MISSISSAUGA, ONTARIO

Tel: 647-***-**** email: acx8xg@r.postjobfree.com

CORE COMPETENCIES

Strategic HR Business Partnering Change Management

HR Analytics and Budgeting Leadership Coaching

Talent Management and Succession Planning Recruitment and Selection

Leading Organizational Transformation and Growth Employee Development & Team Building

PROFESSIONAL EXPERIENCE

DAY & ROSS GROUP OF COMPANIES A subsidiary of McCain Foods, Day & Ross provides logistics solutions through five business pillars, each in different segments of the transportation market. (www.dayrossgroup.com)

Sr. Human Resources Business Partner, Central Canada March 2014-Present

Provides strategic HR solutions to corporate executives & their teams in five business divisions of this fast-paced and dynamic organization.

Coaches corporate leaders, management and employees for optimum performance and employee engagement.

Leads succession program for business client teams. Works with leaders to identify critical positions. Drives the talent assessment process, conducts gap analysis and creates career development plans for high-potential employees.

Manages and resolves complex employee relations issues. Leads thorough and objective investigations.

Independently drives the implementation and management of HR programs and processes for multiple business entities and their teams. Provides HR management in recruitment, organizational design, workforce planning, performance management, compensation, talent assessment, succession planning, employee development and engagement.

Drives Employee Engagement Action Plan for various corporate entities. Partners with division SLTs to develop a framework and implement action plan focusing on the key items that matter most to their employees.

Utilizes change management philosophies and principles to drive organizational transformation initiatives and minimize organizational risk during business transformation initiatives.

Fosters strong partnerships with leaders of each corporate division to understand their business, and translates HR strategies and programs to address their unique objectives by linking business, people, performance and values.

Provides subject matter expertise to ensure legislative compliance. Acts as corporate representative for legal matters, mediations and arbitrations.

Selected achievements:

Project lead for corporate competency initiative, including redesign and development of job descriptions corporate-wide..

Key HR lead for corporate transformations within two business entities. Partnered with business leaders to assess org design and identify restructure opportunities and business impacts. Created transformation plan including change management, transition and communication plans. Established accountabilities for new and amended roles and ensured alignment with HRIS systems.

Driver of business action plan for four corporate entities, based upon results and analysis of employee survey. Partner with division presidents to develop a framework and implement action plan focusing on the key things that matter most to their employees.

INNOVAPOST Innovapost is a leading provider of IT solutions and services with specialization in SAP, eBusiness and mobility solution development (www.innovapost.com)

Strategic HR Business Partner, GTA and Ottawa August 2009 - March 2014

Provided client teams with people strategies to acquire and retain high-calibre employees, determine workforce requirements, identify talent, create succession plans and enhance employee performance. Prepared/monitored budgets, headcount and HR metrics for senior leadership.

Collaborated with other members of the HR Senior Leadership Team to develop and implement effective and aligned HR strategies, policies and programs.

Mentored and directed junior team members to enhance performance and increase value of HR service offerings. Managed escalations from HR shared services team.

Core member of corporate Change Management Team, tasked with facilitating the corporate transformation from traditional organizational structure to matrix organization. Acted as change agent, conducted analyses to determine critical issues and root causes, researched and recommended value-add business solutions.

Selected achievements:

Led redesign of performance evaluation process. Designed objective-based appraisal format and process, led pilot program, set success measures and conducted executive & manager briefings.

Project Manager for corporate-wide rollout of job description, competency and career matrix. Developed job families, drafted and levelled job descriptions, mapped employees to industry, coordinated HRIS systems, developed corporate communications, executive presentations and managed rollout to all employees.

Co-led talent management process. Worked with executives/directors to identify critical roles and develop talent assessment tool. Designed and implemented knowledge transfer and succession plans for critical resources.

Project lead for design of management coaching and mentorship program to enhance leadership competencies for managers. Developed a complement of tools, including training, workshops and refreshers, job aids & templates, instructions, and practice schedules.

Human Resources Senior Consultant (Manager) April 2005 - July 2009

Responsible for meeting all HR requirements within Greater Toronto Area offices. Worked with senior management team to identify critical people-related business issues, find workable solutions in line with legal requirements and business needs. Implemented and managed all HR initiatives and employee programs for GTA employees.

Managed and developed reporting HR staff. Provided guidance regarding legislative requirements, legal issues, case law and precedent.

Managed recruitment and selection, talent assessment, and performance management processes.

Provided guidance and leadership to management on matters of performance coaching, and employee reviews. Coached managers and employees on HR policy and program matters.

Managed employee relation issues, conducted investigations, provided coaching & mediating and recommended appropriate decisions and actions.

Selected achievements:

Co-led corporate total rewards initiative. Collaborated with operations and other enabler leads to develop, launch, implement and champion a total rewards culture philosophy and environment.

Designed and led focus groups, work teams and pilot groups to identify process opportunities and transformational solutions. Presented analysis of findings and recommendations for action to the executive committee.

JOHN DEERE FINANCIAL INC. Under the John Deere portfolio of businesses, John Deere Financial provides credit and financial services to John Deere clients (www.deere.ca).

HR Generalist April 2002 – April 2005

Provided research, development and training for new HR programs and initiatives. Managed programs and practices related to performance management, career development and training.

Managed employee relations issues, provided coaching and conflict resolution.

Ensured HR policies were compliant with legal requirement and provided guidance to senior management on legislative trends and changing employment practices.

Responsible for recruitment process, new attraction strategies, and vendor management. Planned resource strategy for large projects. Managed employee orientation and onboarding programs.

HR Representative 1998-2002

Administered bi-weekly payroll, provided support on HR Issues related to compensation, benefits, and payroll. Liaised with shared service benefit provider and EAP administrator.

Responded to HR inquiries and assisted employees on a variety of employment related topics.

Responsible for regular review/amendment of policies and procedures to ensure legal compliance.

PROFESSIONAL CERTIFICATIONS & EDUCATION

CHRL (Canadian Human Resource Leader) Designation, HRPA

Strategic HR Business Partner Program, Human Capital Institute

Workplace Investigation Cert., Bernardi HR Law/Osgoode Law School (York University)

Change Management Cert., Prosci Management Institute

Certified Predictive Index Behavioural Analyst, Predictive Index Worldwide

Competitive Employment Value Proposition, Corporate Leadership Counsel

Six Thinking Hats Facilitation Method, Edward de Bono

CHRM, Sheridan College

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