Management Human Resources
Resume:
Stephen Jackson Resume
************@*****.** **04 125 Street, Edmonton, AB T6V 3V5 Tel: 780-***-****
CAREER OBJECTIVE
To enable organizational excellence by leading the management, development and implementation of strategic HR operational and talent management programs which are aligned and integrated with business needs today and positioned for success and succession in the future.
SUMMARY OF QUALIFICATIONS
• 15+ years leading human resources program development and change management initiatives; all programs successfully reached implementation phase and completed on time and under budget (e.g. successful launch of new recruitment and selection processes, new performance management processes, new talent management and succession planning processes, new orientation processes, new job evaluation processes, leadership development and more).
• 15 + years experience in human resources leadership, consulting and people management roles at both private and public companies, large and small, local and international, established and start-up organizations; successfully operated independent consulting practice and, as an organizational employee, consistently earned top performance rankings.
• Certified in change management (ADKAR model), process management, project management and organizational design. Extensive experience leading multi-year/multi-million dollar projects.
• Experienced communications professional – direct experience developing and leading human resources presentations and training programs and representing companies at conferences and workshops; several years experience as an HR columnist in leading HR trade journal and other HR publications; HR book author (Guide to Performance-base Selection); developed award-winning employee communication materials and always mindful to include clear ‘tone at the top’ leadership messages for buy-in.
• Extensive experience motivating and managing employees (training, coaching, mentoring, prioritizing and assigning work, influencing and assessing performance and providing feedback) and participating as a productive and supportive team member whenever the needs arise
EDUCATION
University of Waterloo, Waterloo ON M.A.Sc.
Faculty of Applied Science – Industrial Psychology 1988 – 1990
One of only three students accepted at the leading human resources graduate school. This program equipped students with the knowledge, skills and abilities to optimize workplace performance.
University of Waterloo, Waterloo ON Honours B.Sc.
Faculty of Science 1982 – 1986
WORK HISTORY
Executive Director, Human Resources
Edmonton Police Service
City of Edmonton
2010 to 2011
Edmonton, AB
Accountabilities:
Responsible for the organizational assessment, development, alignment and implementation of a strategic HR framework including best-practice HR programs, processes, tools and metrics. Responsible for overall direction and vision for all HR functions (officers and civilians) including recruitment and selection, onboarding, compensation, labour relations, collective bargaining, wellness and disability management, talent management, succession planning, performance management, officer training and safety, technical training, leadership development, payroll and HRMS. Successfully led HR transformational initiatives with the goal of improving wellness, engagement, organizational effectiveness, culture, process and programs.
People management: One hundred and ten (110) staff.
Accomplishments:
• Developed 2011 annual HR Policing Plan (Strategic HR business plan & measurements)
• Developed 2012 HR Service and Capital Review (budget and capital business cases)
• Managed HR operating and capital budgets
• Completed a reorganization of HR
• Created framework for talent management and HR program integration
• Completed a comprehensive needs analysis to identify HR program/process improvements
• Implemented a comprehensive corporate change management system
• Developed comprehensive competencies for leadership and management for all levels
• Developed technical competencies for police officers
• Developing job evaluation system for non-union positions
• Improved recruitment process through implementation of Performance-based Selection
• Developed performance management process, tools and leader’s guides
• Developed succession management process, tools and leader’s guides
• Talent pool development and replacement planning
• Workforce planning for officer and leadership roles
• Created and implemented transformational framework for leadership development
• Developing five new leadership programs for supervisors, leaders and acting supervisors
• Equity, Diversity & Human Rights needs assessment & strategic framework development
• Wellness needs assessment and strategic framework development
• Managed the redevelopment and automation of HRMS and related systems
• Development and management of corporate HR metrics and reporting
• Significantly improved working relations with adversarial union
• Managed existing labour relation grievances and proactively prevented new grievances
• Member of Chief’s Committee (weekly Executive team leadership meeting)
• Member of Professional Standards Committee (weekly review of officer discipline)
• Member of Training Advisory Committee and Infomatics Steering Committee
• Representative for National CACP – HR Committee and provincial AACP – HR Committee
• Chair of Alberta COPs program and Police Sector Council Skills development program
• Staff development (direct & indirect reports) & organizational development/engagement
Stephen Jackson Resume
WORK HISTORY cont.
Director, Talent Management and Organization Development
Program Director, Employee Information Management
City of Edmonton
2009 to 2010
Edmonton, AB
Accountabilities:
Responsible for the development, alignment and implementation of a strategic Talent Management framework including the development and implementation of best practice HR programs, processes, tools and metrics. Responsible for corporate onboard, corporate performance appraisal, succession management, employee, supervisory and leadership development processes and corporate HR reporting. Developed and led a team of Strategic Advisors through organizational development and organizational design solutions for client departments. Led the assessment and implementation of software systems to automate HR processes. Led projects and change management programs leading to significant process improvements, cost savings and successful program implementations.
People management: Twenty (20) direct reports, 20 indirect reports and collaborative working groups
Accomplishments:
• Created framework for talent management and HR program integration
• Completed a comprehensive HR program audit to identify program/process improvements
• Developed approach to improve customer service and teamwork in HR Branch
• Developed HR Business Plan
• Developed comprehensive competencies for leadership, management and employees
• Improved recruitment process through implementation of Performance-based Selection
• Employment brand development
• Developed and automated leadership and employee orientation programs and tools
• Developed and automated performance management process and tools
• Developed a 360 assessment tool
• Developed and automated succession management process and tools
• Created and implemented framework for leadership development
• Developed four new leadership programs for supervisors and leaders
• Led organizational structure and design analysis
• Retention process development and management
• Development of new corporate rewards and recognition program
• HR Branch improvement
• Member of team designing the process to determine the future desired corporate culture
• Talent pool development and replacement planning
• Workforce planning
• Implementation of Taleo Onboarding and Taleo Performance modules
• PeopleSoft assessment and transformation resulting in $12,000,000 savings
• Development and management of corporate HR metrics
• Development and management of Corporate Engagement and Diversity survey
• Management of external vendors
• Staff development (direct and indirect reports)
Stephen Jackson Resume
WORK HISTORY cont.
Director, Global Organization and HR Program Development
Corel
2008
Ottawa, ON
Accountabilities:
Responsible for the development, alignment and implementation of a strategic Talent Management framework for all global business groups, including the development of enterprise programs, standards, processes and tools. Partnered with global Executives and HR Business Partners to understand business needs and priorities in order to deliver enterprise-wide HR initiatives/programs related to attraction, retention and development (e.g., employee engagement, employee sensing, recruitment and selection, employment branding, orientation, competency development, performance management, employee development, management and leadership development, succession management and rewards and recognition). Managed projects and change management programs leading to significant process improvements and successful program implementations.
People management: Small team of global HR resources and business partners
Accomplishments:
• Assessed global organizational needs
• Analyzed global HR business processes
• Developed global HR Business Plan
• Created Corel Talent Management Framework
• Recruitment process and tool assessment/improvement – estimated cost savings of $500,000/year
• Global Recruitment Management System (sourced, negotiated and implemented) – estimated cost savings of $200,000/year
• Employment brand development
• North America HR Website and intranet transformation
• Global HR Website planned
• Global external career site implemented including branding and people value proposition
• Global performance management process and tool development – estimated cost saving to be determined
• Global merit process rationalization
• Employee and leadership development (sourced, negotiated and implementation planned) – estimated cost savings of $300,000/year
• Organization structure management and organizational design analysis
• Due diligence information preparation and presentation development
• Retention process development and management
• Talent pool development and succession management development
• Global HR budget management
• Staff development (direct and indirect reports)
Stephen Jackson Resume
WORK HISTORY cont.
Manager, Corporate HR Initiatives
People, Information and Technology Department – Region of Peel
2002 to 2007
Toronto, ON
Accountabilities:
Senior in-house consultant and HR program lead for the development and implementation of an overall corporate talent management strategy. Responsibilities include all aspects of project management, process improvement, change management, communication and training. Programs encompass recruitment and selection, diversity strategy, orientation and retention, performance management, job evaluation and compensation strategy (including developing and articulating competency and role profile requirements for all job bands) as well as succession planning, HR planning, leadership development and HRMS (PeopleSoft) program development. Programs developed are considered best practice (recognized through awards), incorporate process management efficiencies and significant cost savings and have been successfully implemented amid exacting management, political influences and organizational resistance to change.
People management: nine (9) direct reports, many indirect reports and collaborative working groups
Accomplishments:
• All projects completed on time, under budget and successfully implemented
• Developed Talent Management framework and strategic implementation plan
• Developed award-winning e-cruitment strategy, leading to significant ongoing cost savings
• Developed award-winning communications and change management materials
• Developed and implemented award-winning orientation program (CPRS ACE Award)
• Developed and implemented new job evaluation and compensation system
• Developed and implemented new online performance appraisal tool
• Developed and implemented corporate competencies and role profiles
• Developed and implemented a 360 management assessment tool
• Developed and implemented a senior management selection process
• Developed and implemented a system for HR planning including metrics and analysis
• Developed and implemented comprehensive HR and IT websites
• Developed highly regarded succession management and leadership development program to attract, retain and develop future leaders
• Developed and implemented Corporate Diversity Strategy and framework
• Developed a comprehensive Disability Management system for STD, LTD and WSIB
• Developed and implemented a new benefits plan
• Developed and implemented coaching and mentoring programs
• Led Talent Development Advisory team
• Led significant corporate-wide change management projects.
• Chaired Talent Management Advisory Committee
• Chair of Information Management Steering Committee
• Manage HRMS functional and strategic development (PeopleSoft)
• Achieved significant process improvements and annual cost savings
Stephen Jackson Resume
WORK HISTORY cont.
Managing Director, Performance and Talent Management
HR Strategy
1995 – 2002
Toronto, ON
Accountabilities:
• Development and implementation of recruitment and selection programs
• Development and implementation of performance management programs
• Development of customized selection materials and support for ‘hard-to-fill ’job vacancies
• Developed competencies and job descriptions
• Executive / leadership recruitment and selection support
• HR audits, reports and action plans
• Training, HR measurement support
Accomplishments:
• Completed all contracts on time, on budget and to satisfaction of clients
• Reduced client HR program costs through initiatives implemented (e.g. reduced recruitment advertising costs by 50% and increased quality of applicant pool)
• Increased retention of top performers at client organizations due to selection methods
• Transferred HR skills and lowered client HR program costs through in-house training (savings up to 40% going forward for some clients)
• Achieved quantified improvements in employee sales performance through quality selection
Policy and Program Specialist, Human Resources (Recruitment, Selection, Performance)
Workplace Safety and Insurance Board (WSIB)
1991 - 1995
Toronto, ON
Accountabilities:
• Developed HR policies and programs
• Developed and implemented recruitment and selection practices
• Worked directly with senior management, union leader, ombudsperson and HR specialists
• Trained all head office and regional HR specialists in new selection programs
• Corporate job analysis
Accomplishments:
• Improved organizational HR programs and reduced union grievances/corresponding costs
• Successfully overcame resistance/gained endorsement from senior management and union
• Eliminated chronic organizational problem of human resources ombudsperson investigations
• Reduced union selection grievances by 75 per cent
• Significant cost savings due to high-validity program development and process improvements
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