Human Resources Manager Maternity Coverage (December 2021 - June 2023) - Identify HRIS (Ceridian Dayforce) opportunities and execute improvements to eliminate inefficiencies and implementation configuration issues.- Stay up to date with new HRIS system functionalities and manage the implementation of new system features across the country. - Execute compensation market analysis and present findings to the Partnership in order to create a strategy and budget for annual salary increases. - Collect and upload employee data in order to execute an analysis for the purposes of making more strategic business decisions. - Manage national benefits administration including but not limited to annual renewals and managing broker relationships- Partner with the Finance team to ensure accurate processing of payroll changes (new hires, termination, salary changes), benefits management and updates, and setups for new hires- Regulated the organizations performance management process as well as provide guidance and coaching to managers and supervisorsHuman Resources Generalist (September 2020 to November 2021) - Responsible for full cycle recruitment, onboarding, organizing external health and safety training, vacation tracking and reconciliation, leading the joint health and safety committee, and more.

Position concluded due to the pandemic- Tracked compliance for the quarterly compliance results and managed the LMS.- Created new system manuals to assist the properties with various system conversions.- Successfully curated and facilitated property specific training programs in order to eliminate gaps in service and elevate the guest experience- Facilitated legal compliance training, cultural training, ad hoc training- Executed property service audits and property specific training programs.Responsible for on property training and development at the following properties: - St.Regis Toronto - The Ritz-Carlton Toronto- The Ritz-Carlton Cleveland- The Ritz-Carlton St.Louis

- Analyzed LQA (secret shop results) and guest comment results in order to create a strategy to improve results. - Increased staff friendliness (engagement with guests) from 74% to 79%.- Curated and executed the opening training program for the $15 million two iconic new restaurants (CLOCKWORK and REIGN) within the Fairmont Royal York. This program is one factor in CLOCKWORK being awarded the 23rd spot in the Canada’s Best 50 Bars (https://canadas100best.com/best-bars-2020-clockwork/ ) - Travelled to other hotels across Canada to train the leaders on how to effectively facilitate the cultural transformation program for their properties.- Part of a team that lead the cultural and recognition improvements within the property. - Worked closely with the Director of Rooms and Director of Food and Beverage to identify service gap and curate training programs to eliminate the gaps.

Working with a small team to conduct full cycle recruitment for the new locations. This including:- Prescreening- First and second interviews - Set up and collection of employee files- Conducting the orientation for all front of house employees: continually updating the program to ensure standards are being taught thoroughly, best practices are followed and the new team members are prepared for the opening. -Post opening support to ensure employees are using what they learned and to answer any questions the employees may still have. Researching and ensuring our team is knowledgable of the employment standards, occupational health and safety and liquor laws of the area/province as we grow into across Canada. In addition to this, the team carries the responsibility of making all initial orders to ensure the restaurant has all of the required materials and stock for opening. When not at a new location the position requires for visits to existing locations to ensure standards are being followed throughout the chain, seminars are conducted to ensure all trainers are up-to date on the standards of the company, and the annual menu change is successful. The menu change includes modifying and editing all of the operation and training material, including: - Updating all of the online quizzes for the new hires - Creating tests (one for the food menu and one for the beverage menu) for all current employees in the chain, which is distributed through an online platform- Creating videos demonstrating the new food items on the menu and the new beverage items on the menu. - Updating handbooks, pocket guides and new hire packages to involve the new menu items and take out the deleted items. -Updating the new franchisee test, to ensure we are measuring necessary items required for the successful operations of a location.

Lecturer in - The Zone of Wait Tolerance - Guest Satisfaction - Service Failure and Recovery