STEPHANIE CLUFF, CHRP

*** ****** ******* 613-***-****

Ottawa ON K2J 0A5 dsrmgj@r.postjobfree.com

PROFILE

Strategic Human Resource Business Partner with broad experience in human resources practices combined with excellent capabilities in aligning business priorities with HR strategies. Proven ability to develop exceptional relationships and quickly builds creditability at all levels within the organization. Sharp, adaptable, outside-the-box team player that possess excellent decision-making, problem-solving and negotiating capabilities. A skilled change agent that positively influencing outcomes that focuses on working collaboratively with leaders and their teams to deliver organizational excellence. A results-oriented strategist that thrives in an organization that values high performance, business ethics, integrity, respect and business optimization.

PROFESSIONAL EXPERIENCE

Director, Strategic Business Services/ September 2010-Present

HR Consultant

ANDRÉ FILION & ASSOCIATES

Providing clients customized human capital solutions, either virtually or onsite focusing on small to mid-sized organizations. The primary areas of focus are: Strategic HR Planning, Recruitment & Selection, Performance Management, Training & Development, Leadership Development, HR Department Gap Analysis, Benefit & Pension Plan Design, Employee Engagement, Policy & Procedure Development and Legislative Compliance.

Human Resources Manager January 2009-February 2011

AMBERCORE SOFTWARE INC.

As a member of the senior leadership team and leading the Canadian & US HR function, this role acted as a consultant to senior leaders and executive team while providing front line support to management and staff within an ever changing environment. In this role, there was a strong focus on: M&A integration, organizational development, consulting, workforce planning, performance management, compensation, developing HR infrastructure, policies & program development, and overall business optimization.

Implemented business optimization strategies that resulted in savings of $150K

Worked collaboratively with the executive team to increase employee satisfaction

Negotiated national benefits plan resulting in an annual cost savings of 38%

Significantly reduced employee relations issues and absenteeism by 34%

Created and implemented recruitment strategies, systems, and processes

Developed key sourcing strategies to successfully staff the hard-to-fill positions

Collaborated with the President & Functional Leaders to champion projects to increase organizational efficiencies and enhance cross functional communication

Worked closely with the CEO to increase employee morale and enhanced the organizational culture by implementing change management initiatives

HR Site Lead/HR Business Partner April 2007-January 2009

JP MORGAN CHASE

As a member of the senior leadership team, this role delivers the human capital needs of the organization by providing strategic HR services in the areas of: Talent Acquisition, Team Development, Employee Relations, Performance Management, Compensation, Organizational Development, Employee Engagement and Legislative Compliance.

Negotiated national contract that resulted in a cost savings of $200K

Increased hires through Employee Referral Program by 35%

Oversaw the development and implementation of recruitment strategy and increased branding by 150% by utilizing various sourcing channels

Participated in the design and implementation of programs that optimize the use of people, strategies and structure of the organization as well as the recruitment and retention of the right people for the organization

Created various procedures to improve efficiencies and to ensure legislative compliance relating to: compensation, performance management, recruitment, payroll, benefits administration, disability management, workplace accommodation, progressive discipline

Partnered with Performance Improvement Team to develop the training curriculum for managers and to ensure the training objectives are aligned with the organizational goals

Developed strategies to increase retention while creating a winning culture

Site Lead for implementation/communication for payroll conversion project, global performance management tool and exit interview tool

Human Resources Business Partner April 2006- April 2007 SOLECTRON (ACQUIRED BY FLEXTRONICS)

This role as a strategic business partner provided support to management and staff within two different business units which were two separate entities. The responsibilities of this role entailed: employee relations, recruitment, benefits administration, performance management, facilitating national initiatives, employee recognition, event planning, attrition/retention strategies and legislative compliance.

Developed an Employee Recognition/Engagement Plan for Manufacturing Site

Designed and implemented a service award program

Assisted with the implementation of the HRIS system

Enhanced the internal hiring process while improving the time to hire metric

Worked collaboratively with Senior Leadership to improve communication at sites

Played an integral role for the plant closure

Human Resources Generalist April 2004-April 2006

CONVERGYS CUSTOMER MANAGEMENT

This business partner role provided consultation to management and staff with issues related to: employee relations, recruitment, benefits administration, training and development, disciplinary management, performance management, conflict resolution, negotiation, employee recognition, event planning, new hire orientations, interpretation of policies, employee and manager coaching.

Developed a Continuous Improvement initiative to streamline all Employee Relations processes/procedures within all 14 Canadian sites, as well as a Mentorship program for new Managers

Increased the strategic influence of HR by developing and maintaining strong partnerships with Operations to deliver effective HR solutions to enhance the effectiveness of HR initiatives striving to achieve the organizational objectives

Partnered with training and operations to conduct a needs analysis in order to reduce skill gaps and to increase productivity and efficiencies

Implemented recognition initiatives to attract/retain qualified applicants and to enhance job satisfaction amongst employees and health & wellness initiatives to promote a healthy, productive work environment

Human Resources Coordinator August 2001-February 2003

CANADIAN CANCER SOCIETY

Within this generalist role, responsibilities encompassed all aspects of HR including: recruitment & selection, orientation, payroll function, benefits & pension administration, disability management, performance management, facilities management, organizational development, statistical analysis, workplace safety and policy revisions, as well as internal communications and recognition. Also acted as a consultant to both management and employees, ensured the fair and equitable application of HR policies and programs and provided consultation to the leaders in the business units.

Reduced recruiting cost by 15% by implementing measures to attract/retain qualified applicants.

Fostered positive relations with all third party vendors/carriers (payroll, benefits, pension, associations, government agencies).

Assisted with the development and implementation of new internal structure.

A Key Contributor to the job analysis and job description process for the division of 100+ employees.

EDUCATION

Achieved academic requirements for CHRP Carleton University, Ottawa

Diploma, Business Administration (HR major) Algonquin College, Ottawa

REFERENCES AVAILABLE UPON REQUEST

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