Management Service

Gordon J. Keating

**** ***. ****** ****

Suite **6-8B

Saskatoon, SK

S7H 0W2 ***********@*****.*** 416-***-****

PROFESSIONAL SYNOPSIS

Profile

A bilingual senior executive with proven experience in both operational and administrative functions. Extensive management and leadership skills that have been honed through dealings in the public and private sectors and across diverse employee and client groups. A proven leader in human and financial strategic planning, consultation, people development and implementation of organizational changes to improve and enhance delivery of services to clients and improve business development. Significant experience in investigative and decision making roles as they pertain to internal breaches of company policies, grievances, harassment, ADR & health & safety. The well honed people skills that I have developed through these diverse career challenges has provided a solid understanding and appreciation for finding alternative solutions to problems, whether personnel matters or business/client related.

Executive leadership:

-retired from the RCMP at the Chief Superintendent (EX-02) level and continued a career in the private/public sector arena at the senior executive level;

-managed the organizational changes within the RCMP at the national and regional levels to create a functional service delivery model which focused on timely client services;

-created the organizational framework for the RCMP to meet its mandate with provincial partners, conducted town hall information sessions and lead the implementation of the model within one region of the country;

-significant experience in the development, preparation and communication of strategic plans, multi-year operational plans and organizational designs.

Change Management:

-societal needs and demands are constantly evolving and the status quo is not an option if you what to advance or be the lead in transforming an organization to be current with client services;

-significant experience in leading the change model of service delivery for the RCMP and also for significant changes within DHL Express and within a municipal government environment;

-created a team approach to change management and challenged some of the strongest nay sayers to actually lead the communication and implementation of certain phases of the changes;

-provided presentations to external agencies on the rational for change, the enhanced services that would be provided and greater accountability for financial and human resource management;

-communication with all stakeholders in the initial stages and engagement in the actual change process from beginning to end is paramount to success;

-created a training delivery service model for the RCMP which focused on a needs analysis of individual weaknesses rather than the previous model which simply provided the same training to all personnel, regardless of their background;

-the training model also focused on maximizing partnerships with other agencies and private sector companies to provide training and learning opportunities which shared the same basic principles;

Relationship Management/Communications:

-changing the service delivery model of the RCMP, required communication and involvement of provincial and federal partners to ensure we met contract obligations and to increase our efficient use of resources;

-provided presentations and briefings to senior officials relative to the implementation process and the solicited greater involvement in meetings with employees in order to show the level of support for the change initiative;

-lead the labour negotiations for DHL Express with seven (7) locals which lead to a successful contract negotiation and the implementation of a standard bargaining process for key issues through a national approach.

Judgement, Tact and Political Acuity:

-successfully managed my own company with respect to doing sensitive political investigations while on contract to Elections Canada, thus well versed in how to approach the political arena and the individuals involved;

-was appointed as an adjudicator for internal grievances within the RCMP which required an understanding and application of policies & laws to formulate decisions which impacted individual and organizational procedures. Decisions at this level were final and binding on individuals and management and could only be overturned through an appeal to the Federal Court of Canada by the grievor;

-having assumed many varied and sensitive profiles over my career, I have adjusted to the climate and environment of the respective organizations and have successfully lead many changes and improvements to the services provided and to the bottom line for those private organizations.

Career History

Sabre Enterprises & Consulting Inc., Jan/2006 – Current - President/Owner:

- provided contract services to Elections Canada with respect to investigations of alleged

breaches of the Canada Elections Act;

- provide advice and guidance to various companies with respect to labour relations,

labour law, harassment investigations and general HR issues;

- provide organizational design and alignment of human and financial resources to meet

business strategy;

- ongoing self development to ensure understanding and compliance with laws and trends

in business strategy and implementation.

City of Swift Current, SK – Oct/2013 – Mar/2014 – Director, Human Resources

-as the Director, Human Resources for this municipality, I was responsible for all facets

of human resource management, including labour/staff relations, recruitment, staffing,

training, strategic planning, budget controls, health & safety, policy development,

organizational design and problem resolution;

-attendance at City Council meetings, strategic planning and input into future growth and

development of the city;

-a member of the senior management team responsible for the administration of the City

needs and the direction of Council.

DHL Express (Canada) May/2008 – Aug/2009 – Senior HR Director (Canada):

- as the Senior HR Director (Canada) for this global express business and as a member of

the Canadian Management Board, I provided strategic direction and guidance with

respect to all human resource services, including labour negotiations, grievance

resolution employment law, process improvement, health & safety, employment

equity/recognition, recruitment, compensation/payroll, and training and development for

over 3700 employees within Canada;

- successfully assisted in the organizational restructuring of the senior management roles

to enhance business development, improve client services and enhance annual revenues;

- enhanced and improved the legal process of moving international executives into key

roles/functions within Canada which were in support of business/personal development;

- led all components of the labour negotiations with two labour unions and seven locals

across Canada and successfully negotiated contract terms which were ratified;

-restructured the HR department to be more proactive in the business and to be directly

involved with area managers and employees to resolve grievances, discipline and

employee development;

-developed appropriate policies and procedures which ensured compliance with the

labour and legal requirements of Canada while balancing the international expectations

from the head office.

Royal Canadian Mounted Police – Chief Superintendent:

(Prior mandates in various roles within the Royal Canadian Mounted Police)

National Police Services: overall responsibility for strategic planning, human resources and financial management for National Police Services, HR Balance Scorecard;

- created an independent review of the FTE utilization within the Information Technology Sector and prepared recommendations as to improvements for project management, financial controls and FTE utilization;

- provided guidance and leadership on the strategic framework and the communication of the priorities to all employees;

- created a performance management agreement with managers which was directly linked to the strategies and the balanced scorecard management tool, thus ensuring a consistent focus and approach to leverage human and financial resources;

- linking of management practices and service delivery to the operational requirements of the various police agencies, nationally and internationally;

- provided solid leadership and coaching in the development and implementation of major organizational changes to support and enhance service delivery and client satisfaction.

Regional Human Resources Officer: managed a 15M+ budget and a staff of 150 which was dedicated to providing 3000 employees, both unionized and non-unionized, in the four Atlantic provinces with a comprehensive human resources infrastructure which included recruiting, career development, performance management, compensation, pay & benefits, labour management, staff relations, occupational health & safety, internal & public complaints, grievances, alternative dispute resolution, official languages, organizational design & classification and departmental security, all in support of enhanced quality services;

- reorganized and restructured the entire HR service deliver model to be more proactive to the needs of employees and clients;

- the model and service delivery was proposed at the National level and became the standard approach for all HR units across Canada;

- increased interaction with manager to assist in discipline matters, remedial actions and enhanced training and development needs;

- proposed and implemented learning opportunities across other departments, with a greater focus on actual needs rather than preconceived notions of what may be required;

- provided coaching and mentoring to individuals who were succession planned for higher level positions;

- represented management with respect to all union matters, including grievances, controls at picket lines and general resolution of issues that were within my mandate;

- negotiated the settlement of Human Rights complaints/violations.

Regional Training/Professional Development Manger:

-responsible for overall delivery of training/learning to 6400 civilian, public service and police employees in the provinces of Ontario and Quebec;

-spearheaded operational, administrative and technological services for professional development inclusive of developing the service framework and quality controls;

-leadership accomplishments reflected in the implementation of technology-based and interactive workshops credited with far superior bottom-line results in terms of individual performance and group morale.

Education/Professional Upgrading

Masters Certificate in Project Management - Memorial /York University (2001)

B.A. (Police Studies) - Memorial University of Newfoundland (1994)

Crisis Management Certificate - Algonquin College (1992)

B.A. (Psychology) - Carleton University (1991)

Human Resources Management Certificate - Algonquin College (1991)

Police Management Studies Diploma - Canadian Police College (1991)

Level II Teaching Certificate - Newfoundland Department of Education (1972)

Numerous mini-courses, seminars, symposia and workshops on an array of professional development topics including, Effective Presentations, Senior Police Administration Course, Commercial/Economic Crime Investigations, Executive Development course for senior RCMP officers, Interest Based Negotiations/Alternative Dispute Resolution, Stephen Covey`s 7 Habits, Dale Carnegie Leadership, Knowledge Management, Hay Group Executive Classification, Executive Coaching/Mentoring, International GRID Leadership, Elections Canada Investigator Course.

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