Human Resources Manager

Dear Recruiting Officer,

I spotted the Human Resources Manager job opening at the Consumer Packaged Goods Manufacturing plant through the REngineering job site.

My experience in manufacturing, distribution and warehousing industries makes me a great fit for this Human Resources Manager Plant role. In my most recent role, I was responsible for the successful implementation and management of human resource initiatives and programs to meet the needs of the Company and the employees while ensuring positive employee and labor relations across Canada. From my attached resume, you will find that my skills and experience meet the requirements you’ve outlined for the job.

Briefly, here is my profile:

1.My 15 years plus, Generalist experience has led me to develop exceptional communication, effective relationship building skills, strong organizational and problem-solving skills. My proven ability to deliver leaders with operational direction and guidance on employee relations issues has allowed me to gain respect & trust from all levels of leadership.

2.I have over 10 years of management experience. I have led groups of 1 to 80 employees and I have both non-union and union experience. I work to inspire and motivate teamwork for achieving goals and influence valuable changes. I am always open to new ideas coming from team members. I consult with them frequently and encourage and support independent thinking. I believe in establishing an open discussion for decision-making. I recognize the skills of key team members and utilize their strengths to the benefit of the team.

3.I also bring with me, my Certification of Executive Coaching from Royal Roads University that will assist me in being a great resource to enhance the effectiveness of leadership styles and I will be great resource for managers and plant HR staff to utilize for performance management, talent management and conflict resolutions.

I have the experience to start contributing from day one and I am truly excited about the prospect of getting started.

Thank you for your time and consideration. I look forward to discussing this great opportunity further with you. I can be reached at *******@*****.*** or cell 403. 236. 3878.

Sincerely,

Audrey Slack

CAREER PROFILE

Experienced and self- directed Human Resources Business Professional with knowledge in manufacturing, food service, distribution, healthcare and construction industries. Proven ability in coaching, employee relations, labor relations, occupational health and safety, talent development, full cycle recruitment, change management, and performance management. Demonstrated superior interpersonal communication, leadership and strategic skills with success in developing practical and pragmatic HR solutions that support business strategy.

PROFESSIONAL EXPERIENCE

Foundation Building Materials, Calgary (formerly known as Winroc-SPI) 2012 – 2017

Canadian Human Resources Manager: Reporting to the HR, Vice President, I worked as a business partner in the daily operations of multiple Canadian branch locations and actively participates in the development and implementation of the Canadian business strategy. Involved in Company’s Group projects and led the Learning and Development for USA and Canada. 490 employees (non-union & union)

Balance the company's best interests with the employees' needs to achieve business goals. Implement best management practices to maintain high morale in multinational and multisite branches.

Apply Canadian employment law: provincial / territorial & federal laws affecting the workplace (such as human rights, employment equity, occupational health and safety, employment standards, and labor relations legislation).Ensure compliance with regulations and minimize company's legal liability. Prepare all termination / severance packages.

Counsel on union collective agreement interpretation, manage grievance process, and ensure compliance with contract.

Prepare information for collective bargaining and attend negotiations.

Oversaw immigrations initiatives to support business needs i.e. Project Theo, Labor Market Opinion, Transfers to USA, Work permits for Canada and USA.

Coach leaders on talent development; work improvement plans; interpretation of laws, policies, etc.

Contribute in the development and implementation of benefits and compensation programs that provide strong ROI. Monitor payroll functions to insure timely and accurate pay on a regular or exception basis.

Advise in the identification and define high-quality candidates in varied job markets and reduce cost per hire and turnaround time. Prepare offer letters.

Accountable for interpretation and administration of the Profile Assessment tool. Used to assist in the hiring decision, the information enables hiring managers to effectively and consistently recruit, retain, develop and manage the right people.

Spearhead the learning management system for all of North America. Build and implement structured management development programs, onboarding and respectfully encourage compliance.

Respond to all harassment Canadian complaints. Responsible to thoroughly investigate, and manage all aspects of the process ensuring the investigation remains confidential, except as necessary to conduct the investigation and recommend any corrective and disciplinary actions, if appropriate.

Coordinate the Alcohol and Drug process in Canada alongside the Director of H & S. Helping to create and maintain a safe and healthy work environment.

Direct the implementation and application of established human resources practices throughout branches / regions. Formulate and recommend personnel policies and objectives of the region. Insure compliance to government and corporate compliance. I.e. Accessibility Ontario Disability Act

Led the development of a Recruitment Tool box, Recruitment Process, Onboarding Checklist, and Standard Canadian Offer letter template for all salaried employees.

Project lead for the Calgary office Rebuild which included reviewing blue prints; proof agreements, attend trade person meetings and coordinate office move.

Catalyst Coaching, Calgary 2011 – current

Owner

Leadership Coach: I partner in courageous conversations with executives, leaders and professionals to challenge and support them to create self-awareness, and foster opportunities to drive change that propels them towards excellence in their performance and life.

Transcontinental Printing Manufacturing Plant, Calgary 2007 – 2011

Human Resources Manager: Responsible for coordination and implementation of services, policies, and programs through Human Resources staff; reported to the GM and served on the senior management team; assisted and advised business unit managers about Human Resources issues for 428 employees; 350 hourly & 78 salaried)

Created a strategic vision and three-year plan for Human Resources to support the overall sector’s business plan. Successfully moved the plant’s HR function to a strategic, value-added business partner role.

Led an HR team of three; HR Advisor, Coordinator and Occupational Health Nurse and supported two Payroll / Benefits Administrators.

Maintain non-union environment through two union organized campaigns through the establishment of an Employee Relations Group and open transparent communication strategy.

Administer a Talent Development strategy in the plant, helping the division increase the number of internal promotions by 10% and reduced the recruitment costs for senior management roles by 20%.

Execute the HR change management process that led to the launch of Automation into our plant, from developing the recruitment strategy, conduct workforce gap analysis, and over saw the union approach analysis, communicated results and action plan to the committee.

Led the HR team through the transition of 73 Inserting employees out of the Calgary Plant and transfer 80% of those employees impacted to a new third party business, with minimal impact to the business operations.

Organize project management and continuous improvement activities, ensuring follow-up and reinforcement. (i.e. Return To Work Program; KBA Installation, Globe –Tek and 5 – S Kaizan)

Initiate the development of a formal recruitment process from strategy development to process flow and implementation. Process included behaviour based interviewing, advertising, job description development, job evaluation, and pre placement physical. Responsible for full cycle recruitment.

Counsel senior management team on HR issues for new business initiatives, including workforce planning; employment law; legal and tactical considerations. I.e. hiring third party Inserting contractor.

Increase the focus on Health & Safety, resulting in frequency improvement of 30% and an 8% reduction in the length of absences.

Streamline the reporting of the HR metrics in leadership & organizational development, training, recruitment and employee presence within plant.

Responsible for succession plans for priority positions & leadership review to include forecast talents needs to meet organizational challenges.

Coach frontline supervisors seeking to make difficult changes in attitude, work habits perspective and interpersonal relations.

Develop appropriate training solutions and facilitate training sessions to frontline leaders i.e. Leadership Essentials, Working as a Team, etc.

Interpret and apply labour legislation. Address conflict situations, including disability management, H&S and lawsuits.

Responsible for job evaluations and manage salary, bonus administration.

SYSCO Food Service Calgary 1997 – 2006

Human Resources Manager: Directed all human resources activity in the Calgary business unit, including 350 employees (270 Union and 80 non union).

SYSCO Food Service / SYSCO West / SERCA / Scott National 2003 - 1999

Human Resources Coordinator

SYSCO / Scott National., Calgary, Alberta 1997 – 1999

National Account Supervisor

EDUCATION

Royal Roads University 2011

Graduate Certificate in Executive Coaching

University of Calgary 2000 – 2003

Human Resource Management Certificate

Southern Alberta Institute of Technology 1986 – 1988

Dietary Technology Diploma

CERTIFICATION

Workplace Mental Health Leadership 2016

E-Learning Instructional Design 2013

Development Dimensions International (DDI) Facilitator 2008

ACHIEVEMENTS & SUPPLEMENTAL

2012 Pro.file Performance System Facilitator

2012 Coaching Foundations

2010 Co development Facilitator Training

2009 Value Stream Mapping / Continuous Improvement Tool

2008 PHIL Training by PRAXCIM

2007 Mission Leadership and Hay Evaluation Training

2005 Coaching and Maximizing Performance, DDI

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