Reporting to the Executive Committee, the Vice President, Human Resources (VP, HR) provides overall senior level leadership, delivery and support in the human resources area while providing human resources operational support to the multiple Mayfair locations across Alberta and Saskatchewan. This role responsible for providing strategic leadership, management, and vision on the company’s current and future human resources needs necessary to establish and execute on operational goals, strategies plans, and policies. The VP, HR ensures that the company has the proper workforce planning and development and total reward strategies and programs in place to effectively grow the organization and to ensure fiscal responsibility and operational efficiency. This role also oversees day to day supervision of both the Project Management/Privacy Officer and the Teleradiology & Radiologist Operations Manager. While this role interacts with employees and managers at all levels of the organization, the focus is on supporting the executive committee, contributing as an important member of the leadership team, and providing support and growth for the Human Resources team.

Cindy is the most Senior Human Resources Leader in the organization and reports directly to the Executive Radiology Partner Committee. She is responsible for providing senior level strategic human resources and learning & development planning to support business objectives. Key areas of accountability include: HR Strategy, Employee Engagement, Total Compensation/Total Rewards, Performance Management, HR Operations & Infrastructure, Learning & Development, Talent Acquisition, and Talent Management. Her portfolio oversees a team of six including two Senior HR Business Partners, a Total Rewards Partner, a Talent Acquisition Partner, an HRIS/HR Specialist, and the organizational Project Manager/Privacy Officer.Key successes to date include:• Project sponsor for implementation of Ceridian Dayforce for the following modules: payroll, time and attendance, scheduling, benefits, dashboards, document management, onboarding, performance management, learning management system (LMS), and recruitment• Successfully moved HR team to a work from home environment while maintaining service levels during the pandemic• Led the human resources area during the project to dissolve joint venture IT company and implement new IT solution (project 2-year timeline).• Development and implementation of performance-based bonus program for administrative staff.• Development of benchmarked salary grids for all administrative positions utilizing Mercer in order to ensure market wages are being paid while using a pay for performance system.• Development of monthly HR metrics that are utilized to support decision making.• Key member of Privacy Project initiative where a gap assessment was completed and helped work through all outstanding items in order to prepare and launch a full privacy program to the organization to ensure compliance to PIPA, PIPEDA, HIA, and HIPA.

As a key member of the Senior Management Team and reporting directly to the CEO, the HR Director is responsible for identifying organizational needs and the strategic development and delivery of all core human resources functions within the organization. This ranges from talent sourcing & selection, compensation & benefits philosophy and strategy, talent management, employee engagement, training and development, leadership development, operational policies and procedures, annual HR budget planning and maintenance as well as payroll and benefits. The employee headcount is 300 split between salaried and hourly staff.This position provides strategic direction and management of the Human Resource Team which includes two HR Advisors and a Payroll & Benefits Administrator. For four years, this role also oversaw the Health & Safety operational portfolio including supervision of the Health & Safety Officer.

MNP is a Canadian mid-market chartered accounting and business consulting firm. With over 75 offices and 3000 team members, MNP delivers world-class thinking with local understanding across Canada. MNP has been on the Aon Hewitt Best Employers List since 2009. Functional leader who directed the HR team in this centre of excellence with a centralized total rewards, full compensation cycle and claims management approach to assist with the realization of bottom line results and increased employee engagement to move the firm closer to the achievement of it's vision, mission, values and business strategy. Well versed in the operational elements of a broad generalist portfolio including HR management technologies, compensation strategy and surveys, group benefits, talent sourcing and retention, on-boarding, the annual performance management cycle, employee engagement and policies and procedures including ongoing review related to compliance and improved efficiencies. Continued to work to automate HR processes through implementation of HR technology management solutions including both internal and external vendor solutions.Supervised a team of 5 including an HR Advisor, HR Generalist, Group Benefits Administrator, an HR Admin/Analyst and an HR Social Media Coordinator.Provided senior level subject matter expert advice across all HR related matters to Service Line and Niche Leaders, Regional Human Capital Advisors, and the Senior Vice President of Human Capital.

Responsible for field implementation of the national Human Capital philosophy, strategies and policies to move the firm closer to the achievement of it's vision, mission, values and business strategy. This included the on site on boarding of new Regional Human Capital Advisors as well ongoing mentoring and support of nineteen Regional Human Capital Advisors.Designed and implemented the Regional Human Capital Quality Management Review procedures. All regions are reviewed every three years to determine the effectiveness of regional implementation of Human Capital programming and processes in local offices. This involved the determination of key focus areas, design of appropriate checklists and questionnaires, as well as the preparation of final reports and recommendations submitted to the firm Chief Risk Officer.National office Human Capital lead for all mergers and acquisitions to ensure smooth integration and transition of staff and partners to MNP. This included pre-merger transitional analysis of total rewards package, planning and delivery of onsite team member orientation and integration as a key member of the merger support team. Played a critical role in two significant mergers/acquisitions in Quebec when the firm first expanded their operations to Quebec in 2010.Provided senior level advice to the Vice President, Human Capital, Service Line and Niche Leaders and Regional Human Capital Advisors related to a variety of HR issues including; recruitment, terminations, performance management, total rewards, employment standards, human rights legislation, employee development and succession planning.

Responsible for providing HR Advisor level support to the national office resource and support groups in Calgary (Marketing, Human Capital, Finance, IT and Legal). This included employee relations, performance management, learning and development and recruitment activities.Responsible for researching best practices related to strategy, policies and program development and providing recommendations to the Vice President of Human Capital. One key initiatives was the development and implementation of the firm Wellness Program "Balance@MNP".Worked closely with the Director of Software Development and her team to create an in house HRIS system. Responsible for system recommendations and subsequent testing and field implementation including training and support materials.Responsible for implementing programming changes in the field including design of implementation plans and training of field Human Capital teams. Accountable for training of new Regional Human Capital Advisors across Canada and assisted Lower Mainland offices with day to day HR activities as required. This included annual campus recruitment activities.Responsible for assisting local offices (Partners, Employees and local Human Capital teams) with mergers and acquisitions. This included the analysis of total rewards and providing recommendations for transitional terms and any subsequent integration issues. Typically spent one to two weeks on site leading local office staff on boarding initiatives.

Responsible for site visits to 75 stores and the Calgary Food Centre on quarterly basis to bring the vision of HR to the field. The employee base supported was 1000+.Supported, mentored and provided strategies for District Managers and Store Managers for employee relations issues that included performance management and policy interpretation and application.Prepared labor forecasting studies and completed succession planning activities for all management positions through the semi-annual Human Resources Planning process including 9 Box modelling and competency assessments.Supervised Benefits Administrator who was responsible for payroll management, the administration of group and provincial benefit plans and the management of occupational health and safety claims.Completed annual compensation review for all management and staff salaries.Recruitment across all levels of management including position posting design and placement, interviewing, reference checking and pre-employment testing. Also partnered with local colleges for campus recruitment activities related to the sourcing of Store Manager Trainee candidates.Was a peer leader during the implementation of the Oracle HRIS system. Assisted national office with the testing and regional implementation of the system and fielded support calls from peers as was known to be a a "system user expert" who could provide accurate, on time support.

Responsible for providing employee relations support for 800+ employees across Canada including progressive discipline and succession planning in conjunction with the team of District Managers.Completion of bi-weekly payroll, administration of group and provincial benefit plans, year end T4 processing and reconciliations, and WCB reporting. Successfully organized OH&S committees at store level and prepared materials and facilitated WHMIS training for OH&S compliance.Ongoing recruitment of Store Manager level and Head Office positions.Accountable for planning and management of Head Office Human Resources and Office Administration budget.

Responsible for provision of training to store level accounting personnel across Alberta in the areas of payroll and benefits administration, sales reporting, and full cycle accounting.Provided training and support to local Store Management team in the areas of POS inventory management and loss prevention.Completed annual review and analysis at store level related to all store systems (accounting and inventory management) including recommendations for change.

Responsible for store level full cycle accounting including GL, payroll and benefits administration and played a key role in inventory management and loss prevention procedures.