Partners closely with the leadership team to help create a high performance work culture that aligns and supports our goal of being an "employer of choice". Supports human resources related initiatives including recruitment, talent management, organizational effectiveness, compensation, performance management, benefits and learning. Plays a key role in maintaining positive team member relations while supporting the change management activities of our critical operations.

Sole local Human Resources presence in the Western Region supporting the VP of Operations for the Western Region and the Metro Logistics Inc. Management team located in Calgary, Delta, BC and Henderson Nevada.- Provide support and guidance on HR guidelines, practices and company policies within the context of employment standards and human rights legislation.- Facilitate disability and Workers Compensation claims management and return to work programs.- Develop and update employee policies and handbooks as required.- Coach supervisors and managers through employee relations issues.- Conduct complainte/harassment investigations, report findings and provide guidance for solutions.- Facilitate execution of Performance and Compensation review process.- Lead talent assessment and succession planning initiatives.- Lead Workplace Health and Safety initiatives and Joint Health and Safety Committee.- Provide full cycle recruitment suport including creating and implementing sourcing strategies, screeinging resumes, conducting interviews, providing input into the selection decision, checking references and developing and presenting employment offers.- Develop and conduct On-Boarding orientation to ensure a consistant and positive new hire experience for successful retention.- Create Conduct and/or procure appropriate training for line staff and management.- Ensure corporate programs are set-up and maintained in the region.

Provide guidance, advice and support to Executive on employee relations issues as a member of the management team for RGO Edmonton.Deal appropriately with confidential material and communications to maintain trust and uphold privacy legislation requirements.Advised and supported Executive through a difficult management termination for cause issue.Reviewed policies, revised and developed in response to changes in legislation and to support organizational objectives.Review compensation surveys, analyze market trends and identify internal equity issues.As Chair of Health & Safety Committee, provide leadership and support to committee members to meet organizational objectives. As a certified safety auditor, coordinate the Certificate of Recognition (COR) audit and initiate appropriate improvements.Manage STD, LTD and WCB claims including coordinating with insurance provider, regular contact with employees on disability and coach Managers regarding on-the-job, pre-disability, disability, or return to work issues. Instrumental in establishing a revised STD program resulting in improved decision making and reduced costs.Collaborate with hiring managers to revise and maintain job descriptions, facilitate and assist managers with screening resumes, interviewing and selection decisions.Develop and deliver training programs such as Progressive Discipline and Respect in the Workplace to promote consistent discipline and adhere to an effective process.Develop and conduct On-boarding Orientation to ensure a consistent and positive new hire experience resulting in greater retention.Write and publish Human Resources Newsletter for Managers to support leadership as part of a corporate initiative to increase employee engagement.

Converted all employee resumes to WorleyParsons MEG format for bidding purposes. This involved meeting with bid team and individuals to ensure experience necessary to the project was highlighted and represented accurately.Rolled out Corporate Code of Conduct by meeting with groups of employees, reviewing material and answering questions.Identified and corrected over 100 employees salaries which had been increased several months previously and were not updated on their benefit plan therefore affecting their life insurance, LTD and STD.

Supported hiring managers with screening of resumes, interviewing and selection decisions for the Canadian and US operations.Coached managers in the termination process for over 200 Canadian and US employees. This involved calculating severance, establishing termination meeting process and scripts as well as in-person support for managers in the termination meetings.

Developed new hire orientation; employee and leaders manuals and hiring and separation procedures.Developed and conducted corporate HR administrative system training, both one on one and group sessions (20 sessions with 12 students each).Provided HR support to 13 managers in the areas of recruitment, training & development and compensation administration.Developed corporate skills inventory by tracking availability and skill set of employees to determine what resources were available for upcoming projects and to determine what technical training was required.

As a member of the Total Compensation Design Team, conducted surveys on current work practices; compiled market data for HR guidebook; prepared compensation presentations and communications; coordinated focus group meetings; and maintained total compensation web page. Coordinated Corporate Co-op Recruiting Program by building relationships with Universities to source students requiring internships, conducted co-op student orientations and maintained contact with students throughout their internship.Assisted in the termination process including conducting exit interviews.