Human Resources Manager

D E A N N A M AIR, B . A .

*** ***** ******, *********, ** L3X 1V5

416-***-**** **********@******.***

B I L I N G U A L B U S I N E S S P A R T N E R

With over 18 years experience

Highly skilled in all aspects of:

Recruiting & Retention HR Strategy Compensation Strategy

Policies & Procedures Engagement Coaching

Benefit Plans Labour Relations Succession Planning

Health & Safety Talent Development Onboarding

Recognition Collective Bargaining Learning & Development Results oriented business partner committed to supporting the strategic objectives of the organization through aligning, deploying and developing talent while maintaining integrity, effective communication, guidance and leadership.

Languages spoken and written: English, French

P R O F E S S I O N A L E X P E R I E N C E

MARAPOST, Toronto, Ontario 2016 - Present

VP / Director Human Resources

Reporting directly to the CEO, build talent management plans, design, implement and administer Human Resources programs, policies and practices. Function in a leadership coaching capacity to align business objectives with people practices.

Create strategy and implement aggressive recruiting initiatives to double employee counts in Canada and India.

Implement total compensation strategies including introduction of benefit plans for employees.

Introduce HR processes such as onboarding, recruitment, talent management, employee relations and leadership coaching.

Development and execute policies and procedures for overall organization ensure legislative compliance.

Strategic planning and roll out of organizational structure, role accountabilities and job descriptions. PARADIES LAGARDERE, Toronto, Ontario 2010-2016

Senior Manager, Human Resources

Reporting directly to the Director of Human Resources, responsible for a team of five (5) HR Coordinators for 2000 employees in 250 stores in Canada, USA, Caribbean as well as the Canadian corporate office.

Deployed new recruitment strategies and training programs creating an annual savings of $200,000 which resulted in enhanced talent attracted to the organization and a 5% decrease in turnover.

Created, trained and supported field succession plan and talent pipeline process for store management to leverage internal talents decreasing external hires by over 75%.

Partner with Gallup to deploy engagement initiatives, customized Great Manager Program and became Certified Strength Coach. Resulted in enhanced KPIs and contribution in comp stores. Recognized as the only retailer to receive the Gallup Great Workplace award for four (4) consecutive years. In 2015 had 99% participation rate in engagement survey.

Deployed recognition program resulting in driving increased employee engagement with 20% improvement in scores.

Re-engineered and automated Human Resources process, resulting in 40% improved efficiencies throughout the organization to realign resources.

Negotiate and administer Collective Bargaining Agreements for seven (7) unionized locations across North America

Introduced new benefit plans resulting in better coverage and $300,000 in savings.

Employee relations for 11 remote regions across North America and Corporate Office leadership teams Deanna Mair Page 2

URBAN COTTON COMPANY, Toronto, Ontario 2010

Business Partner, (Contract)

Reported directly to President and CEO, responsible for creation and deployment of people practices for a start-up organization.

Developed job descriptions, policies & procedures, training programs, compensation structure, labour models, recruitment, succession planning, and employee relations.

Supported opening of six (6) retail store locations with talent strategies

Set financial objectives, store metrics, associate sales goals, including development of micro-marketing initiatives with each retail store location.

COTTON GI NNY INC., Toronto, Ontario 2007 – 2010

Manager, Human Resources

Reporting to the Director of Finance, responsible for all Human Resources functions for 1500 employees in corporate Head Office and 118 Canadian stores.

Redefined labour models for stores to decrease annual payroll costs by $150,000.

Audited and enhanced Health and Safety programs to align to legislation including policy development, training, and committee deployment to comply with all provincial legislation.

Conducted warehouse audits with Ministry of Labour to ensure compliance in warehousing facilities, create efficiencies in workflows and safer work environment.

Partnered with senior management in the development of policies, organizational strategies, corporate structure, job descriptions and review processes.

Retained by PWC, during bankruptcy, to support people processes and submit required reporting for compliance. ATHLETES WORLD LTD, Toronto, Ontario 2006 – 2007

Consultant, Human Resources

Reported to Vice President, Human Resources to manage team of 7 to support the Corporate Head Office 120 Stores across Canada with 1000 employees.

Managed all employee relations cases and provincial Ministry of Labour complaints.

Member of the Retail Council of Canada’s Alberta Taskforce resulting in recruitment and retention strategy to decrease turnover and retention.

Developed and facilitated a management conference for 75 participants.

Created and trained sessions for participants in Recruitment and Time Management

Assisted in the development of sessions for Management Development and Employee Engagement.

Created and implemented a standardized succession plan process for store managers and associates. STAPLES, Toronto, Ontario 1998 – 2006

Supervisor, Recruiting & Training (2006)

Reporting to the Regional Director of HR, oversaw recruitment and training team of four (4) associates servicing 50 retail stores with 1200 employees in the Central East region.

Managed the recruitment, selection, and hiring process.

Decreased the vacancy rate within the management positions to below 10%.

Worked with Training Department to enhance and facilitate management training programs such as Recruiting the Right People, Succession Planning and Selling Solutions which resulted in a decrease in turnover of 20%.

Collaborated with District Managers to succession store level employees through the Management Development Program.

Was part of Organizational Design strategies for Store Management to better efficiencies and reduce redundancies of roles.

Member of the National Health and Safety Committee with accountabilities to increased reporting compliance and decreased the number of reported accidents by over 40%.

Deanna Mair Page 3

Senior Recruiter, (2005)

Managed recruitment team of three (3) recruiters to support the management recruiting initiative for four (4) District Managers, with a total of 40retail stores through Central East region.

Developed Recruiting Toolbox to improve efficiency, standardize practices and assist retail stores with full recruitment initiatives which drove turnover down 20%.

Standardized and created recruitment guides, tracking tools, advertising media and training program for Store Managers.

Member of the National Health and Safety Committee to ensure company compliance. Recruiter, (2003 – 2005)

Worked with four (4) District Managers in the recruitment of managers for 40 retail stores through the Central East region with management vacancies below 3%.

Cross trained with Compensation Department and worked on salary grid assessment and communication strategies for implementation.

Various Store Management Roles, (1998-2002)

E D U C A T I O N A N D P R O F E S S I O N A L D E V E L O P M E N T Seneca College

Post-Graduate Certificate, Human Resources Management Laurentian University

B.A. Sports and Physical Education Management

Laurentian University

Certificate Gerontology

Sir James Dunn

Bilingual Certificate

Strengths Performance Coach Certification

Great Manager Program

Gallup

Ontario Health and Safety in the Work Place Phase I & II

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