Oversee People & Culture function, including recruitment, employee relations, diversity, equity and inclusion, performance management, total compensation, policies & procedures, retention, occupational health & safety, and engagement· Lead continuous improvement of employee experience and HR initiatives/programs, fostering employee engagement, commitment, and awareness of organizational mission, vision, and values· Provide strategic decision support, coaching and leadership across the organization to support the management of team performance, including building shared goals, effectively managing conflict, problem solving, advising, coaching, and providing clear feedback· Responsible for execution and application of compensation strategy; acting as a resource for Finance, Payroll and Operations management

Create and execute HR policies and procedures, including career development reviews, attendance management, disability management, employee recognition. Manage employee benefits programs, including compensation, health insurance, EFAP, wellness program, vacation, and other personnel packages.Lead recruitment efforts, including recruitment and retention strategies, as well as employee onboarding and offboarding.Ensure legal compliance by monitoring and implementing applicable HR federal and provincial requirements, conducting investigations, and maintaining records.Develop HR key performance indicators for management, and reporting on KPI and ROI for HR programs. Identify and recommend areas of improvement to executive group.Lead and develop office staff. Manage payroll process and HRIS systemAdvise executive team on all matters related to HR, including severance and retirement packages, policies and procedures, and best practices. Advise on Covid-19 government regulations and requirements.Work with union to resolve grievances and negotiate contracts.

Review process for yearly career development reviews and work with managers to identify barriers within the CDR process. Create a strategy to ensure yearly CDR’s are completed for every employee within the organization. Ensure there is a system in place to properly document each review and proactively prompt management and employees when a review is due. Set up review schedule for managers.Attendance and disability management- Develop a disability management program with emphasis on attendance management, WCB, and graduated return-to-work.- Develop a process for WCB claims to ensure claims are tracked and employees are followed using the disability management process. - Develop a return-to-work strategy that effectively communicates with the disabled employee and their care providers to ensure treatment plans are in place and that a successful return-to-work plan is developed. - Develop all necessary documentation needed for a comprehensive disability management program.- Attendance management process review. Create strategy for absence trigger review and create process to improve attendance. Internal changes in employment status - Develop process flow for employment status changes to ensure timely and accurate updates. - Review termination/exit strategy and create an exit process that includes an exit questionnaire and the return of property. - Letter of offer: Review and ensure they are on file for employees & signedReview employee files- Ensure that all necessary documentation is in place and review process for converting hard copy files into electronic Staff Schedule Care system. Orientation Program - Review and amend employee handbook.- Develop a strategy for orientation and streamline process (electronic system – videos vs. corporate orientation). Assist with Hiring (while reviewing the process and flow)- Review applications- Schedule interviews- Reference checks- Documentation and orientation of new employees

Senior administrative leader with a focus on organizational effectiveness, operationsmanagement, special projects and implementing best practices.• Developed guidelines for HR operations and managed effectiveness to ensure thatstrategies and services were contributing to the department’s vision and were inalignment with the mission.• Researched and implemented a learning management system to facilitate employeeand faculty continued professional development as well as the production ofeducational modules and innovative learning opportunities.• Advised the executive committee members and senior leadership professionals oncollective agreements and HR best practices.• Oversaw the RFP and tender process for all capital projects.• Conducted needs assessments and gap analysis for many different groups within theorganization to determine strategic priorities. Developed project scope byidentifying expectations, objectives, constraints, benefits, costs, work schedule andrelated risks.