STACEY KOWAL Human Resource Leader

416-***-****

adhg69@r.postjobfree.com LinkedIn

Passionate, numbers-driven business leader focused on ensuring strategic alignment of people and business strategy, process and technology. Optimizes innovation, collaboration and flawless execution across company and geographic borders. Proven results driving change through complex organizations, unionized environments and entrepreneurial growth companies. Demonstrated success in high-level planning and grass roots delivery through the design and delivery of human resource plans required to drive profitable high-performance. Key Strengths:

Strategic Leadership Change Management Labour Relations Program Implementation Health & Safety Culture Shifts Operational Success Employee Relations Employment Equity Recruiting Payroll & Benefits Organizational Design PROFESSIONAL EXPERIENCE

ADP CANADA Toronto, Ontario

2018-2020

Director, Product Compliance

• Developed and delivered a national product compliance strategy inclusive of internal and external communication and associate learning. Resulted a consolidated approach to compliance management for ADP Canada.

• Tracked and researched evolving changes to regulatory and legislative roles to communicate to cross functional business managers for roll out to respective teams. Mitigated client and product impact of payroll and people management.

• Reviewed new product and feature progress and assessed application to ongoing product development resulting in best in class compliance adherence.

• Ensured clear understanding of regulatory and legislative changes through ongoing communication and partnerships with agencies and government levels, delivering pertinent and relevant information to ADP product and development delivery channels.

• Assessed and identified investments required to ensure legislative compliance, liaising with product management, sales and marketing to develop compliance regulation competence across all Canadian business segments.

• Prepared clear and robust internal and external communications for sales, marketing and product management resulting in consistent understanding of provincial and federal regulatory and legislative change.

AJK HUMAN CAPITAL Toronto, Ontario

2009-2018

Sole Proprietor

We Care Home Health Care, Wesley Urban Ministries, SRT Med-Staff, VHA Home Health Care, Humber River Family Health Team, Grand River Family Health Team

Designed and delivered a national, strategically aligned talent strategy for a health care organization successfully embedding the core values into process to support delivery of effective recruitment, measurement and succession planning.

. Responsible for developing and maintaining positive working relationships with both management and union to foster harmonious Labour and Employee Relations environment.

Developed and managed training programs regarding major policy changes, regulatory compliance.

Assure adherence and implementation of collective bargaining agreements and memorandum of agreements. Investigate and documented union grievances and other contractual matters through the grievance process.

Interpreted and ensured legal regulatory compliance to Canadian and provincial legislation and Canadian Labour Law, as well as ensuring compliance with Organization Policies

Conducted thorough, confidential investigations of complex employee issues, provide written case summaries. Recommended course of action with effective resolutions that applied knowledge and understanding of HR guidelines and employment laws, ensuring employment compliance while reducing liability to Organization.

Stacey Kowal Page 2

Participate and represent as appropriate in governmental hearings or investigations, including Ministry of Labour and Human Rights.

Act as the negotiations HR chair for the plant negotiating team for the Bunge plant negotiations which resulted in a new contractual agreement

Advised department heads regarding appropriate administration of Collective Bargaining Agreements, procedures, rules, regulations, and corporate compliance.

Worked with legal counsel and on litigation, arbitration, and NLRB cases in gathering, compiling, and generating information needed.

Provide administration of collective bargaining agreements by working with management to establish department strategies to meet organization needs and goals.

Led the design, delivery and implementation of a learning management system for a National restaurant chain resulting in the effective on-boarding and development of staff.

Supported the roll out of new benefit plan for 3,500 employees including tender to new vendors, communication strategy and enrolment process, with improved benefit levels and choice to staff with a 21.4% annual savings.

Developed and implemented a successful employee engagement program - Together We Care - including revamp of the organization’s values, customer service training, a benefits program with choice, new uniforms and a new rewards program.

Implemented field-staff level customer service training for select offices resulting in a 23% improvement in customer satisfaction results.

Established an on-line recruitment strategy resulting in improved recruitment efforts and a 43% reduction in recruitment costs within the first year.

Leading the improvement of the Payroll System f allowing to reduce union's claims to minimum level because of payroll mistakes

Weight Watchers Canada

Director of Human Resources

2007-2009

Directed the human resource activities for the North American Company Operations Division for Canada supporting 2.500 full and part-time employees. Member of the Field Operations Leadership Team, responsible for implementing strategic priorities related to HR. Assured a quality performance review process, developed human resource policy, developed compensation policies and plans, oversaw consistent implementation of policies and programs, resolved employee relations issues, and kept the focus on creating a positive and performance based organization.

Led human resource activities for key acquisitions. Required integration of policies, procedures, and compensation and benefits plans of all acquired franchises.

Instrumental in the implementation of a new global performance management system for high performance, allowing management to identify responsibilities, skills, and behaviors of outstanding performers.

Guided the design and implementation of a field management talent calibration assessment of current performance, future potential and organizational bench strength. Overhauled compensation plans for Field Operations Managers to a performance-based model.

Directed Territory Managers in adopting an organizational culture change from activity-based to performance-based model, removing low-performing personnel and streamlining HR operations.

Redesigned employee new hire process to better partner with new field recruitment assessment system.

Shifting culture from Franchise to support Global organizational initiative.

Restructured and implemented National Compensation and benefits program

Designed and implemented National policies ensuring Federal and Provincial compliance Stacey Kowal Page 3

Teva Global, division of Novopharm

Senior Human Resources Manager, Solid Dose

2005 – 2007

Acted as a Human Resources (HR) generalist business partner to operations client groups and leadership teams, providing full spectrum of human resource consulting expertise and services. To collaborate with the HR team to implement and execute the Canadian HR strategy to support human resource programs and initiatives. Act as active Business Partner and integral member of Solid Dose leadership team to ensure HR responsiveness to business priorities.

Led a team to design and implement an intern program resulting in improved retention and opportunity for succession planning

Participated on a task force led by the President to develop a strategy to improve employee relations that resulted in the recommendation and implementation of programs to improve morale and productivity.

Participated on a global qualification team to determine commonalities in the training and development function for Novopharm.

Created and instituted national Human Resource guidelines, which provided consistency in application of policies and procedures for 40 managers and supervisors.

Conceived, designed, and established a 5-year leadership development plan and strategy, increasing opportunities for internal promotions by 95% and instilling value in organizational learning.

Developed competency models based on corporate values and objectives; designed an HR scorecard and accountability matrix by position, establishing formal goal setting and measurements.

Initiated a formal attendance and disability management and incentive program, which improved attendance by 60% and decreased return-to-work time by 10%. THE TDL GROUP CORP. (Tim Horton’s)

Human Resources Manager, Canadian Distribution

2001 - 2004

Responsible for national Human Resource strategy design and delivery supporting 500 hourly and salaried employees in 5 distribution centers, reporting to the Vice President of Human Resources. Manage 4 direct reports. Administer department overhead and expense budgets. Develop and roll-out strategic initiatives to support business objectives. Implement programs in organizational design, performance management, recruitment and selection, compensation and benefits, succession planning, and health and safety.

Instituted various innovative tools and programs to support achievement of performance expectations, which significantly improved employee relations with both the workforce and the management team.

Performed job evaluation interviews for 50 employees, facilitated needs/task analysis focus groups, benchmarked internal jobs, and successfully developed new job families and levels for 10 positions.

Interviewed all 500 employees nationally, documented and compiled recommendations, and resolved numerous concerns and issues, building excellent relationships and trust throughout the organization.

Designed a national strategy for company-initiated terminations and recommended various methods for controlling HR related costs, saving the organization $96,000 in terminations alone.

Developed outstanding rapport with peers in the department to support the objectives of the organization, successfully aligning individual, and group objectives to company objectives.

Established a wide variety of communication programs and acted on employee recommendations, which were instrumental in ensuring that the organization remained a non-union environment. Stacey Kowal Page 4

EXEL GLOBAL LOGISTICS

Regional Human Resources Manager, Canada

2000 - 2001

Recruited into the position with the mandate to drive business initiatives and institute consistency in Human Resource policies and procedures within the Canadian organization, reporting to the Vice President of Human Resources (North and South America.) Supervise 5 direct reports and 5 indirect reports. Support 1400 hourly and salaried employees in 2 unionized facilities. Implement programs in the areas of compensation, training, and performance management.

Supported the start-up of a one million sq. ft. facility in Vancouver; attained appropriate staffing from the general managers to the hourly workforce; seamlessly acquired and integrated 500 unionized employees including managing grievance and arbitrations and sat as second chair in negotiations.

Canadianized all the corporate US Human Resource guidelines and effectively communicated new policies and procedures across the country, avoiding potential grievances and lawsuit BAYER INC.

Human Resource Consultant, Canada

1997 - 2000

Retained to perform generalist responsibilities supporting 300 salaried employees in the finance and IT department client groups. Duel reporting to the Canadian Vice President of Human Resources and the Chief Information Officer. Support a wide variety of initiatives including recruitment, retention, performance management, training and development, and compensation. Champion with specialist groups to develop programs that tie to divisional strategies.

Led an 18-month project to re-design and evaluate jobs post SAP implementation and redeployed 60 employees into appropriate functional areas, creating a fully trained employee base.

Worked in conjunction with the HR department to design, deliver, and rollout a National Employee Opinion Survey to 1200 employees in Canada, obtaining individualized input from employees across Canada.

Supported a merger and an acquisition by reviewing job families and redundancies, performing terminations, and ensuring a smooth transition with no interruption to business.

Participated in the team that redesigned and delivered the Bayer orientation process, providing employees with pertinent information enabling them to integrate into the organization without delay.

Provided a strategic partnership to multiple business groups by successfully aligning strategies to divisional business objectives.

EDUCATION & PROFESSIONAL DEVELOPMENT

Strategic HR Management Queens University, Kingston, Ontario Writing Skills & Instructional Design for Trainers Langevin Learning DDI Certified DDI

DISC Certified Thomas International

Total Compensation World at Work

Situational Leadership, Hersey Model Certified Centre for Leadership Studies Workplace Hazardous Materials Information System Certified WSIB Positive Management Leadership Certified institution C.H.R.P. designation in progress Human Resources Professionals Association of Ontario Stacey Kowal Page 5

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