Debbie Johnson Email & Phone Number

Create, implement and manage all facets of recruiting, onboarding and performance management processes for Donaldson James’ client in the technology industry.

Calgary, Canada Area

As a member of the Senior Leadership Group, participated in workshops to develop Ethier’s three-year strategy framework. Selected to co-lead the HR and Change Strategy team responsible for developing and ensuring the HR and Change execution plan was in place to move forward with the strategy. Driving force behind the review, finalization and implementation of the improved Ethier Values. Influenced Ethier’s Office Manager to join me in leading the “Ethier Values Challenge”, an interactive contest in game show format for all team members designed to encourage and ensure the Values remained front and center throughout the work day.Working closely with the Partner for Corporate Services and Resourcing, created the change management strategy and communication plan for the roll-out of Advisory & Consulting Services. Collaboratively built the Resource Management plan for Advisory & Consulting services, created Services Director position descriptions, and researched compensation data for a variety of roles providing a comparison and pros & cons information sheet for full time employee and contractor costs. Actively involved in streamlining and improving the efficiency and understanding of a variety of HR processes. This included the Referral Reward Program, Resource Management process for consultants on the bench and Services Team Code of Conduct. Drawing on input from the recruiting team, corporate services, sales and delivery assurance, developed the Orientation presentation for new consultants, from inception to implementation. On a continuous basis, identified and introduced senior PMs, BAs, and Organizational Change Managers to Ethier, interviewed candidates (first and second interviews), checked references, informed candidates of offer to work with Ethier or reasons for not moving forward, and provided Orientation to new consultants. Represented Ethier in a professional manner at a variety of Calgary based recruiting and networking events and groups.

Calgary, Canada Area

Member of the Calgary Senior Management team, providing input to Talent Enablement, Performance Management, and Promotion processRevitalized and managed the Career Mentor program in Calgary, worked closely with mentor group, introduced the program to new employees and implemented process to ensure all new employees had access to a career mentor.Provided resource management and recruiting expertise to support the Resource Manager, Delivery Manager, Sales and Site Managers to ensure staffing levels were consistent; sourced, screened and interviewed Project Managers, Business Analysts, and Developers, participated in RFP processes. Supported the staff augmentation Division of Fujitsu, tasked with developing candidate pool. Worked closely with the HR and Legal team in the transfer of employees from Fujitsu’s India office for projects in Ottawa and Saskatoon.Trained as Super User on Fujitsu’s Resource Management System and new processes, rolled out across Canada in August 2012 and integrated with Taleo. System incorporated finance, project information, position requirements, all information relating to Fujitsu resources, and enabled searching and posting through Taleo of position requirements.

Calgary, Canada Area

Developed and implemented recruitment process which included internal postings, referral bonus policy, and interview tools. Created Orientation Program approved by four Operating Company Presidents, rolled-out and facilitated program.Established and delivered workshops and lunch and learn sessions for employees on a variety of topics including education on UBG's benefits program, interview training for Managers, and employee engagement sessions.Led a team-building and team objective setting workshop, providing a safe environment for a disjointed group to dialogue, address issues and establish a plan for moving forward.Conducted Performance Management training, responsible for the creation of documents and administration of on-line performance management system (Halogen).Identified areas for improvement on the HRIS and worked closely with the Developer to ensure the system provided value to Managers and employees. Provided company-wide training on HRIS.In conjunction with the Director, HR, created HR policy documents in preparation for the launch of UBG’s Intranet.Provided coaching to all levels of employees within seven Operating Companies, (approx 400 employees). Worked closely with Presidents in dealing with HR related issues.Constructed severance formulas and participated in the delivery of lay-off notifications to employees, ensuring each individual was treated respectfully, professionally and equitably.Payroll (ADP) and Benefits Administration in absence of Payroll & Benefits Administrator.

Calgary, Canada Area

Successfully sourced, interviewed and placed IT professionals in both full-time and contract positions within Calgary and B.C. utilizing on-line job search tools, in-house database and word of mouth referrals from contractors and clients. Account management of large clients, focusing on understanding client needs, providing high calibre candidates, and working with the client to meet their IT commitments.Within the first year, received “Elite Top Gun Award” in recognition of outstanding performance.

In this management role, key accomplishments included: Within a one-month period, developed workshop material, facilitator notes and a participant feedback process for a series of seven workshops. Eliminated a backlog of 36 workshops within the first 3 months of hire, while leading a culturally diverse 8-person team to consistently produce 28 workshops a month. Workshops delivered in Mandarin, Cantonese, Vietnamese, Punjabi, Spanish, Russian, Serbo-Croatian, Arabic and EnglishRecommending and implementing improvements to hiring, performance management and time and attendance processes. This resulted in a consistent, equitable, measurable, and competency based focus in the hiring and performance management programs. Updating the Policy and Procedures manual for the Employment Resource Department, including a complete re-write of the Database Instruction Manual, providing new and current employees with up-to-date resources to access and utilize.