- Core duty to maintain and manage the HRIS system (UKG Pro), which involves updating deductions and earnings, developing GL rules, creating new jobs, troubleshooting HRIS problems, generating import templates, developing & maintaining hundreds of Business Intelligence (BI) reports, among other things- Responsible for reviewing major releases, investigating features that the HR Partners are interested in, creating test cases, and ensuring all changes are properly tested, approved, and implemented into our production environment- Work with the support case workers and developers at our UKG vendor to troubleshoot day-to-day problems and develop, test, and implement custom solutions related to benefits interfaces, salary planning, 401k plans management, imports of employee data, etc.- Lead monthly process meetings with the HR department to identify areas of inefficiency, encourage discussion, and develop solutions and best practices going forward- Supported the mass import of employee data due to multiple mergers & acquisitions which included the scrubbing of data, testing, and post-implementation data validation- Coordinated our Annual Cycles program, which includes performance management, salary/merit planning, and bonus planning (cycle runs from mid-September through to early-March)o Delivered training to the HR team on the various Annual Cycle componentso Created a consolidated calendar to map out the deliverables and deadlines for each organizationo Lead weekly virtual meetings where we discussed last week’s deliverables, what’s on the horizon for the next month, and required action items to keep the multiple teams on track

- Work in the Human Resources Information Systems group (HRIS) as the reporting and data prime- During 2014, worked with the team to launch our new HRIS system - Workday- As part of the Workday project, worked with various stakeholders to develop Workday reports to address the needs of HR Business Partners, Compensation, Benefits, Real Estate, Finance, Stock Admin, Internal and External Audit, etc.- Analyzed and identified data integration errors and issues involved with data migration from the Oracle system to the Workday system- Delivered training on how to use the new system and run reports- Addressed and resolved report issues, created new reports based on new developments and requirements- Continue to identify reporting needs from the HR organization and develop the Workday dashboards and reports for implementation- Conduct testing of all custom Workday reports and calculations every six months when Workday updates are released- Responsible for all data analytics for special projects, including government submissions of headcount numbers, workers compensation, affirmative action/equity submissions, merit and bonus programs, performance reviews, goal setting, etc.- Currently part of a project team developing a core set of reports and dashboards that will help drive business decisions around our workforce and talent - examples include: # of open positions, headcount trending over last rolling 13 months, time off accrual and liability, etc.

TALENT ACQUISITION- Recruited new grads and co-op/interns for Ciena’s major Canadian sites in Ottawa and Montreal- Ran a new grad hiring campaign for Fall 2010 and Fall 2011 – attended university career fairs, screened hundreds of resumes, organized a four-day face-to-face interviewing event for 60-70 candidates and 20-30 managers; typically filled 85-90% of all available new grad positions from this event alone- Ran a co-op/intern hiring campaign Winter 2011 – posted positions across ten Canadian universities, and screened fifty resumesDATA REPORTING & ANALYTICS- Responsible for running four weekly global reports that track company headcount, open positions for hiring, filled positions, and employment terminations- These reports were used by global HR leaders in the company as a benchmark for decisions regarding issues like salary increase, hiring, and budget- Other reports included: years of service recognition, turnover, employment equity, new grad compression, exit interviews, employee and manager list for internal comms, etc.- Completed analysis on budget vs spend for global merit & bonus programs, analyzed ratings distribution during the annual performance review period, and tracked completion rates for goal setting

EMPLOYEE RELATIONS- Shadowed fellow employee relations colleagues on their various cases- Updated voluntary resignation/retirement severance package documents for Canada and the US by working with ER experts and Legal, overall reducing its complexity- Trained myself and others to use the new internal tool to process outplacement service fees and resolved the 80 transactions which had backlogged for over three monthsCOMPENSATION- Submitted salary surveys and analyzed the data to determine the pay ranges for entry level employees in Canada and the US- Analyzed and presented findings regarding the total compensation structures for employees in Argentina; tracked trends in salary increases, bonus payments, and performance- Helped launch a global recognition program by creating training materials for managers and employeesNEW GRAD RECRUITMENT- Assisted with the North American new grad recruitment campaign for Fall 2008- Worked with external vendors to create the marketing materials; two pop-up booths, five banners , 20,000 brochures, and 10,000 water bottles- Led for the Campus Ambassador program, which hired Nortel interns to represent the company year-round when they returned to school- Handled the logistics of attending university campuses for career fairs and info sessions and screened over 200 resumes- Analyzed Nortel’s 725+ new grad employees hired between 2006 and 2007 in North America; looked for trends in performance, identified gaps, and made recommendations for future university recruitment processesM&A INTEGRATION ANALYST- Supported the Metro Ethernet Networks (MEN) business during the Stalking Horse process when the business was being auctioned off by Nortel; winning bidder was Ciena- Maintained the list of over 2000 employees in the MEN business who would potentially be part of the sale of the business; made updates daily, tracked statuses of all offers made- Worked with the IT departments in Nortel and Ciena to transition employee data

Summer position at Cara Operation, working in their Compensation department