Human Resources Management

STACIA Caouette-BOSS, BA, CHRM

Director Human Resources / VP Human Resources/ SR HR Business Partner

905-***-**** ca.linkedin.com/pub/stacia-boss/21/a90/526 ******.******@*****.***

OBJECTIVE

To attain a position as an HR Executive that will utilize > 15 years’ experience leading HR teams to excellence in all aspects of

people management including Recruitment, Compensation & Benefits, Organizational Development, Labour/Employee Relations,

Health & Wellness, HR Strategy, Objectives, Policy & Program Development.

HIGHLIGHTS OF QUALIFICATIONS

Human Resources Executive who truly partners with employees and senior management in order to advance the achievement of all

corporate objectives. Drive change and promote HR best practices throughout multi-location global organizations in both unionized

and non-unionized environments. Managed teams of up to 50 HR, EHS, Occupational Health, Union, and Labour Relations staff and

gained a reputation as a trusted HR Advisor/Leader who shapes corporate culture in a positive and productive manner. Highlights of

qualifications include:

• Act as trusted HR Business Partner to Customers: encompassing 300 to 2,000 staff. Collaboratively build connections

with employees, leaders and the external community.

• Employee & Labour Relations: bargained 14 collective agreements and 2 plant closures. Competent in producing win-win

outcomes. Union avoidance of professional workforce in a highly unionized industry.

• Business Strategist: understand how HR programs and HR analytics can drive desired business outcomes for profitability,

revenue generation, staff satisfaction, and overall productivity.

• Broad based HR background: skilled in all aspects of HR including recruitment, talent management, learning, leadership

capacity building, organizational development, local & global succession planning, HR services, change management,

disability management, coaching & influencing desired behaviours, diversity programs, federal and provincial employment

law, and HR policy design & implementation.

• Diverse industry expertise: Nuclear Energy, Aerospace, Automotive, Manufacturing and Services.

CAREER PROGRESSION

GE Hitachi Nuclear Energy Canada Inc. 2004 – 2015

Director Human Resources, Occupational Health Services & Training (2012-2015)

Director Human Resources & Occupational Health Services (2010 - 2012)

Director Human Resources (2004 – 2010)

Report to and partner with the President and CEO. Provide ongoing HR leadership and guidance to management teams at all

facilities. In addition to core HR Business Partner functions, provide leadership for the Occupational Health and Training team.

Partner with GE Corporate Canada, GE Nuclear, GE USA.

STACIA Caouette-BOSS, BA, CHRM

Director Human Resources / VP Human Resources/ SR HR Business Partner

905-***-**** ca.linkedin.com/pub/stacia-boss/21/a90/526 ******.******@*****.***

Key Responsibilities:

• Senior HR Business Partner for 3 sites that Manufacture Nuclear Fuel, Nuclear Services Custom Engineering Services

(Design, Engineer, Manufacturing) and Parts.

• Collaborate with Executives to develop HR strategies and initiatives in support of local, functional, country, corporate and

global business strategies. Annual attendance & reporting to the GEH-C Board of Directors

• Strong business acumen to partner closely with customers to provide coaching and counsel to senior executives on a wide

array of HR activities.

• HR Generalist activities include talent acquisition, performance management, succession planning, learning & development,

compensation planning, organizational design initiatives and cultural change initiatives.

• Key Achievements:

• 100% compliance with government regulations and Company Policy & Procedures in a highly regulated business

• Led HR due diligence team for GE Hitachi joint venture in 2007

• Culture Shaper:

o Champion Company Beliefs, Values in 2007, 2009, 2012, 2015. Own communication & roll out

o New Manager Assimilation. Team building (management survivor weekend). Employee engagement activities

o Good emotional intelligence, culturally aware and open to feedback from all employee’s

• Employee Engagement, key advocate of Health Ahead, Women’s Network, GE Volunteers. Increased Employee

Engagement score from 65% to 89%. Highest score in GE Canada and GE Nuclear.

• Rigorous Performance Management:

o High performance culture and a meritocracy.

o Continuous restructuring/realigning resources to execute business strategy.

o 100% completion of annual employee performance review process.

o Knowledge capture program. Knowledge sharing program.

• Strong Succession Management:

o 100% top talent maintained. Identify, plan & develop leaders.

o 6 key retirements 100% filled with internal candidates

o Built strong leadership and unique skill set bench. Drive knowledge capture/sharing program.

• Spearhead Diversity Program:

o Educate workforce & empower committee. Promote awareness of 4 designated groups and gaps.

o Increased Visible Minority representation from 5% to 15%. Increased Female representation from 8% to 15%,.

o Increased Persons with Disabilities representation from 1% to 5%. Maintained Aboriginal representation at 2%.

• Robust Labour Relations:

o Develop strategy & bargaining authority for Labour Relations. Unifor (CAW, CEP) & IFPTE unions.

o Bargained:

language that reflects actual/current practices for a very mature collective agreement (50 years)

rate progression that saved the Company 6% of salaries per year

100% Participation in Performance Review Process

Success in attaining a new Collective Agreement for GEH-C for all 3 unions after a CIRB ruling split the

Nuclear CA & BU from the Motors old site agreement (50 year history)

STACIA Caouette-BOSS, BA, CHRM

Director Human Resources / VP Human Resources/ SR HR Business Partner

905-***-**** ca.linkedin.com/pub/stacia-boss/21/a90/526 ******.******@*****.***

o DC pension plan for new hires, no retirement benefits and a 0% increase without a strike.

• Committed to improve productivity and relations. Made a significant difference in operations of the business: hire the right

people, manage poor performance, reward, celebrate success, maintain safety, quality and customer satisfaction

• Maintain union free professional workforce in a very unionized industry.

• Active member on the Canada Senior HR Advisory Counsel.

o Challenge bureaucracy. Provide guidance and feedback on Country initiatives and the HR function

o Promote new thinking and innovative solutions to HR challenges.

o Consolidated and updated the Country HR policy & procedures.

o Established and published local Policy and Procedures (HR/OHS/Training).

o Successful design and execution of a new flex benefit program and DC Pension Plan

o Reduced number of Pension plans from 14 to 4. Reduced number of Benefit plans from 20 to 4.

o Promote the Canada Mental Health Program

• Project lead for Kronos and PeopleSoft projects.

• Managed $20M+ budget for HR, Oracle HRIS, COE’s, Occupational Health, legal, OD, recruitment, rewards, cost savings,

t&l, turnover, merit increases, bonus payments.

• Developed and implemented competency based recruitment program. Hire 50-100 employees per year. Decreased fill rate

from 60 days to 35, .6% involuntary turnover rate.

• Managed headcount 100% to Operating Plan.

• Designed, built and executed a new Occupational Health Services team, consisting of 3 doctors and 3 nurses.

o Oversaw the design and implementation of a new Occupational based Surveillance Program

o 500 medical surveillances completed/yr. Strong claims management, decreased days missed by 10 days

o Successful transition to electronic medical files via Medigate

ACSYS Automotive / GM 2002 –

2003

Director Human Resources

• Reporting to the President & Executive VP of HR, acted as Senior HR business partner for 2000 person site, supplier of

automotive parts, manufacturing plastic fascia’s & stamping components.

• Directed all HR functions consisting of 50 employees, including recruitment, retention, employee relations, labour relations

(CAW), training and development, payroll, benefits, EHS, Occupational Health, Security Team and full time CAW executives

• Successfully negotiated 1 collective agreement and plant closure.

FILECO / Teknion, Director Human Resources, 2000 - 2002

Pitney Bowes, Director Human Resources, 1998 - 2000

Messier-Dowty Aerospace, Senior Manager Human Resources, 1995 - 1998

STACIA Caouette-BOSS, BA, CHRM

Director Human Resources / VP Human Resources/ SR HR Business Partner

905-***-**** ca.linkedin.com/pub/stacia-boss/21/a90/526 ******.******@*****.***

EDUCATION & PROFESSIONAL DEVELOPMENT

Education:

• University of Ottawa, Degree in Psychology & Sociology. 1990

• Humber College, Diploma in Human Resources Management (CHRM).1991

Professional Development:

• GE Executive Leadership Program (MDC)

• GE Accelerated Leadership Program (LEAP)

• HR Development Forum (HRDF)

• Investigation training

• Behavioral/Competency based Interviewing training

• Certified Health and Safety Representative

• Qualified to conduct Labour Relations Assessments

• Qualified to conduct Executive Evaluations

Contact this candidate