Brenda L. Jones

M.A., Dip Adult Ed., C.H.R.P

**** *** *** * * Home: 905-627- 2952

Dundas, Ont. L9H 5E1 Cell: 905-***-****

xmyfoi@r.postjobfree.com

Professional Experience

Shaw Communications Corporate - April 2009 to January 2010

Sr. Learning and Development Specialist, Leadership and Organizational Development

Focused on, resource recommendations, coaching, development of national leadership programs, and individual program design for all of Shaw companies; Shaw Cable, Shaw Direct, Shaw Broadcast, Shaw Tracking, Shaw Business Solutions, across Canada. Also researching and developing partnerships with external vendors.

o Design and development of corporate wide Leadership Development framework

o Project Lead on redesign of National Supervisor Development program (Montreal to Vancouver Island)

 Including

• RFP design, coordination, review and selection process of vendors

• Building relationship and networks with various vendor

o Project coach for National Coaching Alignment project Shaw Direct (Calgary, Mississauga, Montreal)

o Design and delivery of various leadership workshops on request

SHAW Direct, Satellite – Calgary AB - June 2007 – April 1 2009

National Leadership Coach / Leadership Learning & Development Specialist

• Researched, designed and delivered leadership development programs while adhering to program design and adult learning principles.

• Delivered one-on-one coaching sessions with supervisors, managers and regional managers

• Designed and delivered leadership development curriculum

• Delivered new and existing development programs to the leadership teams in Calgary, Montreal and Mississauga.

• Delivered motivational leadership address to Shaw Direct National Training Team in Calgary and Shaw Direct Leadership Team at Banff retreat.

• Developed and conducted skills assessments and focus groups involving supervisors. Results used in on-going development of learning initiatives

• Built networks and relationships with Shaw Direct Training and HR departments.

• Consulted with managers and supervisors regarding the use of skills learned in training and supported the transfer of knowledge to the workplace. Developed strategies to remove barriers for increased utilization of those skills.

• Active participant in business partners (operational) meeting to better align business needs and learning needs.

• Researched and recommended actions for transferring learning from classroom situations to workplace

• Designed a Leadership Development Path for employees, including competencies

• Developed and implemented a Leadership Development framework and philosophy to align learning initiatives and give direction to leadership development within the Customer Care Division. Framework approved by the VP of Star Choice Communicates Inc.

• Designed and administered Leadership Development surveys used to identify perceived learning needs of supervisors in Montreal, Mississauga and Calgary. With an 85% return rate the results were used as a basis for program design and development.

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ENMAX Corporation – Calgary AB. – August 1998 to December 2006

Corporate Human Resources

Learning and Development Specialist - March 2003 to December 2006

Organizational Effectiveness, Leadership and Strategic Alignment

• Consulted, networked and partnered with external groups such as Canadian Society of Training and Development (CSTD) educational institutions, private contractors, private learning organizations, independent consultants, to design, develop, and deliver various learning and training initiatives aligned with organizational learning and business needs.

• Responsible for vendor selection and management as related to learning and development

• Oversaw design and implementation of corporate developmental and training programs

• Coached both management and union bargaining teams in the use of mutual interest problem-solving, building trust and relationship prior to contract negotiations.

• Facilitated four successful collective bargaining negotiations, using the mutual interest problem-solving model resulting in the ratification of four contracts (two different unions)

• Facilitated Employee Relationship Council (ERC) resulting in a continued relationship building and problem-solving partnership between company and union

• Improved service delivery of learning, development and training programs by initiating a Learning Council. This resulted in coordination of learning, development and training efforts and resources, a reduction in duplication of effort and improved alignment to the corporate strategic plan.

• Lead in coordinating and implementing all corporate surveys including the yearly Employee Relationship Survey for 1100 employees, Hewitt Best Employer Survey and McLean’s Top 100 employers in Canada. Partnered with external consultant, senior leadership, HR Leads

Learning and Development

• Developed and managed Learning and Development budget of approximately $323,000.00

• Designed, developed and evaluated various learning initiatives, based on needs identified through Employee Relationship survey, Personal Development Programs (PDP), and requests from specific areas of the company.

• Coached and offered guidance to management in identifying specific training and development needs through one-on-one interviews, surveys and focus groups, resulting in the development and implementation of specific learning initiatives

• Designed and delivered various group work initiatives, team building, problem-solving, and off-site workshops as required by specific business units resulting in both the identification of issues and processes to resolve issues.

• Coordinated and managed internal leadership program resulting in the over 500 employees participating.

• Partnered with University of Calgary allowing Leadership Program participant to receive university credit for completing leadership program.

• Developed and coordinated internal pilot programs for New Supervisors and Leadership Attributes which resulted in programs being adopted as mandatory in leadership development. This was also taken one step further with the programs attendance appearing on employee’s personal performance and development yearly review.

• Key stakeholder for the Learning Management System, input, for the selection, use and administration of the Learning Management System (LMS)

Recruitment

• Interviewing of university engineering students for selection of potential Engineer-In-Training hires during campus recruitment.

ENMAX Corporation January 2001 – March 2003

Learning and Development Coordinator

• Corporate Shared Leadership Program, coordinated the hiring of external vendors, aligning program content, enrolling employee participants, conducting evaluations, reporting positive outcomes and issues to senior organizational leaders as well as action plans to address issues, managing budget, coordinating material.

ENMAX Corporation - August 1998 – December 2000

Customer Service Rep. Inside Sales & Service

Sales

• Received customers inquiries and problem-solved to find solution

• Educated customers on new products and responded to customer needs resulting in sales and customer satisfaction

• Coordinated and prioritized customers requests to meet needs within a specific time frame

• Listened to customer concerns to gain an understanding of their needs and removed barriers to aid in meeting those needs.

MICHEAL WALKER ADVERTISING– Stoney Creek Ontario - January 1998 - June 1998

Organizational Effectiveness (contract position)

• Conducted an organizational analysis to identify performance & process gaps, employee’s needs and make recommendations to increase overall efficiency.

• Supervised 4 sales agents

BELL CANADA – Hamilton & Toronto, Ontario - August 1987 – December 1997

Sales and Technical Services – Supervisor,

• Senior Associate – Ontario Regional Control Centre

o responsible for team of 15 in scheduling, training, handling escalated calls, problem-solving with contractors and customer services

• Installation & Repair Technician – responsible for installation and repair of residential and small commercial phone service.

• Buried Wire Dispatcher – responsible for building and dispatching daily workloads of a crew of 10 installers,

MOHAWK COLLEGE OF APPLIED ARTS & TECHNOLOGY

Hamilton Ontario - September 1984 – May 1986

• Instructor and student supervisor – Department of Recreation & Leisure Studies

• Designed and delivered curriculum in Community Recreation, Therapeutic Recreation

• Supervised students in field placements – 15 students

• Taught 3 classes of 30 students each

• Developed and implemented evaluations and testing process from student

September 1982- December 1983

HUMBER COLLEGE OF APPLIED ARTS & TECHNOLOGY

Toronto Ontario

Assistant Director – Developmental Centre

Supervised 5 Developmental Specialists

Education Completed

• MASTER of Arts Degree 2004

Master of Arts in Leadership and Training – Royal Roads University

Victoria, B.C.

• ADULT EDUCTATION – Diploma 2001

St. Francis Xavier University

Antigonish, Nova Scotia

• NEURO-LINGUISTIC PROGRAMMING - Certified Practitioner- NLP Centre 1989

Negotiation and Change, Learning Patterns

Georgian Bay, Ont.

• ONTARIO MANAGEMENT PROGRAM – Certificate 1987

Mohawk College of Applied Arts and Technology

Hamilton Ontario

• RECREATION LEADERSHIP – Diploma - Deans Honors 1975

Mohawk College of Applied Arts & Technology

Hamilton, Ont.

Continual Learning and Development – Courses and Seminars

• Behavioural Interviewing, Mount Royal College, Calgary AB May 2007

• Myers-Briggs Type Indicator Qualification, Calgary AB. April 2006

• Project Management Modules One, Two and Three, Mount Royal College April 2006

• Return on Investment in Learning, Development & Training, Dr. John Philips,

Canadian Society of Training and Development, 2 days, Calgary AB February 2005

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Professional Designation

• Canadian Human Resource Professional (CHRP)

Professional Association Membership

• Canadian Society of Training and Development (CSTD)

• Human Resource Professional Association (HRPA) - Ontario

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