Manager Employee Relations

After contributing to the growth and success of six different organizations in the past 25 years. I am in pursuit of new and exciting opportunities. I am an individual with exceptional planning, leadership, and management abilities. I am driven, ambitious and a dedicated team player and seeking an organization that will embrace these qualifications and qualities. I have been employed in a number of complex environments including healthcare, retail, manufacturing, warehousing at the corporate level, in the private and public sector. I believe this diversity is an asset to any organization, including yours. As demonstrated in the enclosed resume, my experience encompasses strengths in Human Resources, Operations and Customer Service. My ability to analyze needs, create unique solutions and follow through with action prove to be a few of my accomplished strengths. I believe people are the foundation of any successful business and I know that my proven leadership skills, strong commitment to high ethical and professional standards, staff development and employment flexibility will not only support but also strengthen that foundation.

I presently have a Human Resources Certificate that I obtained in 1995 combined with 20 years of experience in Human Resources, 10 years of that being in Compensation for the Winnipeg Regional Health Authority (Health Care) functioning in a high level autonomous role. In this role, I analyzed, reviewed and created job descriptions, created salary scales, and organizational structures for various programs and departments within the Health Sciences Centre and WRHA Regional wide. I advised executive leaders of departments or programs with restructuring and/or resource requirements for the purposes of Classification and Salary Administration. This involved working with all the appropriate stakeholders, HR consultants, and outside agencies. I have a high-level of understanding with job analysis and compensation for the purposes of evaluating and assessing internal job equity, plus establishing markets standards and metrics. In addition, I have many years of experience within Human Resources including Labour Relations, Performance Management, Health and Safety, Training Development, Organizational Development. I believe my exposure would be an added benefit to the position you are recruiting for. While I was employed with WRHA, I have been seconded to a number of projects due to my high level of project management/business skills. I was a significant player in the scheduling and time evaluation, workforce planning of the SAP implementation project region wide. I have implemented payroll systems in Sobeys stores - ADP, People Soft & Kronos Time and Attendance in a warehousing and manufacturing, as well as independent scheduling systems in retail. Various other projects include the Joint Job Review Committee for purposes of Job Evaluation and Provincial Wage Standardization with the Winnipeg Regional Health Authority.

If you require additional information, please review my Linkedin profile, https://ca.linkedin.com/in/darlenepich I look forward to discussing, how we, as a team, would provide the leadership necessary to ensure your organization is well positioned for continued growth and success in the future. Please contact me at 204-***-**** or by email ***********@*****.*** or ************@*******.*** if you wish to meet. I appreciate your time and consideration.

Sincerely,

Darlene Pich

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darlene pich

1214 -700 Setter Street Winnipeg, MB 204-***-**** ***********@*****.*** ************@*******.***

A seasoned Human Resources Professional with extensive experience and high level of business comprehension. Proven success with business leaders to optimize organizational effectiveness in various settings. Results driven operations management professional who thrives in dynamic changing environments that require focused decision making. Serves as a catalyst for positive change and organizational transformation. Enjoys opportunities to think outside the box deriving new solutions to old problems through strategic information gathering, data collection, and comprehensive scrutiny. Enjoys the challenge of solving long term issues. Provides exceptional customer service with an open approachable management style driven to succeed. Emphasizing individual empowerment and team development believing “People” are the bottom line to making an organization successful.

Areas of Expertise

● General Human Resources Consulting ● Job Evaluation and Compensation ● Employee Engagement and Strategic Event Management ● Business Development ● Product Marketing ● Organizational Development ● Project Management ● Coaching ● Customer Service ● Consultative Negotiations and Labour Relations ● HRIS Development and Implementation ● Leadership ● Employee Engagement and Strategic Event Management ● Financial Management / Budgeting ● Performance Management ● Strategic Consulting and Management ● Operations Management ● Payroll

Highlights of Leadership Performance

A senior member of a human resources team that coaches, trains, mentors and develops staff

Understands process in many types of environments and can assist with change management. Implement positive change with people and technology.

Created, tested and implemented a job evaluation system to evaluate positions within an organization

Engaged 15 staff with positive relations, empowered them to complete tasks and actively listened to them, and treated them as part of a team This increased morale, productivity and customer service

Lead a team of staff with HRIS – SAP system implementation. Problem solve system issues with process.

Utilize SAP, Workday, Ceridean, Kronos time and attendance, People Soft

Professional Experience

Boeing – Boeing Commercial Airlines July-2019

Talent Advisor/HR Global Projects

bundle and disposition resumes for HAT – interview team for hiring events. Create offers when required

Create rapport with hiring managers, Union Work Force, understand the process and provide input when necessary

Execute end to end recruiting and offer to hire processes.

Working with Applicant Tracking System to create and publish requisitions, manage candidate pools, process offers and coordinate external onboarding and/or internal transfers.

Partner and manage high-touch relationships with internal and external candidates and domestic hiring managers across multiple disciplines, locations and businesses.

Understand and translate technical/functional hiring needs to ensure job descriptions, qualifications and requirements are effectively reflected in job postings.

Represent the job requisition, related skills, hiring organization/program and compensation package to effectively pre-screen candidates, identify qualified pool and coordinate interview scheduling.

Maintain pipeline of pre-screened candidates and continued contact with hard to find skilled candidates to retain interest.

Provide proactive and consistent communication with business partners to drive the process, provide status and ensure successful hire within expected timeline.

Bundle resumes for HAT, connect with union work force, create processes that have not been created in the past.

Assist with workday system related issues. I had connected with IT and helped identify an issue that was facility wide

Create processes for work day Talent Acquisition in order to streamline and create efficiencies to provide faster more effective service and to provide the ultimate candidate experience

Manitoba Institute of Trades and Technology February to May 2016

Recruitment Specialist

Assists the Recruitment Supervisor with developing and coordinating marketing and student recruitment activities and initiatives to promote and increase public awareness of MITT and its programs.

Attends and setting up trades shows • visiting high school classrooms • planning events • meeting with potential students • arranging tours • booking meetings •

Prudent Benefits Administration Services September 2014 – July 2015

Regional Manager, Winnipeg Regional Office

Responsible for all global aspects of administration related to benefit payments and their related activities of multi- jurisdictional health and welfare plan trust funds. The role of the Regional Manager, Winnipeg Regional Office, is also involved with defining the strategic development of plan administration, including overseeing the day-to-day management of regional administration, and implementing new procedures where appropriate.

Manage the day to day operations of health and wellness plans; including building operations

Develop appropriate process controls and operations metrics; Recommend change for improvement to the Director, Operations and/or the related Account Manager(s), ensuring effective administration, quality service and regulatory compliance;

Assist in the design and development of required communications, such as booklets, websites and benefit statements;

Prepare and verify relevant reports for Board and Committee meetings; Read and absorb a wide range of complex and detailed information;

Communicate job and performance requirements to 16 staff; Recruit, train and manage staff and supervise teams of administrators;

Develop and maintain a professional relationship with plan advisors, union representatives and employers;

Review and suggest improvements with IT-based administration systems; ie computer software, phone systems

Prepare and give presentations to staff and plan members;

Develop reports and prepare data as required by account managers, trustees and consultants; Keep up-to-date on new and emerging administration issues and legislation; Improve services in response to member and client feedback;

Prepare and distribute required government filings; Be accountable for activities related to contributions and proper collective agreement administration and delinquency control;

Moments of Vision July 1, 2014

Consultant

I am the owner of Moments of Vision, a Strategic and Management Consulting Services Company.

Moments of Vision provides Strategic Advisory and Consulting Services to companies in. All business sectors and industries ranging in size from 50,000 to 500, 000 million in annual

Revenue. The company will identify specific challenges and provides solutions and unique strategic concepts to assist with growth opportunities

Moments of Vision image is that of being strategic, results driven, visionary and provides highly creative thinking. The company will not only research and analyze a company’s

position and provide solutions to human capital and financial data but will also address, strategic growth and sustainability to support, objectives, mission and vision.

The company provides superior analytical capabilities and will offer the following services. Strategic Advisory Services and Event Management Consulting (combined services) Event Management Consulting Services, Strategic Advisory Services including all or components of Human Resources Business Planning, Organizational Development, Change Management, General Human Resources Consulting, Compensation Consulting Services, Job Evaluation Consulting Services and Compensation and Job Evaluation Consulting (combined services).

The company will empower those to meet the organization’s objective mission and vision in a more effective, realistic, measurable and rewarding approach. Moments of Vision

will bring life and passion back into an organization in an enthusiastic, team approach.

Winnipeg Regional Health Authority (WRHA)

Regional Compensation Consultant 2003 - 2013

As a consultant, I developed, implemented and maintained unionized and exempt job classifications and salary structures (clinical and non-clinical) for WRHA and applicable funded facilities consisting of 20,000 plus staff with 33 different collective agreements. Designed and administered staff job evaluation systems consistently and equitably for all staff employee groups. This includes assessment of bargaining unit eligibility and provides direction on same.

Review job classifications upon request to ensure positions are appropriately classified and provide senior consultative expertise in compensation management, job evaluation

(including job design) and the application of collective agreements, policies and applicable legislation to various stakeholders

Provide strategic guidance to the leadership teams of WRHA and management hospital programs for the purposes of Classification and Salary Administration and HR matters

Discuss, interpret, advise, and recommend appropriate modifications to policy

Worked collaboratively with the HR consultant teams and finance with the restructuring process for unionized and non-union classifications in departments and programs

Prepare and attend arbitrations with legal counsel for the purposes of Classification and Salary Administration matters Built and maintained compensation and benefit contacts within other healthcare facilities country-wide for the purpose of maintaining open lines of communication regarding competitive compensation and benefits programs.

Ensure the integrity of the Regional Wage Standardization while performing duties

Created and implemented the Joint Job Review Committee for purposes of job description review for the support sector. Management Co-chair, Joint Job Review Committee

Implementation of HRIS-SAP for WRHA Corporate & Community, Health Science Centre and affiliated facilities, an integral part of the scheduling implementation team for the SAP payroll system; this included Configuring system enhancements, process improvements, diagnosed issues, provided problem resolution, coordinating potential changes with appropriate HR staff members, developed and document test protocols, performing and coordinating others doing testing, developed both standard and ad hoc reports to meet needs program reports for automatic generation as appropriate, develop maps and work flow documentation. Created and maintained user guides after implementation. Communicate effectively to internal customers and vendors at all levels. Implemented business process after go-live of SAP

Coached leadership teams on HR related issues and challenges; assisted with strategic thinking and objectives.

Assume project leadership role as designated by the WRHA Director and/or assisted with

WRHA Regional Projects: Wage Standardization;

St James legion #4

VLT Validator, Back Bartender, stocked the fridge, balanced till, created floats, served customers

Completed Probo HR Consulting for the President of the Legion – Ronn Anderson

The Home Depot (Polo Park)

Human Resources Manager 2002 – 2003

A member of the team and a Human Resources Manager supporting a staff compliment of 250 in the retail environment

Onboarding for all staff levels, including orientating and training, was able to reduce

staff- turnover by improving the mass staff orientation process, training and implemented a professional development program along with mid-level management coaching

Oversee all aspects of staff performance; the stores review process, performance evaluation, progressive discipline process and labor relations issues, mediation of staff disputes and grievance handling according to labor laws.

Provided support to the store manager and the leadership team with budgeting and Forecasting, consistently met or exceeded targeted objectives and produced profitable results (daily, weekly, monthly, quarterly and annually)

Assisted the Store Manager with Strategic, Financial and Succession Planning.

Interpretation and enforcement of company policies to conduct daily business

Processed payroll and time corrections by following policies and procedures

Implemented a scheduling component for time evaluation and payment of hours

Involved with the implementation of promotional programs within the store

Completed daily store walks with the management to establish areas of improvement for increased sale

Actively managed the Health and Safety Program

Coordinated and conducted Focus Groups

Managed the stores Disability Management Program

Administered company benefits.

Built partnerships with educational facilities and government funded programs for growth

and recruitment purposes

Provided customer service to clientele in all departments when I was on the service floor

the leadership team for the retail store

Lead company events, involved staff in the organization of event, asked staff for ideas

Engaged staff with contests, holiday events, etc

Delco Remy— Rebuilt Engine Division Winnipeg, MB

Human Resources Supervisor

A GM engine remanufacturer and distributer 2001

Human Resources Generalist for a staff level of 75

Recruitment and Staffing

Developed and implemented applicable procedures and processes for payroll processing with Ceridian; ensured payroll accounts were balanced for year end

Record keeper for the facilities bonus program and processed applicable payouts

Implemented Kronos Time and Attendance in the facility

Administered company benefits; first contact for any inquiries

Coached management through labor and employee performance issues

Arranged and conducted Focus Groups

Chair for the Health and Safety Committee and managed all the Health and Safety

Programs; WCB reporting

Champion for ISO 9000 - Training and Development in the facility

Lead company events, involved staff in the organization of event, asked staff for ideas

The Northwest Company

Coordinator Human Resources/ Human Resources Generalist

Grocery (75 staff) and Retail Service Centre - General Merchandise (175 staff at peak) 1998-2001

Recruitment and staffing: salary and benefit administration

Provided HR support to the HR Manager and Directors of the facilities

Co-chair of the Health and Safety committee in the Retail Service Centre and monitored

safety processes: implemented and served as management co-chair for the Health and Safety Committee in the grocery warehouse

First contact for all employee relations issues within both facilities

Coordinated work experience and disability and return to work programs.

Coordinated all applicable training programs for the facility and ensures all staff

are compliant (First Aid, CPR, WMIS, TDG)

Arranged company events for the purposes of employee engagement

Sobeys/IGA 1992-1998

Human Resources Generalist

Performed mass recruitment for store set up (all stores in Manitoba, Saskatchewan, Stafford Price Chopper.

Set up in store payroll systems, PeopleSoft, ADP in all retail locations

Implemented a HRIS (PeopleSoft) in the office and warehouse, assisted in the blue print stage and was an established super user.

Recruitment and staffing in the office and warehouse environments

Completed payroll and file maintenance for 1000 plus staff; ensured timely and accurate processing of the bi-weekly payroll; ensuring accurate entry of time, earning codes and

other related payroll data

Entered and processed employee data into the HR system

Application of collective agreements for the purposes of payroll and employee relations

Assisted the HR Manager with year-end balancing and record keeping

Administered all company benefits

KPMG 1986-1998

Senior File Clerk/HR Assistant

Assisted the Human Resource Manager with clerical functions

Supervise all clerical staffs/file clerks

Assisted with T1 assembly

On the job evaluation committee and represented the clerical staff

Total rewards

Assisted all employers with Service Awards Programs

Active member of Social Committee’s

Organized and Volunteered with events such as picnics, run for the cure, and other company activities

Education & Development

UNIVERSITY OF MANITOBA 1995 Major: Human Resources Certificate

ASSOCIATIONS/GROUPS

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MANITOBA EXECUTIVE GROUP

HUMAN RESOURCES MANAGEMENT ASSOCIATION OF MANITOBA (HRMAM)

MEMBER OF THE ROYAL CANADIAN LEGION, ST.JAMES BRANCH NO.4

This position description was revised after my departure in 2013. in 2013 I was considered part of mgmt before the reorg happened

WINNIPEG REGIONAL HEALTH AUTHORITY POSITION DESCRIPTION (Non-Management) DATE: September 3, 2014 POSITION TITLE: COMPENSATION CONSULTANT JOB CODE: 30001647 UNION: EXEMPT DEPARTMENT: CLASSIFICATION & SALARY ADMINISTRATION SUPERVISOR’S TITLE: Regional Manager - Classification & Salary Administration SUPERVISORY RESPONSIBILITIES: (XX) None Number Titles of those supervised EDUCATION: Bachelor Degree in a related field from a recognized university is required. SPECIAL TRAINING: A diploma or certificate in Human Resource Management preferred. Proficiency in the use of MS Office Word and Outlook. Advanced skills in Excel required. EXPERIENCE: Minimum five (5) years of compensation experience with a variety of job evaluation systems and methodologies, developing and maintaining job classification structures, conducting salary and job classification reviews, preferably in a large diverse environment. Excellent analytical, organizational and written skills and the ability to communicate effectively with staff at all levels within the organization. Experience analyzing data, preparing spreadsheets and report writing required. Experience interpreting collective agreements, relevant legislation and internal policy applicable to the administration of job classification. Experience conducting and analyzing compensation survey data. Experience with SAP including payroll or OM modules would be an asset. Experience in a unionized environment, preferably within healthcare would be an asset. R:\HR Shared Services\Employee Records\6832\Pich, Darlene - LOE Job Description Mar 2020.doc 2 PHYSICAL DEMANDS AND WORKING CONDITIONS: Physical and mental health consistent with work in an office setting. Ability to work under pressure, and to meet competing demands and deadlines. LICENCES, REGISTRATIONS: MAIN FUNCTION: (In Order of Importance): Reporting to the Regional Manager - Classification & Salary Administration, and as a member of the team responsible for the provision of classification and salary administration services for the WRHA, the Compensation Consultant acts as a primary contact on compensation related matters by developing and maintaining relationships with internal and external stakeholders including department and program managers, human resource consultants, finance, payroll and union representatives in the provision of classification services. The responsibilities include: developing, reviewing and revising job descriptions, performing salary and job classification analyses and reviews, developing and maintaining job classification structures and conducting and participating in salary surveys and other research. Calculates increases and revisions to salary scales as required and creates and maintains salary scale documents as a point of reference for positions across the region. ILLUSTRATIVE EXAMPLES OF ACTIVITIES OF POSITION: - Receives requests for salary and job classification reviews, investigates and conducts reviews as assigned. - Creates new and analyzes existing or revised job descriptions using the applicable job evaluation methodology in use by the organization. - Assists Human Resource Consultants regarding the job evaluation process. - Provides assistance and advice to employees and management staff regarding compensation issues such as requests for job description updates and classification reviews. - Creates and revises job descriptions for new and existing positions while maintaining the existing compensation structure integrity and consistency. - Calculates salary scales as non-union basic rate adjustments are approved by Manitoba Health and ensures that scales and spreadsheets are accurate and increases are provided in a timely manner. R:\HR Shared Services\Employee Records\6832\Pich, Darlene - LOE Job Description Mar 2020.doc 3 Distributes updated non-union salary scales to the Human Resources Directors at the WRHA Corporate and Community departments, HSC, Concordia, Deer Lodge, Grace, Seven Oaks and Victoria Hospitals. - Updates union salary scale spreadsheets with changes (new and revised classifications) as required and coordinates with the Labour Relations Secretariat to ensure the accuracy of salary scales for bargaining purposes - Communicates with the WRHA sustainment team regarding the creation of new salary scale groups. - Communicates with the WRHA Sustainment Team, WRHA Analytics, and WRHA Payroll regarding the adjustment of existing salary scales including determination of appropriate scales to receive increases, provision of updated rates and effective dates, verification of the accuracy of the rates in SAP while ensuring adherence to the collective agreement. - Assists the Regional Manager with the communication strategy related to basic rate adjustments. - Interprets corporate, departmental and program objectives and assist stakeholders in navigating processes relevant to the classification structure when reviewing internal or external classification transfers or creation of new classifications. - Establishes and maintains effective relationships with internal and external parties to perform research and compensation surveys, including the collection methodology and the interpretation of data as assigned. - Maintains the job description library ensuring all job descriptions on file are current, and salary schedules are updated as required. - Works with unions and managers in regard to a variety of compensation matters, including the implementation of new or revised classifications and salary structures. - Works with the Employment Service Representatives regarding issues that arise for position postings and revisions due to job description changes. - Works with the Payroll department regarding the processing of reclassifications and other issues that may arise for new or existing positions. - Provides support to the organizational management structure in SAP and provides backup coverage to the Organizational Management Analyst. - Provides assistance and advice to employees and management staff regarding compensation issues such as requests for job description updates and classification reviews. - Participates as a member on various committees or working groups as assigned. - Maintains a current knowledge of the discipline through continuous learning activities. R:\HR Shared Services\Employee Records\6832\Pich, Darlene - LOE Job Description Mar 2020.doc 4 - Adheres to all safety and health regulations and safe work practices. - May be required to perform other duties and functions related to this job description not exceeding above stated skills and capabilitie

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