Have been held the CPHR designation since June, 2013

Project Management• Project manager that led annual in-person and virtual conferences for 300+ students, employer representatives and alumni• Led cross-functional team of 10 in creating Workplace Success Modules and exercises for online pre-employment training • Recruited 250 - 300 co-op students each year through facilitating program informational sessions, revamping assessment criteria, conducting application reviews and intake interviewsContent Creation• Initiated, created and facilitated new workshops for 200 – 300 students and once achieved 51% rating in "Excellent" (the highest rating in the history of the program) and 98% rating in "Excellent and Good combined", which was a 27% increase from the previous workshop before my time; My session was once voted as the “most useful session” among all other five main sessions at a conference by 200+ undergraduate co-op students • Invented the "Think-Learn-Apply" model when creating online training modules, which empowered students' self-directed learning through interactive content before starting their first full-time professional co-op jobsCareer Coaching and Advising• Collaborated with 1,000+ employers to guide students, specializing in 40 different majors, through exploring their career options across business/private, non-for-profit, and public sectors• Coached students on job searching strategies, effective job application writing and career development tools such as informational interviews and performance plan• Visited hundreds of students in their workplace conducting reflective conversations and facilitating mutual feedback sessions between students and employers to foster proactive learning People Management• Being the direct manager for Student Advisors by providing management support, instruction and mentorship• Conducted full-cycle recruitment, on-boarding and training on Student Advisor positions

• Proposed creative solutions and negotiated new contracts with staffing agencies, which helped the branch to save $14,000 monthly cost on the recruitment of temporary employees• Conducted full-cycle recruitment for the US division and achieved consistent rapid turnaround time• Created and delivered training on HR guidelines & best practices to People Managers• Worked closely with corporate lawyers and managed employee relations cases to ensure Legal alignment, positive employee morale, and meeting business needs• Advised and coached People Managers in planning performance improvement, minimizing leaves of absence, accommodating Gradual Return To Work (GRTW), and dealing with other talent management challenges in compliance with Workers Compensation Act, BC Human Rights Code and the BC Employment Standards Act• Utilized HR information systems such as Success Factors and payroll systems such as ADP and Payworks to support staff management

• Provided HR generalist service to 260 employees and managers throughout the employment lifecycle, which includes recruitment, training & development, performance management, compensation & benefits, collective agreement interpretation, policies and legal compliance with employment laws and regulations• Reduced $9,000 recruitment cost by working closely with the site leadership team to customize hiring strategies• Created and executed new HR programs and initiatives to support the company’s strategic change and the new operational model• Increased employees’ acceptance of the organizational change from 57% to 91% over 6 months by improving internal communications such as Town Hall meetings and Coffee Corners• Coached and offered consultation support to People Managers in resolving various employee and labor relations issues• Coached and trained managers to utilize the new HRIS Workday in bettering daily staff management, as well as implementing strategic talent analysis and workforce planning• Prioritized requests and inquiries from clients and stakeholders to deliver on-time and quality HR services in a fast-paced environment• Implemented People strategies in a unionized environment by collaborating with site leaders to engage and retain talents

• Conducted full-cycle recruitment and on-boarding of 65 new hires in 2013 and 45 in 2014• Hosted around 50 performance management meetings; Developed job-specific Behavior Anchored Rating Scale (BARS) for probation reviews and annual evaluations • Worked directly with senior executives and managers at all levels; Provided generalist support to 180 staff regarding HR procedures and policies, legal compliance, career development, compensation and benefits, discipline and dismissal• Ensured 100% training target achievement in both 2012 and 2013 with BMW Group; Designed annual learning plan and ensured 100% training target achievement from 2012 to 2014 being solely responsible in the Training Manager role reporting to the BMW Group• Facilitated organizational change, organizational design and the rolling out of the new compensation structure in 2014• Facilitated Town Hall meetings and Employee Recognition events• Created 5-year business forecast presentations and reported on daily Sales Revenue and Gross Profit for senior management to monitor the well-being of the business, which were beyond HR duties

• Developed a performance management program which aligns individual performance goals with corporate strategies through 10 leadership competencies and 50 behavior indicators based on industrial research, focus groups and project meetings in a team of 10 senior managers.•Built Professional Development Toolkit and Competency Self-assessment •Conducted multi-facets data analysis around employee online surveys with a sample size of 150; presented findings and recommendations for senior leadership team to consider•Created three inside sales training modules for the distribution sector •Researched on “best practices” to assist HR with understanding emerging trends, such as social media, that impact talent acquisition, deployment, development and rewards•Ensured HR activities are in compliance with legal requirements by systematically researching and compiling documents of employment laws and sharing the knowledge on HR SharePoint•Liaised with vendors, coordinated conferences and acted as one of the 5 decision makers in selecting a talent management consulting company for employee engagement survey