong personal presence at all levels with an ability to challenge the status quo in a positive manner.Introduced various HSE policies/procedures such as return to work, physical demand analysis, behaviour based safety system, FLRA, JHA, hazards identification, etc.Conducted HSE field audits and support managers in the implementation of audit recommendations and ensured follow-up. Co-chaired and provide support to the Health & Safety and Ergonomic Committees within a unionized environment.Worked with Managers and Supervisors on a wide range of H&S initiatives aimed at reducing injuries and costs.Developed and applied appropriate metrics to measure successful achievement of HR/HSE goals and workforce efficiency targets.

Manager, Human Resources and HSE

2003 – 2006 ALEXANDRIA MOULDING (Manufacturing, unionized). ISO 9001

Acted as Chief Spokesperson in all collective bargaining (union: Brewers). Provided labour relations training and consulting to Executive directors, managers and supervisors.$736,000 was the amount negotiated (as a spokesperson) below a given mandate.Ensured compliance with all employment-related/labour legislation. Assisted Executive Directors, managers and supervisors with grievances and led monthly management-union meetings.Promoted a constructive and positive (win-win) relationship with the Union that resulted in an 80% decrease of the number of grievances within nine months.Determined the existing managerial/supervisory skills level. Ongoing training programs to teach/reinforce supervisory/managerial skills. Measure the results (ROI).Facilitated and drove succession planning and talent assessment to ensure the organizations have the best talent to drive the business.Worked with Managers to review staffing requirements and determined best strategy for talent acquisition. Provide expert advice on interviewing and selection to managers to ensure the best person is hired. Administered annual Performance Management Program and related annual merit increase program.Implemented a new compensation system (Hay) and a management bonus.Introduced a HRIS system and key performance indicators.Planned and executed the roll-out of a pension plan with a different carrier. Negotiated all benefits contracts with carriers.$75,000 saving per year resulting from the implementation of a new pension package.Acted as a facilitator and consultant to the facilities management teams & ensured facilities are working within legislative requirements (ESA, Human Rights, WSIB, OHSA, etc.). Designed and implemented a strategy to become an employer of choice.Raised awareness about the importance of health and safety within the workforce, by promoting effective prevention methods and safe work practices.$409,000 reimbursement from WSIB as a result of implementing a new HSE strategy (Safety culture/behaviour).Acted as "expert H&S resources", to the assigned operation teams and responded to the needs of Managers and Supervisors.Conducted H&S inspections, audits and accident investigations, kept and recorded findings, generated statistical reports and ensured timely solutions to be implemented. Evaluated effectiveness of workplace inspections.Developed in conjunction with a medical clinic a return to work program (Physical demand analysis, accommodations, etc.).Identified, interpreted, and evaluate all applicable Health and Safety regulations that affect the design, construction and operations. Active member of the joint health and safety committee within a unionized working environment.Introduced an employee assistance program and measure its effect (results) on absenteeism.Instituted specific metrics and measurements to assess the success of the HR and HSE depts.

Senior HR and IR Consultant

1996 – 2002 UPM (Manufacturing, unionized). ISO 9001

This employer had 6 strikes within an 8 years period. Developed/implemented a labour relations strategy that resulted in no work stoppage during the 6 years I was employed by this company.Negotiated as the lead spokesperson at the bargaining tables, wages and benefits agreements, etc.Developed an intra-net communication system to enhance internal communication.Developed a recruitment program/strategy to meet the requirements of a rapidly growing international company (Russia and Asia). Initiated and developed a new HR Strategy based on customer retention, employee satisfaction and operational results (Training, new performance and bonus management systems). Used the SWOT methodology.Streamlined Human Resources dept. from an administrative to one with bottom-line accountability. Established/prepared and controlled the overall HR budget.Implemented a succession planning program across boarders.Developed, identified the costs and implemented a yearly training plan for the entire organization.Initiated and implemented a Human Resources score card (metrics).Implemented a retention program that reduced unmanaged turnover from 8% to2.5%.Successfully acquired (Member of a due diligence team) and integrated two large companies into existing business units.Change management/Culture: championed a continuous improvement and a customer satisfaction strategy: introduced a mission/vision/values and a new H.R. strategy, trained/led quality action groups, administered customers/employees surveys. Improved customers’ satisfaction (+18%) measured by a survey.Introduced a suggestion program and assessed the results. Trained employees and facilitated suggestions teams. $375,000 savings within one year.

Supervisor, Human Resources 1992 – 1996 COILTECH - FLAKT (Manufacturing, unionized). ISO 9001

CONTINUING EDUCATION (seminars and full time education):

General Management and HR courses:

McGill University: Finance for Non-Financial Professionals

University of Toronto: Laws that impact safe work practices

Queen’s University: Human Resources ROI

Flakt University: Project Management certified

University Jean Moulin: Contract negotiations

University of Montreal: Quality Management (ISO)

Motorola University: Management Development Program

Post-secondary education (University), graduated in Economics and Human Resources ` (Full time education)

Contact this candidate