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Human Resources Customer Service

United States
January 30, 2019

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Patrick B. Lefebvre, MBA, CHRL



Building & Leading Best-in-Class HR Organizations that Support Strategic Initiatives & Business Goals

Accomplished HR Executive with 20+ years of leadership experience building top performing HR organizations and driving change across complex global companies and crafting and implementing an organizational talent strategy to enable organizational strategic goals.


USA & Canada (Dual)


COMSALE COMPUTER INC. 7/2017 present

Vice President, Human Resources – Toronto, ON

Global: Canada, USA, China, Hong Kong, Malaysia, India

Senior leader of one of the world’s largest privately-held global electronics refurbisher, providing human capital solutions during global growth phase, including new manufacturing and warehouse start-ups in Malaysia, Dubai, Nevada, Tennessee and supporting a global e-Commerce strategy.

Strategic Initiatives

Lead global HR team, positioning company for sustainable expansion transitioning operations from China/Canada to Malaysia & USA

Member of steering committee for selection of global SAP ERP platform, Microsoft Dynamics

Member of Microsoft Certified Gold Partner executive leadership forums

Builds and maintains strategic alliances with all business units in the organization and works together to achieve goals.

Internally sets policies and standards and externally influences policies and regulations that govern the industry


traveled of up to 80%, nationally and internationally

Led site selection and new plant start-up activities in Malaysia, including securing State and Federal Ministry of Environment permits, Manufacturing and MIDA business licenses and expatriate approvals, ensuring operational success within 5 months

Shared in site selection team and start-up or distribution center in NV and TN - fully operational within 2 months

Standardized corporate policies and created employee handbooks to meet jurisdictional compliance

Moved Canadian healthcare programs to ASO, with supplemental stop loss coverage, saving 20% annually

LEADERSHIP HR 7/2016 – 7/2017

Principal HR Consultant – Toronto, Canada

Providing human capital strategy, consulting for small to mid-sized businesses

ERCO WORLDWIDE 3/2008 7/2016

Vice President, Human Resources – Toronto, Canada

Global: USA, Canada, Chile, Japan and China

Joined $600M, global speciality chemical division to provide strategic HR leadership during onset of 2008 economic recession and into growth phase. Maximized human capital and knowledge transfer through the delivery of proactive human resources solutions in a company experiencing high levels of retirement. This included reengineering and standardizing disparate processes across 10 global locations and to unify HRMS, centralize data depository, and establish metrics. Report directly to President and presented to Board of Directors advisory committees. Managed five collective bargaining agreements and global compensation & benefits.

Strategic Initiatives

Lead and obtained buy-in of executives and HR Team to a five-year strategic Human Resources Plan, positioning company for further expansion internationally

Managing Through Change and Uncertainty by collaborating across the organization on change initiatives.

Employs evidence-based decision making and supports key decisions with data.

Standardized talent management and hiring practices across locations and introduced standard competencies to roles.

Improved HR talent pool with training, coaching, and tighter controls of HR systems and practices

Deployed technology to support organizational efficiency and growth strategy (HRIS, ERCO University, talent management systems, reception management system and SharePoint HR portal)

Implemented a knowledge transfer program to equalize high levels of retirement


Enabled the organization to meet its short, medium, and long-term strategic direction and goals through increased organizational bench strength at all levels.

Participated in complex global due diligence process, identifying over $35M in labour cost synergies for M&A

Created detailed human resources merger integration plan for $500MM global acquisition, including change management strategies

Reduced four Defined Benefit and three Defined Contribution Canadian pension plan costs by $2M annually through program redesign and vendor negotiations

Reduced benefit costs by $5M over three years through RFP/vendor marketing benefit provider conversion /plan redesign, and moved 80% of US employees to high deductible plan from PPO

Increased EBITDA 40% over past five years by providing HR strategy and support.

Reduced time to fill vacancies by 66% over three years, while absorbing a 250% gain in recruitment volume.

Developed a rewards and recognition framework through employee engagement programs which helped increase employee engagement scores by 15%

Implemented comprehensive succession planning process, which matched 98% of high-potential employees to key roles.


Principal HR Consultant – Frederick, MD

Provided human capital strategy, consulting for small to mid-sized businesses including long-term nursing home facilities, manufacturing company, non-profit organization, and government agency.


Devised strategic HR plan for 6500-employee, 60 assisted living facilities (FL), as acting VP, Human Resources.

Start-up of new Midwestern (MO) manufacturing facility, including setting up hiring and compensation structure.

Introduced attendance program, HR system implementation, and performance coaching to children’s non-profit with three locations (Canada)

Cut direct labor costs 20% and lifted productivity 40% by enhancing processes of $6B industrial corporation’s (AR) division.

Developed competency, selection, and evaluation systems for self-directed work teams in (NY) consumer products manufacturer.


Vice President of Human Resources – Point of Rocks, MD (2000 2004)

Global: United States of America and Romania, Mexico &, India (benefits expats)

Led HR activities for US operations with 2600 employees in 20 States. Oversaw nine multidisciplinary HR professionals and $5M budget. In this newly created role, aligned human capital programs with corporate strategic planning. Directed collective bargaining strategy (Steelworkers and Commercial Metal Workers).

Strategic Initiatives

Improved employee engagement and customer experience, increased productivity and retention, and expanded candidate and internal talent pools

Established best-practice recruitment systems that aligned with culture and key competencies.

Attracted and retained talented workforce by establishing best in class HR practices and function that aligned people objectives with organizational goals.

Restructured and renegotiated comprehensive benefit programs for all US operations to reduce costs

Curbed high accident rates via hazard prevention/control; worksite analysis; training; and worker involvement.

Manage shutdown of two high-cost facilities to offset commercial construction industry decline after 9/11.

Sustainable Results

Reduced skyrocketing employee benefit costs by $1.5M annually.

Dropped turnover by 50% in manufacturing facilities, resulting in $4M overall cost savings.

Cut workers’ compensation claims by 70% resulting in $2M cost savings and earning OSHA VPP Star Status recognition.

Saved $20M by closing two plants to consolidate plants and mitigate operating losses.

Regional Manager, Human Resources, Sunnyside, WA (1998 2000)

Senior leadership sponsor in turning-around a newly acquired 150,000 sq. ft. steel fabrication plant in Washington State, underperforming in all aspects of financial, safety, quality, and customer service benchmarks. Ramped up operations to hit initial target of 250 employees in three months and 400 employees in six months covering three shifts.

Strategic Initiatives

Introduced lean principles and continuous process improvements to enhance work and safety environment.

Upgraded leadership teams and bench strength and created a strong organizational culture

Transformed migrant worker pool into skilled laborers by implementing welder-training program.

Sustainable Results

Improved operating margins 35% in two years and moved from worst to #1 performing plant.

Lowered employee turnover rates from 55% to 10%

Blocked two union attempts to organize.

Raised new hire productivity 45% via $1M government grant to deliver training and integrated CNC automation.

MANAC TRAILERS, a division of Canam Manac Group Inc.

Manager, Human Resources, Canada and USA 1994 – 1998

Greenfield start-up of semi-trailer manufacturer, ramped up to 400 employees in six months. Introduction of welder training program with ISO and CWB certification.


Corporate Manager, Human Resources, Toronto, ON

2000-employee retail and contract foodservice management corporation with 300 locations across country. Spurred 10% sales gain and 30% increase in customer satisfaction scores by designing and implementing enterprise-wide “Customer Service Edge” training programs. 18 UFCW Collective Bargaining agreements, no strikes or lockouts.


Manager, Recruitment & Development, Toronto, ON

Implemented robust leadership development programs during economic slowdown to effectively manage change for 1200-employee division of world’s leading automotive supplier.


Master Business Administration (MBA) ATHABASCA UNIVERSITY Athabasca, AB (2004)

Advanced Graduate Diploma in Management ATHABASCA UNIVERSITY Athabasca, AB (2001)

Certified Change Management Practitioner – Prosci 12/2016

Certified Human Resources Leader (CHRL): Member #5075 Human Resources Professional Association, Canada

Member of Society for Human Resources Management, Alexandria, Virginia

Member of Governor’s Advisory Council, Kingston General Hospital, Kingston, ON, Term 2010 – 2012

Founding Member, Human Resources Executive Forum, Toronto, ON, 2008 – 2014


Behavioural: Influence, vision, resource allocation, collaboration, critical thinking, leadership, negotiations, intercultural skills, diversity management, enabler, engagement, decisiveness, flexible, initiative, personal energy, teamwork

Technical: HR knowledge, talent management, leadership development, employee engagement. Executive leadership, recruitment and retention, pension and retirement plans, benefits, total rewards, data literacy, change management, collective bargaining, budgeting, business acumen, project management, decision-making, goal-setting, interviewing skills, regulatory knowledge, organizational development, strategic planning, prioritizing, labor relations, communications, business & financial Acumen

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