Ed Kamps, M.Ed Email and Phone Number

Facilitate learning, including on-line delivery approaches, for students in introductory level HR credit courses.Promote team work and a collegial learning environment among learners.Identify applications of HRM theory to various types of organizations and organizational issues.Encourage students in their application of course concepts to their own experience and their career plans.Coach students on HR business case competitions (Mount Royal team placed 2nd among 17 universities in both the 2018 and 2019 HRC West: Western Canada`s Premier HR Case Competition)

Directed a continuum of human resources support services designed to attract and retain a dynamic, high performance work team to an organization of approximately 55 staff with an $8.5M budget. Provided leadership in compensation and benefits, recruitment, retention and engagement, performance management, organizational effectiveness, staff training and development, health safety and wellness, and facilities management.• Achieved recognition as one of Alberta’s Top 70 Employers for 2016• Consistently out-performed sector comparators in absenteeism, employee engagement and turnover rates• Redesigned the performance management system to focus on on-going feedback through monthly check-ins and quarterly reviews• Restructured the staff salary structure to ensure internal and external equity• Conducted a review of the benefits program resulting in a move to a new benefits broker and carrier, at significant savings• Developed a business case and project charter to implement an HRIS• Led the implementation process resulting in achieving accreditation from Imagine Canada’s Nonprofit Standards Program for demonstrating organizational excellence.

Managed a seven employee Learning and Development function for a major industrial maintenance provider employing over 700 unionized and non-unionized employees. Focused on safety training, technical competency training and leadership development, with particular focus on transfer of learning using mentors.• Successfully managed high volume training during critical shutdown/turnaround outages on several oil sands sites in the region• Increased operations management capacity by providing a learning and development perspective to operational performance issues during weekly operations meetings• Ensured employees were competent and compliant with regulatory requirements by implementing a division-wide skills matrix as input into training plans• Improved training effectiveness by implementing adult learning theories and techniques into the classroom, enhancing transfer of training back to the workplace and developing a field assessor/mentor role to provide follow-up training and coaching in the field

Instructional design and development for the Leadership module for the Better SuperVision program. Taught over 500 foreman/supervisors in the unionized construction and maintenance industry in Alberta.Topics included teamwork, conflict management, listening skills, providing feedback, giving directions, learning styles, conducting effective meetings (including tool box talks and safety moments), motivation, and mentoring. Consistently rated one of the top instructors.

Led the Human Resources/Labour Relations function for this maintenance contractoremploying 250 craft and 50 staff in fly-in/fly-out operation. HR department of six; focused onlabour relations, recruitment and safety training.• Advised on disciplinary issues, such as safety infractions, conducted investigations, terminations and exit interviews• Increased employee safe behaviors through a bonus system based on measurable safety-related behavior and reporting• Successfully managed company-union relationships, and conducted productive contract negotiations and grievance reviews • Enhanced leader and employee capability by implementing a Maintenance Management Professional (MMP) Certification Program for supervisors and planners, pinpointingdevelopment areas for trades persons’ technical competencies, and facilitating Industrial Construction Crew Supervisor certification • Strengthened managers’ people processes by facilitating the succession planning process with the site manager, conducting weekly leadership meetings with shift leaders, and leading the annual Performance Development Plan process for staff employees• Brought in savings of over $100k annually by establishing a safety training function, ensuring all workers were in compliance;