George Kehagias CHRL, CRM
Areas of Expertise
Talent Management Change Management Recruitment & On-boarding Team Leadership Process Improvements Strategic & Performance Management Mentorship HR Litigation Conflict Resolution-Mediation Succession Planning Project Management Policy/Program Development Experience
Polycorp Ltd. 2017-2018
Head, Human Resources (CONTRACT)
Hired to develop the HR function. Mentored, coached and lead a department of 2 HR professionals- 1 Generalist/ Payroll, 1 Health & Safety Coordinator- supporting an employee population of 175 across 2 manufacturing sites in Ontario, for one of the world’s leading designer and manufacturer of engineered polymer products for the Mining, Transportation and Protective Lining industries.
Confidante and Advisor to CDN Executive Leadership Team, on all matters related to HR litigation and com- pliance, employee relations and engagement, talent management, executive level succession planning, em- ployee recognition initiatives and performance management. Represented the CDN operation in all HR litiga- tion matters.
Developed and implemented new Employee Handbook and Orientation Program, creating consistency and better communication across all lines of business. Implemented talent acquisition strategies that resulted in 24 new hires in 2 weeks, including Sales Managers for Europe and North America.
warehousing and fulfillment solutionsTasked with assessing organizational talent. As a result, developed and implemented new performance appraisal system for front-line supervisors, resulting in the upgrade of man- agement capabilities.
Led and managed complete review and overhaul of organization’s wage structure for all direct and hourly labour forces, resulting in consistency, fairness and pay equity. Crawford & Company (Canada) Inc.
Director, Human Resources- Canada 2009 – 2017
Mentored, coached and lead a department of 7 HR professionals- 2 Managers, 5 HR Associates- supporting an employee population of 1300 across Canada for the world’s largest independent provider of claims management solutions to insurance companies and self-insured entities. Confidante and Advisor to CDN Executive Leadership Team, US Corporate and Regional Business Leaders on all matters related to HR litigation and compliance, employee relations, talent management, executive level succession planning, employee recognition initiatives and performance management. Represented the CDN operation in all HR litigation matters across Canada resulting in the timely and efficient resolution in all cases. Led and managed: a 2-year implementation of a new organizational HRIS which lead to HR becoming more transitional in its partnership to the business and less transactional; a total overhaul of Crawford’s Corporate Social Responsibility Program resulting in a less centralized approach to employee and corporate volunteer- ing programs, to a more national approach, giving employees from all business units and geographic loca- tions more of an ability and voice on how to direct their volunteerism efforts to initiatives in their local commu- nities. Led and participated on various Global HR Projects such as Talent Management, Employee Mentoring, Employee Value Proposition and Balanced Scorecard Compensation overhaul. Led the CDN Operation’s Pension Plan and Benefits Boards, managing an employee pension plan of 59 million CAD, recommending changes in fund selection and maintaining regulatory compliance, authorizing annual contract renewals, changes to coverage and facilitation of employee wellness programs nationally. Developed training material and led New Manager training program at CDN HQ bi-annually. Represented the CDN Operation in all HR litigation matters; realized the following savings in legal costs relative to wrongful dismissal and human rights complaints cases across the CDN Operation: 55K 2010-11; 42K 2012-13; 61K 2014-15. Developed, reported and maintained key HR metrics to ensure transparency and success of HR services and programs, such as average tenure, voluntary/involuntary turnover, employee headcount, cost/ time-to-hire, employee on-boarding. Thus, programs and services were created to deal with why employees were leaving (exit interviews), and the adoption of LinkedIn as a recruitment platform to eliminate outsourcing costs. Developed and delivered, in coordination with Crawford’s Employee Engagement Survey results and action plans, performance management training programs to and for CDN Business Leaders with the goal of reducing turnover in their Regions and increasing overall employee satisfaction. Thus, survey results in- creased from 67% in 2009 to 91% in 2016.
Key contributor in several expense reduction and employee restructuring initiatives such as the ’40 x14’ Project designed to save the CDN Operation $40 million CAD by 2014. Tyco International
Director, Human Resources- Canada 2006 - 2009
Mentored, coached and lead a department of 2 HR professionals- HR Generalist, HR Associate- supporting an employee population of 1600 for an international security company. Confidante and Advisor to CDN Executive Leadership Team, US Corporate and Regional Business Leaders on all matters related to HR litigation and compliance, employee relations, talent management, executive level succession planning, employee recognition initiatives and performance management. Represented the CDN Operation in all HR litigation matters across Canada resulting the timely and efficient resolution in all cases. Introduced and implemented a Pay Equity Plan for Ontario Operations, resulting in more objective pay prac- tices and increased the understanding among US Leadership of the jobs within the CDN Operation, identify- ing strengths, weaknesses and opportunities for improving productivity. Led the Employee Benefits Plan Board managing and authorizing annual contract renewals, changes to coverage and facilitation of employee wellness programs nationally. Managed the expatriate program thereby ensuring key staff was seamlessly placed into new assignments; set up of meetings with relocation, tax, and legal experts thereby minimizing disruptions to the operations and customer relationships. Attended and participated: in Business Operations Reviews in all North American Regions resulting in devel- oping HR Strategy that complimented and supported the overall organization’s strategy; Union Contract nego- tiations with 2 Unions resulting in the ratification of a 3-year Agreement in 2006; dealt with grievances and other employee issues in a timely manner.
Developed, reported and maintained key HR metrics to ensure transparency and success of HR services and programs, such as average tenure, voluntary/involuntary turnover, employee headcount, cost/time-to-hire, employee on-boarding. As a result, programs and services were created to deal with why employees were leaving (exit interviews), and the adoption of Workopolis as a recruitment platform to eliminate outsourcing costs.
Sonoco Plastics Inc.
Manager, Human Resources 2004 - 2006
Engineered Solutions Corp.
Manager, Human Resources 2002 - 2004
Technical Recruiter/HR Representative 2000 - 2002
University of Toronto, Bachelor of Social Sciences
Conestoga College, Human Resources Management
Wilfrid Laurier University, Canadian Risk Management Accreditations & Certifications
Teacher-Trainer of Adults Certification, Conestoga College (In-Progress)
Certified Human Resources Leader (CHRL), Conestoga College
Canadian Risk Management Certification (CRM), Wilfrid Laurier University
Certified Facilitator, Herrmann Brain Dominance Index (Assessment Tool) Professional Achievements
Director, Government Relations - HRPA - Grand Valley Chapter
Co-Director, Finance - HRPA - Grand Valley Chapter
Quoted in Canadian Underwriter - Article Titled: ‘Sustaining the Boom’ http://bit.ly/cusept09cover