Human Resources Management

Frances Lesick Page *

Frances Lesick, C.H.R.P.

Scarborough, Ontario, (C) 647-***-****, *******@*******.**, https://ca.linkedin.com/in/franceslesick

PROFILE

An accomplished Human Resources Professional with a history of success leading strategic and operational initiatives within multi-site organizations. A persuasive communicator with highly effective transferable skills. Possess proven leadership strengths, a successful change agent, able to provide workable solutions to complex issues. Proven ability to coordinate and lead large scale projects with a high degree of effectiveness. Self-motivated with the ability to excel in fast-paced environments, manage competing priorities and adapt readily to new challenges. Demonstrated success in building and sustaining positive relationships at all levels underscoring a reputation of integrity and credibility.

Key skills include:

Coaching/Performance development

Employee relations/engagement

Talent Management

Issue Resolution

Risk/Quality Management

Organizational development

Project Management

Learning and Development

Policy design and administration

Employment Law/Human Rights/WSIB

Business Development

Non-Unionized and Unionized

environments

CAREER HISTORY

SAINT ELIZABETH HEALTH CARE

Human Resources Manager (1997 – 2015)

Human Resources Associate

Managed a broad range of HR functions and was responsible for providing guidance and advice on various human resources matters to build organizational capability and enable the achievement of overall business and HR strategies. Provided leadership and managed day to day activities of an HR department (5 employees – administration, benefits/pension, recruitment, WSIB). Supported client groups in seven different Ontario geographic locations comprised of 9 Directors, 28 supervisors and 1,800 employees.

Talent Management

Worked within a market and industry where turnover was prevalent and demand for talent exceeded supply. Effectively interviewed and selected the best leadership talent with the right skills, knowledge and qualifications for multi-site geographical locations.

Developed and conducted exit interviews to obtain feedback from departing leadership. Trended reasons for resignation resulting in a compensation enhancement and additional resources.

Assessed and made recommendations for current and future core skill requirements and competency gaps for client group leadership succession planning and for future development of a competency based performance management system linking pay to KPI metrics.

Implemented and maintained a series of Ministry funded or partnership based innovative initiatives that increased graduate recruitment and promoted succession planning for leadership positions.

Frances Lesick Page 2

Developed and initiated a Long Service Learning Award program that recognized milestones and contributions from 15 plus years employees and supported their ongoing learning and development to promote retention.

Streamlined candidate appropriateness through the creation of a Day in the Life video portraying on the job realities reducing turnover in the first three months by approximately 2%. Created a value proposition Welcome video that improved the organization’s initial impression to new hires.

Established an employee a referral bonus program that responded to various needs based on geography and required talent. Also developed retention programs to address difficult to recruit talent. Both activities decreased turnover and increased talent and tenure. Learning/Development and Organizational Development

Created, facilitated and conducted presentations/workshops within the organization and externally through partnerships which resulted in positive feedback.

Collaborated with Occupational Health and Safety to create an absenteeism management process and program. Trained leadership to deliver the program to employees creating awareness, zero tolerance for unexcused absences and an overall reduction in absenteeism.

Worked with leadership on the implementation of numerous new HR/operational/ business initiatives and resulting people impacts and effectively coordinated and managed the change process. Provided support to leadership through written communication, teleconferences, and training to effectively drive change.

Project Management

Served as a key member of the project team in the switch over to a new human resources management system. Evaluated bids, collaborated with vendor, executed testing, implementation and created on line training tools through an intranet learning and development platform. Resulted in decentralized, streamlined and improved business processes and administrative efficiencies for HR and Payroll. Recognized for contributions on this project.

Supported the roll out of an electronic performance appraisal system for a variety of employee groups. Trained and supported leadership on the process of evaluating employees, setting goals, conducting objective performance reviews, and recognizing and awarding performance to improve productivity.

Sourced a new provider and launched a new employee engagement survey. Designed a survey relevant to the organizations culture and business objectives. Prepared all communication materials. Increased participation rate increased from 40% to 72%. Created and delivered training through webinars to all levels of leadership on survey interpretation and analysis to identify priority items having the greatest impact on engagement. Partnered with leaders to develop realistic action plans with post-survey employee feedback. Increasing leadership accountability and ownership of results. Employee Relations

Supported the business direction by providing sound HR leadership coaching and advice to support the client group leadership team on all people-related matters to effectively resolve complex people management issues.

Contributed to a work environment that promoted innovation and peak performance by integrating HR policies and the organization’s core values to create high performance expectations into everyday business practice.

Maintained an open two way channel of communication between employees, management and senior leadership through bi-monthly employee Staff Association meetings at site locations. Representing management this facilitated dialogue, provided updates and information on key matters of interest and response to questions, concerns and suggestions. Frances Lesick Page 3

Acted as a facilitator assisting those in conflict to work together and identify common interests resulting in the ability to manage the potential conflict positively and to create opportunities for creative problem solving.

Risk Management

Successfully managed return to work from STD/LTD/WSIB, layoffs, suspensions and terminations with and without cause, retirement bridging, complex legal, ESA and Human Rights matters and other difficult situations in a sensitive, fair and respectful manner.

Supported positive employee relations by being responsive to questions and concerns and developing potential solutions for long term resolution. Promoted a union avoidance program resulting in the deflection of 3 organized attempts. Participated in 2 successful de- certification processes.

Provided Employment Standards, Human Rights, conflict resolution, coaching and performance development training to all new leadership members promoting compliance with legislation and corporate policy minimizing risk to the organization.

Participated in the Human Resources annual enterprise risk management review using a PESTLE (Political, Environmental, Socio-Cultural, Technical, Legal, Economic) model. This identified and prioritized potential organizational risks to develop improvement plans for risk mitigation.

Business Development

Utilizing a trained recruitment team expanded the organization from 3 branch offices to 23 offices and from 700 to 3,000 employees through the procurement process (RFP ). For unsuccessful bidders created a process to transition and acquire appropriate talent.

On boarded over 60 employees and a leadership team in a 3 week span of time (for the commencement of a new contract) so that start up business operations could commence for this new product line. This included interviewing, compensation determination, offer letters and customized orientation.

A & A Music and Entertainment Inc.

Director of Human Resources

Human Resources Supervisor

EDUCATION

C.H.R.P., Human Resources Professional Association of Ontario Bachelor of Arts, Sociology, University of Toronto PROFESSIONAL DEVELOPMENT

CODI, OD and Change Essentials, Canadian Organization Development Institute Leading and Managing Sustainable Change. Coaching, Executive Education Centre, Schulich School of Business

Think On Your Feet, Business Communication Training, McLuhan & Davies Inc. Health & Safety, Workplace Specific Hazard Training Certificate, HCHSA of Ontario TECHNICAL SKILLS

HRIS, People Soft, Silk Road/WingSpan (performance appraisal), Procura, Taleo, ADP, Vesio

(process mapping)

VOLUNTEER/ASSOCIATION MEMBERSHIP

Human Resources Consultant, Blue Tree Home Health Care 2015 – present Chairperson, School Council 2004 – 2015

Board of Directors, Health Care Health and Safety Association Frances Lesick Page 4

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