SUMMARY: Responsible for leading strategic and operational activities related to human resources, including recruiting, performance management, succession planning / workforce planning, organizational development, compensation and benefits. I advise on present and long term strategic HR plans, challenges and successes. Working as a member of an executive team I advise on HR strategies and programs. I provide leadership and coordination of HR functions to help optimize organizational effectiveness and efficiency, and drive efforts to continuously develop organizational capabilities.

RELEVANT WORK EXPERIENCE

2016 - Present Upper Canada Forest Products TORONTO, ON

Human Resources Manager

Responsibilities:

Built HR department as there was not one previously - created policies, procedures and a HR presence to fit the industry and organizations needs

Responsible for all HR activities and operations over multiple divisions in the Canada and US.

Responsible for the overall operations of the HR Department in support of corporate and divisional goals with regards to people and cultural objectives.

• Leading the implementation, monitoring, evaluation, and development of the company's HR strategies.

• Use strong intuition and build rapport to gain the trust of Managers, Supervisors and Employees. Embody the corporate values and represent Upper Canada forest Products in a professional manner

Development and deployment of new HRIS.

Leading the development, implementation, monitoring and evaluation of the company's HR strategies.

Managing HR issues for all divisions:

• Co-ordinating and maintaining the company's recruiting strategy, ensuring appropriate processes are in place and followed, hiring managers are coached on interview techniques, employment agreements are in place, etc.

• Orienting new employees to the workplace

• Coaching managers on employee evaluations and performance management

• Handling required terminations in conjunction with others

• Providing coaching and mentoring to all levels of management regarding HR issues

• Challenging and developing the people of the company

• Formulating and recommending HR policies and objectives for the entire organization

• Setting short and long-range HR goals in concert with the corporate strategic planning process

• Developing systems and processes to balance strong HR practices and a strong corporate culture (attendance management, recruiting, hiring and retention, performance management, etc.)

• Coordinating the Employee Assistance Program and participating in the development and implementation of health and wellness initiatives and safety programs

2013 – 2016 ABM LIMITED DARTMOUTH, NS

Culture and Human Resources Manager

Responsibilities:

Responsible for the overall operations of the HR Department in support of corporate objectives with regards to people and cultural objectives

Built HR department as there was not one previously, created policies, procedures and a HR presence to fit the industry and organizations needs

Leading the implementation, monitoring, evaluation, and development of the company’s HR strategies

Build rapport and have trust of senior managers, leads and employees

Embody the corporate values

Provide strategic direction in the following areas: Talent Management and Workforce Planning; Organizational Development; Employee and Labour Relations; Compensation, Payroll and Benefits; Culture and Change Management

Conduct training needs analyses of the entire workforce to design appropriate and necessary training and development programs.

Stay informed on workload of department for the purpose of maximizing the efficiency of the work force.

Provide corporate culture guidance and coaching to managers.

Assist in the investigation and reporting of accidents/incidents.

Deliver company orientation and occupational health and safety training to new hires.

Adhere to legislation such as the Human Rights Act and Labour Standards Act.

Conduct job performance evaluations.

Identify job vacancies and plan for filling them.

Recruit and select new hires based on their knowledge, skills and abilities.

Inform employees about policies, job duties, working conditions, wages, and opportunities for promotion.

Case Manager administrator for occupational and non-occupational injury and illness

2010 to 2013 HSE INTEGRATED LTD. DARTMOUTH, NS Recruiter/Safety Coordinator

Responsibilities:

Full-cycle recruitment cycle: developing job postings, screening resumes, telephone pre-screen, conducting interviews, confirming education, and training history to ensure that candidates are qualified and suitable.

Provide sales managers, operations coordinators and station mangers with a list of qualified candidates that match the required skills and experience requested.

Manage the Consultants Database by contacting candidates on a regular basis to ensure information is current and accurate and verifying availability.

Promptly responding to all staffing requests and candidate inquiries.

Formatting resumes in HSE format and converting into Word and PDF documents.

Keep record of the number of requests made and the number of requests made and number of candidates placed on job.

Responsible for the daily activities related to the WCB-Safety Certified Program.

Review, control and administer the WCB-Safety Certified program document process.

Assign work activity to Auditors.

Creation of proposals and advising member companies on their respective progress in the process, in order to determine what is required to ensure timely progression through the WCB-Safety Certified Program.

Perform internal and external audit reviews and reports. Provide detailed audit reports that assess the company’s overall performance, identifies inadequacies, and makes recommendations to improve upon the safety management system.

Maintain client incident and safety documentation statistics.

Develop safety memos, bulletins and flashes.

Develop reports relating to audits, inspections, incident investigations, safety plans, hazard assessments, etc.

Attend, coordinate and chair JOHSC meetings.

Ensure all safety reports including maintenance reports, incident reports, safety meeting minutes, toolbox meetings, are submitted.

Work with other employees regarding return to work programs and modified duties.

Other HR/Recruitment activities as requested.

2008 - 2010 EASTLINK HALIFAX, NS Human Resources

Responsibilities:

Responsible for supporting the human resource team in all related HR activities.

Developed employee files and acted as a communicator between employees, recruiters, managers and directors.

Responsible for providing excellent service to both internal and external clients by completing all requests in a timely manner.

Writing job ads and posting on various job boards and internet sites.

Write employee letters, memos and reports.

Responsible for the on-boarding of all new employees ensuring that all paper work is completed and coordinate building passes etc.

Perform all duties requested by the directors including organizing events and meetings and other miscellaneous duties.

2007 THE PEOPLE BANK HALIFAX, NS

Recruitment Specialist

Responsibilities:

Provide and create effective recruitment strategies to attract competent and qualified candidates.

Ensure that competent and qualified employees are hired to staff the needs of our clients.

Attend Job Fairs to attract qualified candidates and to build relationships with peers.

Full cycle recruitment process: writing and posting job ads, screening resumes, telephone pre-screen, conduct interviews, confirm education, training and employment history to ensure that candidates are qualified and suitable.

Follow-up with associates and clients to ensure the superior quality of service we provide is maintained at all times.

Other miscellaneous responsibilities as required.

2006 PHYSIOCLINIC HALIFAX, NS Human Resources Assistant

Responsibilities:

Assist with planning, organizing and control of operations of human resources.

Assist with all aspects of recruiting from advertising, to screening and interviewing.

Identify and improve issues involved in retention and performance management.

Identify and develop new policies and revise existing policies based on company needs.

Review and maintain employee files to ensure that each has all required information.

Comprehensive performance reviews.

Develop and implement employee recognition programs.

EDUCATION

Saint Mary’s University

Dual Degree with a Bachelor of Arts with a Major in Psychology and a Commerce Certificate in Human Resource Management

ASSOCIATIONS / MEMBERSHIPS

Human Resources Association

RELEVANT TRAINING:

Confined Space

Fall Protection

Due Diligence

Basic Safety Program Development

Auditing Your Safety Program

NORMS Awareness

Benzene Awareness

H2S Awareness

WHMIS

First Aid/CPR “A” & AED

COMPUTER SKILLS

General software: VISIO, Microsoft Office Suite and Microsoft Access, HRIS

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