Project managed global employee engagement survey, EVP (Employee Value Proposition), RFP for Global Mobility and EX team for 28000 employees by leading a cross-functional team of employees in US, Canada, Australia, Brazil and Argentina.Problem solved for inconsistent performance management by redesigning the process to create a user focused system by leading a team of business leaders on goal setting, ongoing conversations, and annual review processes to develop a program that coaches and develop our talent for the future.Developed Nutrien’s EVP (Employee Value Proposition) by consulting with internal stakeholders to negotiate and align multiple perspectives of HIPO’s (High Performance talent), Employees who are engaged, diverse employees through focus groups, world café’s and surveys understanding the attributes important to employees.Designed employee listening activities (engagement survey, onboarding, exit, stay interviews, pulse checks) to keep a pulse check on feedback throughout employee’s journey at Nutrien and analyzed results creating action plans.Research CEB Gartner, attend Mercer seminars, develop understanding of Korn Ferry leadership competencies, employee experience conferences and training to stay current with HR trends and new ways of working and competing for talent.Regularly coached General Managers, Superintendent, Regional Managers on improving employee experience and taking actions based on listening activities for their groups identifying areas of opportunities to effectively communicate, living our values, demonstrating culture of care, using current programs of Recognition, Performance Management etc.

Managed Performance Management process for 27000 employees from goal setting, mid-year reviews to year-end process by partnering with employees in North America, Europe, LATAM and AustraliaPartnered with the business leaders in Nitrogen, Phosphate, Potash and Retail to ensure the successful execution of Nutrien’s Workforce Strategies, most specifically related to Employee Experience.Collaborated with business leaders to rollout our culture by communicating with employees our mission, values, principles and how to embed them in our day-to-day work, recognition, and reward strategy through YPN, Performance Management etc. Act as a subject matter expert and main point of contact to business partners and leaders to conduct employee listening activities such as global engagement surveys, focus groups and 360 feedback exercises. Design, optimize and deploy the content of programs and processes contributing to talent development (workforce planning, welcome and integration program, performance management, internal mobility and career path);Partner with managers and HRBPs in preparing development plans and ensure follow-up and Participate in developing and implementing talent retention and engagement strategies.Lead the roll out of performance management in Australia by partnering with SME in NAS Australia, HR Team and Employee Experience Lead. Develop process for off-boarding survey/interviews by working with IT on creating a technological solution and implement across all business units.Support the objectives of Nutrien’s workforce strategy, with a focus on enhancing the employee experience through employee listening, onboarding, wellness, performance management, recognition, and cultureCollaborate with HR Business Partners to support the design, development and implementation of a globally developed and delivered onboarding program

Provide mentorship to employees, including within the branch, who are taking on unfamiliar or stretch roles that support workforce planning and development branch initiativesAssists HR Business Partners and Managers in developing career paths for the organization to support employee growth and developmentAct as the focal point and primary facilitator for stakeholder input on all organization and talent management initiatives and solutions.Advised clients during business initiatives of operational excellence, zero based budgeting, non-manpower fixed cost review to navigate change by providing options. Lead mobility function during Agrium/PCS merger to form Nutrien. Facilitated organizational design process by working with team leads and business partners on creating new org structure during Agrium/PCS merger. Analyzed and developed mobility metrics to advise business partners on their functions spend volume using reports vendors and benchmarking data from Saratoga, CEB HR Leadership Council. 
Project managed RFP for immigration, taxation and relocation services by assisting in development of SOW (scope of work), response evaluation, establishing SLA/KPI’s resulting in savings of $750K over 3 years.

Created Pension and Benefits benefit load rates budget guidance for business. Prepared presentations on diagnosis for STD, LTD, EFAP. Assisted in development and implementation of new expat payroll tax process including providing oversight of preparation of quarterly foreign tax liabilities. Managed all immigration matters for US/Canada and International. Analyzed and prepared Attrition report highlighting voluntary resignations over certain pay band for compensation director. Developed benefit load rates quarterly and provided adjustments for variance over a threshold. Participated as a Project Coordinator in RFP for immigration, taxation and relocation services and contract review. Assisted with development of scope of work, identification of vendors to receive RFPs, development of evaluation criteria and helped to final scope, offerings and service levels for selected/confirmed vendors. Participated as a project coordinator in review of key Agrium policies and ensure alignment with Agrium TR philosophy and appropriate positioning within market. Lead the employee global mobility survey and testing by working with consultants.

Developed Total Rewards intranet content in support of communications initiative. Published content for HR Service Center, Pension and Benefits, Compensation and Payroll on Agroutes. Coordinated Total Rewards preparation of geographic expansion and RFI for payroll options. Reviewed questions for global payroll provider in progress. Developed and produced total rewards and global mobility metrics on quarterly basis.Defined and developed Agrium's Global Mobility website for various audiences including business travelers, Cross Border transferee's and International Assignees. Prepared Cross Border survival guide/roadmaps.

Took and filled out requests for permanent placements, including obtaining an accurate work description from the customer and completing profile order form.Liaised communication with clients human resources department, hiring managers and candidatesthroughout the recruitment process.Prepared letters of offer to our candidates on behalf of customers, utilizing Avionte to enter all necessary information for candidates and customers.Carry out full recruitment cycle from job posting

Communicated to hiring managers and candidates the progress on their hiring requisition along the recruitment cycle using applicant-tracking system such as MaxHire, Taleo etc. Carry-out Administrative duties that support the recruiting function including scheduling interviews, setting up testing, posting jobs and reference checking Participate in and provide support to HR policy development by consulting with managers and supervisors.Ensure compliance with provincial/federal laws and regulations relating to employment standards, human rights, privacy legislation and employment equityAssist in business development by networking and providing ideas for expanding serviced in HR Consultancy. Conduct full cycle recruitment, liaising with hiring managers, job postings, candidate screening and interviewing, negotiating and preparing offers, onboarding and reference checking. Prepare blurbs and candidate profile before presenting them to clients and placing right people in right jobs. Match skills and experience listed on resumes to open requisitions Develop, execute and maintain candidate pipelines and sourcing plans based on business and hiring needsServe as point of contact for candidates throughout the staffing processAssist with research on special projects as required

Monitor the recruitment and ensure that all the staff are recruited for the new $50-$60 mn store opening in Birmingham. Working with the Partnership Manager in order to deliver the project of recruiting 20% of long-term unemployed with the government. Organising and running assessment centres, Screening and Interviewing candidates for the various roles in the store. Provide Interviewing skills workshops for the managers to ensure that candidates have a consistent and pleasent experience. Using labour turnover history and targets to anticipate recruitment needs. Working with Compliance and Personnel Manager to understand future projects that may reduce the department hours and therefore the need to recruit for specific department vacancies.Carrying out Induction training sessions for all the new staff joining Tesco. Organised health & safety, customer service and cross-cultural training for all new hires. Coordinated with union representatives, security manager to deliver training sessions in their area of expertise. Maintain and keep employee training records up-to-date for audits. Prepare material and deliver new-hire orientations to a group of 15-20 employees.

Key Responsibilities: Processing payroll worth £3mn every month for Northern European countries including UK, and Nordic countries. Took initiative to work on a project researching universities in emerging countries such as UAE, Poland etc for a staffing team and attracting future graduates which was beyond my role and responsibilitiesMonitoring indicators for EMEA region and working on projects to optimize business processes resulting in time and cost savings of £600.Developed a Statutory Maternity Pay tool using Excel for calculating maternity pay for employees. Achievements: Exceeded Expectations in my review.

Assist in provision of all transport services to Adults and Communities. Liaise with Revenues & Payments department to reconcile payments on monthly basis.Serving varied group of customers from service users to social workers at different levels.

Preparing Standard Intelligence Packages for Income and Corporation tax purposes by extracting data as appropriate onto IT systems, databases, and electronic packages.Liaised with DWP (Department of Works & Pensions) Officers in their fraud investigation cases by providing relevant information and analyzing data from different sources.