Erin Paugh, Cphr Email & Phone Number

• Diagnose organizational effectiveness and identify gaps and opportunities that impact business results• Focus on strategic issues and activities that flow from the people strategy• Support culture and talent outcomes in support of strategic objectives• Lead HR cycles such as performance management, compensation, career development, workforce planning and succession planning• Coach leadership to enable team effectiveness and leadership alignment sessions• Facilitate talent pipeline conversations• Design and quickly implement solutions that cut across multiple disciplines; even those beyond people and organizational solutions• Maintain strong relationships with COE’s and labour relations, employee relations, OE and Talent Acquisition teams• Design and quickly implement solutions that cut across multiple disciplines; even those beyond people and organizational solutions• Serve as the HR lead on medium to large projects both within the business and across the functional groups

Calgary

• Facilitated Practitioner of Change business systems framework sessions for business unit groups to identify high-functioning areas and potential improvements and evaluated workflows to ensure role-related tasks enabled overall organizational goal obtainment.• Supported 580 employees in Encana’s Northern Operations Team. Led clients through annual HR cycles including performance calibration, compensation planning, employee development and goal planning, workforce planning, and succession planning. • Key contributor to High Performer Development Program project. Provided input into annual development offerings for high performers and acted as liaison for HR Advisory team. • Provided one-on-one coaching and tailored development planning support to employees identified as high performers/succession candidates. • Supported staffing initiatives for three new gas plants in Dawson Creek, hiring nearly 100 employees and contractors combined within seven months, and tracked against workforce plan.• Contributed to the successful divestiture by collaborating with leaders to determine employees transitioning to the purchaser or relocating internally, providing buyers with relevant compensation and HR policy information, and completing substantially similar test.• As member of the Wellness Design Program project team, assisted with definition and scope of Wellness to ensure alignment of offerings with total compensation and benefits strategy.• Delivered 15 Respectful Workplace sessions in the field in partnership with the Ethics & Compliance team, ensuring concepts were understood by employees and contractors as required by legislation. • Liaised with Legal and HR teams to resolve employee relations issues and participated in investigations.• Maintained up-to-date knowledge of and ensured compliance with Provincial and Federal legislation.

• Contributed to the successful launch of the PrairieSky IPO. Estimated total G&A costs of new organization based on number of employees and skill levels required. Partnered with leaders to determine organizational structure of each group and produced resulting organization charts.• Partnered with leaders in diverse client groups to implement reorganization initiatives and met reduction targets.

Calgary, Canada Area

• Fully accountable for accurate and timely entry of employee data into HRIS regarding hires, terminations, organizational changes, and leaves of absence to ensure payroll deadlines were met and organizational charts accurately reflected changes.• Provided ongoing support to HR Advisor and their client group(s) by providing employee data, generating Excel and DAS reports and analysis, and answering employee queries regarding benefits, payroll, and HR policies on Advisor’s behalf.

As a participant in Shell’s New Graduate Development Program, rotated through HR functions to gain broad-based knowledge and experience. HR Analyst 2009 – 2010• Analyzed age and service profiles of all employees in the Heavy Oil team at the Scotford Upgrader to determine succession planning areas of risk.• Supported staffing of largest turnaround in Shell history by sourcing and organizing the secondments of existing employees from global Shell sites to Scotford. • Developed comprehensive diversity action plan in partnership with colleague to improve gender diversity in hourly roles.• Posted positions and updated status of job requisitions in iCims, coordinated/conducted interviews and reference checks. Assisted site-based Recruiter with running candidate assessment centersRelocation Analyst 2008 – 2009• Approved international and domestic relocations, advised staff on relocation policies and developed process to track exceptions made, and reviewed and approved invoices for moving expenses. • Completed detailed comparison of six relocation policies, recommended amendments, and mapped relocation processes to enable successful transition to off-shore service desk.Compensation Analyst 2008 • Collected, organized, and verified employee information and prepared data for submission to Mercer and Towers for participation in annual salary surveys.• Supported HR Advisors and leaders with performance calibration and compensation planning.• Utilized market data to design separate salary structures for new graduatesRetiree & LTD Benefits Analyst 2007 – 2008• Provided information to retirees and support to surviving beneficiaries regarding death benefit process. • Initiated LTD applications with Shell’s provider and worked with accident insurance carrier to ensure correct life insurance waivers were in place. • Administered benefits for employees on LTD and managed rehabilitation hours and return to work programs.

Bachelor Of Commerce (B.Com.), Human Resources

Education record

Exchange Program