Human Resources Management
Resume:
Bob Tucker
Mississauga, Ontario
L5B 3Z4
416-***-**** / ***.********@*****.***
Summary
Responsible for all Human Resources initiatives within Sharp Electronics of Canada Ltd. Additional responsibilities for facility operations and legal functions.
Responsible for programs in a variety of areas; HR Policy Development, Organizational Design, Workforce Planning, Health & Safety/Well-being, Performance Management, Succession Management, Job Evaluation, Compensation, Employee Survey, Employee Orientation, Rewards & Recognition and HR aspects of new business integration
Proactively work with managers and employees to provide human resources knowledge and expert advice on specific human resource best practices and trends.
Sharp Electronics of Canada Ltd 1995 - 2011
Director, Human Resources
(HR, Legal, Facilities)
-Consult with the Leadership team to design and develop leading edge and progressive HR programs, policies and procedures, which contribute to creating a motivating and rewarding climate.
- Provide counseling and information service to management and employees re: career opportunities, personal development, management/employee relations, company policy, HR services and organizational design.
- Provided programs and guidance to Managers regarding motivation, performance management, staffing, employee disciplinary and termination matters, consistent with the company’s values and policies, complying with employment legislation.
-Develop and sustain strong internal and external relationships, networks and partnerships to execute Human Resources corporate programs.
-Ensure that planning and development are consistent with the organizations strategic direction.
-Provided leadership and support to team members in the development of business cases/budgeting for new corporate programs/policies for approval by the executive management team.
-Recruitment of the best possible candidates to meet the existing and future needs of SECL, including Executive placements.
- Ensure that all policies, procedures and programs practiced comply with employment regulations by liaising regularly with legal counsel to keep abreast of developments and changes in labor laws and human rights issues and updating programs accordingly
- Monitored and calculated all sales commissions, implemented bonus program based on company performance. Managed company performance reviews and salary changes within budget criteria.
People Management
- Provided motivation, coaching, training, target setting, performance management and developmental opportunities to ensure employees are capable of performing at or developing to the necessary professional standards. This included providing specialized counsel to staff in the resolution of complex issues.
- Promoted an environment that encourages initiative, continuous improvement and learning and the generation of innovative ideas.
Change Management
– Corporate restructuring, SAP introduction, Shared Services initiative, Work space optimization, ISO 14001, Internal Control monitoring, HRIS implementations, Halogen Software, Immigration issues
Versa Services (ARAMARK) 1990 - 1995
Manager, Human Resources
– Management of all benefit (73 plans) and pension (26 plans) programs.
– Manage Payroll.
– Assisted with labour negotiations for wage, benefit and pensions.
– Implementation of HRIS.
Sony Canada 1987 - 1990
Personnel Supervisor
– Management of all benefit and pension programs.
– Implementation of HRIS.
– Supervise HR staff, recruitment responsibility.
– Assist in facility management
Knowledge and Skills
Strong HR generalist with 10 - 15 years of experience and knowledge.
Compensation and benefits programs, budgeting processes.
Experience in planning, managing and implementing large scale complex projects that have Human Resource impacts to the organization
Solid understanding of how Human Resources can contribute to the achievement of business objectives.
Skill in identifying organizational capabilities and gaps, and action planning and implementation of integrated HR solutions.
Extensive influencing, networking and relationship building skills sufficient to influence, partner and sell programs and processes to other H.R. internal/external partners including executive level.
EDUCATION
Diploma of Business Administration
Concordia University
Bachelor of Arts
Industrial Relations & Economics
McGill University
CONTINUING EDUCATION
Canadian Compensation Association
Psychology of Achievement (Phoenix) - Brian Tracy
The New Psychology of Selling - Brian Tracy
Queens University – Strategic HR Leadership
York University – Executive Program in Supply Chain & Logistics Management
Personal Responsibility in Developing Excellence- G.M Durst
Action Oriented Leadership- G.M Durst
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