Human Resources Employee Relations

MARIANNE L. PELLETIER

STRATEGIC HUMAN RESOURCES PROFESSIONAL

Toronto ~ Ontario ~ Canada ~ H. 416-***-**** C. 647-***-****

~ ***********@*********.** ~ http://www.linkedin.com/in/mariannepelletier~

~French Speaking Leader with Experience Delivering Strategic HR Initiatives from Inception to Implementation~

~ Entrepreneurial – Transformational Leader - Relationship Builder – Talent Developer – Collaborator~ SELECTED AREAS OF EXPERTISE

HR Programs & Best Practices Performance Management

Talent Acquisition/Management/Expat

Engagement/Rewards Programs

Learning & Development

Labour/Employee Relations

Acquisitions/Downsizing

Corporate Communications (HR)

HRIS/SAP, Payroll, Benefits

Leadership Coaching/Mentoring

PROFESSIONAL EXPERIENCE

SCHINDLER ELEVATOR CORPORATION (CANADA) 2014 – 2016 A leading global provider of elevators, escalators and related services in more than 100 countries Human Resources Director/Talent Acquisition (extended maternity leave contract) Reporting to the Senior Vice President, Human Resources, Americas (matrix report to the President, Schindler Canada), serve as strategic business partner to senior leaders and lead current infrastructure relating to the HR function. Ensure application of HR systems, tools, processes, planning and development, labour and employee relations and recruitment. Authority over corrective actions processes, compensation, policy and budgets. Staff of three.

Provided leadership and direction to the Executive Team (US/Canada) and senior leaders by providing coaching, mentorship, guidance and constructive feedback on/in the business, the teams and the HR Function.

Lead and provided direction for the Talent Management program; recruitment for all levels including executive project managers, senior engineers, senior leaders.

Lead Labour Relations affecting 500 Field Employees (IEUC) by coaching and advising management on the appropriate resolution to employee/labour relations issues and assuring compliance with the collective bargaining agreements; participate in mediation, grievance and arbitration processes.

Lead the Q1 Annual Performance Review process with ongoing training and support to all levels of management. Ensured all staff have annual Performance and Development Reviews completed. 100% engagement.

Delivered the Q1 Annual Compensation (salary and bonus) Review for all employees including managing the executive bonuses meeting all deadlines and within budget.

Supported the Schindler Sales and Supervisor onboarding program in the U.S. as a senior assessor; consulted on case studies, and behavioral based interview. Provide a final evaluation.

Lead talent identification including the Schindler Career Development Program (SCDP) (2 participants), Top Talent Selection and Management Resource Planning Process models in Success Factors.

Implemented a Performance Review Online system (Success Factors); trained all levels. 100% participation.

Supported employee engagement with related surveys (Net Promoter Score) and other initiatives that support, performance management, training, and recognition programs.

Served as Canada’s Compliance Officer by ensuring adherence to Code of Conduct and educating employees on expectations and responsibilities in alignment with the Code.

Served as Privacy Officer by ensuring appropriate measures are taken for the protection of employee and customer personal information.

Oversaw all HR administration functions including employee records management and implementation as well as application of HRMS, SAP and Success Factors.

Managed annual benefit renewal plan for 150 plan members with minimal expense incurrence. MARIANNE L. PELLETIER; PAGE 2

CASELOAD SOFTWARE 2013 – 2014

Canadian technology company delivering CMS software solutions for justice agencies, Boards, Tribunals and Commissions. Senior Human Resources Consultant

Reporting to the President, consulted with senior management teams to upgrade organizational systems by examining current processes/practices and where necessary, developing and implementing best practice alternative solutions. Key areas of focus included policy development, recruitment/onboarding, employee relations and benefits.

Developed, revised, and implemented an inventory of key HR policies and procedures ensuring compliance with provincial/federal laws and regulations.

Partnered with hiring managers on all recruitment activities to include creating an end-to-end recruitment process documentation and onboarding program.

Developed and implemented a benefit plan and HCSP program for 25 plan members at minimal expense.

Prepared and maintained reports related to specific HR projects.

Conducted audits of HR activities to ensure compliance and provide Best Practices solutions

Presented training sessions related to specific HR programs.

Supported employee relations; managed conflict resolution, terminations and legal compliance processes. INVESTMENT PLANNING COUNSEL INC. 2006 – 2013

Canadian wealth management company and full service investment dealer providing financial planning solutions Director, Human Resources 2007 – 2013

Manager, Human Resources 2006 – 2007

Reporting to the Vice President, Corporate Development (indirect report to executive team of six), served as strategic business partner and leader to create a vision and build infrastructure relating to HR key strategies for a client group of 230 employees and 1000 Financial Advisors. Responsible for employee engagement/experience and performance through the development/implementation of effective HR strategies, practices and programs, corporate policies in the areas of, employee relations, talent management, performance management, change management. Staff of five.

Lead Talent Management. Succeeded in reducing recruitment expenses by taking a consolidated approach with vendors and business partners, resulting in decreased hiring costs and greater transparency.

Developed a robust onboarding program for new hires; 95% success rating based on program evaluations.

Designed and implemented the organization’s performance management strategy by providing ongoing training and support to all levels of management. Achieved 100% participation at all levels.

Developed and delivered annual staffing/compensation plan with senior leaders to include Workforce Planning.

Delivered Change Strategies with implementation of Town Halls, Executive Lunches with staff, bi-annual Employee Survey. Achieved morale increase as measured via high participation rate and positive survey results

Enhanced the learning culture with management development, e-Learning (LMS), Take a Kid to Work, ‘Lunch & Learn Program’ with business-focused themes (in/external speakers). Increased participation from 30% to 100%.

Created and designed a HR Web Portal for all client groups to include forms and brochures relating to Recruitment, Hire/Orientation, Benefits, Terminations, Performance Management, and Employment Law.

Lead the acquisition HR due diligence process, identified transition issues, developed retention and downsizing strategies, employee communications. Oversaw training, and the development of employee integration plans.

Implemented a ‘Time Tracking System’. Resulted in 100% improvement in user efficiency and accuracy.

Facilitated benefit plan outsourcing for 1250 plan members. Exceeded deadlines with a cost saving of $100,000.

Provided HR team leadership and development in HR business planning, vision, short and long term goals.

Developed an HR metrics and balanced scorecard to best practices; achieved targets within scope. ASSANTE WEALTH MANAGEMENT 2005

Canadian leading provider of integrated wealth management solutions Senior Human Resources Business Partner, Advisory Services (contract) Reporting to the Director of HR, served as a senior business partner to RVPs (Sales/Distribution) to identify HR related issues for a client group of 1500 financial advisors. Implemented national benefits plan, created intranet HR website.

Provided support and guidance to client group of 1500 advisors and staff on all HR related issues including employee relations (law), terminations, policy and governance, performance management and recruitment.

Wrote a regular HR column for corporate marketing/communications venues (Assante Today, Ahead of the Curve and AAConnection); created HR marketing brochures for client groups; created and delivered breakout session workshops at the annual national advisors’ conferences. MARIANNE L. PELLETIER; PAGE 3

INTELLON CANADA INC. 2004 - 2005

American leading semiconductor supplier of communication solutions for networking with head office in Florida Manager, Human Resources and Recruitment (contract) Reporting to the Vice President of Operations, responsible for leading all recruitment activities and the hiring of ASIC engineers. Strategic planning with focus on recruitment process, orientation, and employee relations. Staff of one.

Partnered with educational institutions (COOP), HRDC centers, outplacement firms, agencies and professional organizations for diverse candidate selection and cost effective recruitment.

Planned and coordinated end-to-end recruitment activities; partnered with executives and managers and achieved 100% of goal with cost savings of $300K in external fees. MAXXAM ANALYTICS INC. 2001 – 2004

One of the largest privately owned Analytical Laboratory Companies in North America Regional Manager-Eastern Canada, Human Resources

Reporting to the Vice President of HR, member of middle management team responsible for implementing key scorecard initiatives. Focus on recruitment, policies, performance management, employee relations. Staff of four.

Introduced ‘3 Tier’ orientation program for new hires to include an overview of the company, performance review process, customer service, QA, health and safety, technical training, program evaluation follow up.

Partnered with IT to create “Maxxam University” Intranet site to communicate and market technical and leadership training opportunities resulting in over 1300 hour/quarter of staff training programs for 600 staff. EPOD CORP (startup) 1999 – 2001

Pre-IPO interactive e-marketing VC funded company with offices in San Francisco, Toronto and New York Director, Human Resources

Reporting to the Vice President of Operations, member of the senior management team. Created HR strategy, implemented an HR infrastructure. Focused on Best Practices relating to recruitment, policy, performance management, learning, employee relations, compensation/benefits for the U.S. and Canadian offices. Staff of six.

Executed international downsizing strategy to close the company impacting 75 staff in 3 locations.

Directed employee relations; managed conflict resolution, terminations and legal compliance processes. BRADSON STAFFING SERVICES, Manager Recruitment and Special Projects 1998 – 1999 THE MUTUAL GROUP (now Clarica), Manager, Recruitment 1997 – 1998 HUDSON’S BAY COMPANY, Manager, Human Resources and Operations 1992 – 1996 EDUCATION and PROFESSIONAL DEVELOPMENT

CHRP/CHRL Candidate, HRPA, Toronto, Spring 2017 (anticipated) Bachelor of Arts, Mass Communications, Carleton University, Ottawa, 1986 Honors Certificate in Human Resources, Humber College, Toronto, 2006 Honors Diploma, Fashion Technology and Design, George Brown College, Toronto, 1988 Member of HRPA; Professional Certificates (Management Development, Leadership, Performance Management, Greenbelt Six Sigma, Employment Law, Recruitment, Interviewing, Coaching, Team Building), 2000 to present PD Webinars/Training [ongoing] (Talent Management, EQ, Employment Law), HRPA, HR.COM, SHRM COMMUNITY INVOLVEMENT and INTERESTS

Women’s Habitat, Healing Cycle, BRP “Fossil” Project (environment); Walk for the Cure, Travel, Half Marathons, Curling, Creative Writing, Gardening, Skiing, Snowshoeing.

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