Mandate:Leading, creating and developing a talent infrastructure framework to support the organization; assessing and developing employees through the execution of initiatives and programs; providing expert advice and guidance to management and employees regarding talent management, learning and development, succession planning, performance management, employee engagement, recognition, competency frameworks and workforce planning.Key accomplishments in the first year:- Conducted a thorough situation analysis and developed a talent strategy and roadmap tailored to address organizational needs.- Rolled out a Leadership Attributes Model that clarifies leadership expectations at all levels, facilitating productive career conversations.- Designed and deployed a Mentoring Program that enabled one-time and 3-month mentoring relationships across the organization. Achieved high engagement and satisfaction, with one in three employees participating within the first six months.- Deployed and managed a Talent Pilot Program utilizing best-in-class talent assessment and development approaches.- Designed a Leadership Development Approach and implemented learning circles and role-play simulations for all people leaders, achieving a 95% learner satisfaction rate.

HR Management course student survey results:- Instructor's knowledge of the subject - 92% excellent, 8% good- Opportunity for participation and discussion in class - 85% excellent, 15% good"Jansel is extremely approachable, very down to earth, thoughtful and highly knowledgeable. She explains concepts clearly and concisely.""Jansel is passionate, highly encouraging and has done an incredible job of creating a comfortable environment conducive to learning and sharing ideas.""Teach more classes that I can take. One of my favourite teachers (and that's after 6.5 years of university)."“Jansel’s class is very interactive although it's online." - 2020 remote teaching during pandemic

Mandate:Assessing, strategizing, and executing on a broad range of people practices to support College's strategic imperatives and predominantly unionized workforce.Total Employee count: 4,500+Key accomplishments:- Implemented advanced Employee Engagement Survey: Delivered the college’s employee engagement survey using sophisticated online tools and collaborated with divisional engagement primes to develop actionable plans.- Developed a robust Performance Management System: Created a comprehensive performance management approach, incorporating robust goal-setting processes and extensive training programs.- Designed and launched Employee/HR Intranet Platform: Spearheaded the design and deployment of the college’s employee/HR intranet platform as part of a cross-divisional team, enhancing internal communication and resource accessibility.- Designed and led a Job Shadowing Program: Successfully delivered a job shadowing program, providing valuable experiential learning opportunities for employees.- Configured Cornerstone Platform: Expertly configured the Cornerstone succession and performance management platforms to streamline talent management processes.- Developed Covid-19 and Teleworking Strategies: Formulated and deployed the college’s Covid-19 pandemic response and permanent teleworking strategies, supporting over 4,500 employees and 250+ administrative staff with effective tools and resources.

Mandate:Reporting to the CEO, leading a full-suite people practices for a technology start-up operating in Canada and Venezuela. Key Accomplishments:- Defined BlancLink’s Vision, Mission, and Team Values: Collaborated with the leadership team to establish a clear vision, mission, and set of core values that guide the organization.- Enhanced Employee Engagement: Utilized a variety of tools, including surveys, action planning, team discussions, and focus groups, to significantly boost employee engagement.- Re-engaged the Sales Team: Fostered a collaborative, one-team approach by breaking down silos and providing ongoing coaching to both people leaders and employees.- Delivered Comprehensive Training Programs: Conducted training sessions on human rights, harassment, discrimination, and cultural awareness to promote a respectful and inclusive workplace.- Developed and Managed Comprehensive People Practices: Oversaw a wide range of HR functions, including talent acquisition, performance management, learning and development, employee engagement, and recognition, ensuring best practices and continuous improvement.

Mandate:Leading a team, developing and executing on a nation-wide strategy and roadmap on a broad-range of talent management practices to serve 125,000 employees at the head office, retail stores, and warehouses.Key Accomplishments:Talent Management Portfolio • Designed and executed on talent identification, talent assessment, and succession planning approaches and tools to 110+ VP+ and 600+ Director-level employees• Delivered the Executive Talent Review process with solid results at the senior leadership and board level – first time at Sobeys• Developed talent calibration sessions with enhanced methodologies and tools• Launched a Mentoring program for high-potential talent• Launched an MBA scholarship program – nation-widePerformance Management Portfolio - Achievements• Improved mid-year and year-end performance review processes• Performance calibration design and deployment for year-end• Content design of new performance management e-learnings• Developed Sobeys Inc. leadership model and competencies for director, manager, professional, and individual contributor levelsDiversity & Inclusion Portfolio - Achievements• Designed Diversity & Inclusion strategy, 5-year aspirational model, and action planningMergers & Acquisitions - Achievements• Safeway Integration – designed M&A talent management and organizational design framework• Developed and managed talent management project plan for Safeway integration• Conducted talent assessments and provided debriefs to employees People Leadership - Achievements• Built and managed a team of 5 - 4 Managers and 1 Specialist• In one year, improved team engagement score from 2.9 to 4.6 (out of 5)

Mandate:Delivering seamless people processes, methodologies, and tools in all aspects of HR. Over the course of 7 years, assumed various HR roles at Centre of Expertise/OD, industrial relations, and HR business partnership.Total Employee count: 55,000Key Accomplishments:Organizational Development• Developed and implemented Bell's Talent Management philosophy at the company level, defining key elements of talent management including operational tools – enabled process reliability and consistency across Bell and won awards for her achievements• Managed company-wide Executive Talent/Performance Review processes – designed a new Executive talent assessment approach which was considered as benchmark by the CEO and EVPs• Designed Bell wide Competency Model and developed behavioral descriptors for various levels• Managed Bell-wide Diversity Initiative with a focus on Women, Visible Minorities, and Francophone• Managed the Employee Engagement plan for HR and Corporate Services teams leading all aspects of communications, employee recognition, and development portfolios – designed and deployed an Employee Recognition Program for HR, Mobility, and IT • HRMS – Successful implementation of Success Factors Talent profile, Succession Planning, Executive and Next Generation Talent Cards. Initial design and roll out of change management plans - won an award for team achievementStrategic HR Business PartnershipProvided strategic and transactional HR support to internal clients, including Bell Mobility (headcount of 8000) and IT (headcount of 350) groups. Worked closely with senior and mid-level management in executing business goals and developed HR systems to support the business strategies. Provided HR support and counseling to all levels of employees. Mergers & AcquisitionsLed the HR leg of Virgin Mobile acquisition (Call Center and Corporate Groups) with change management, communications, execution plans - integration was completed successfully