 Design and develop HR business models, Start ups, NGOs, Compensation & Total Rewards strategies and systems, organizational design structures, open new offices, and brand (or rebrand) work cultures embedding new employment engagement strategies that reflect organizational values in unionized environments Leadership and Executive Coach; Elevate people leadership capabilities through advice, support and coaching to senior level management: legal employment consultation from the HR lens:… Show more  Design and develop HR business models, Start ups, NGOs, Compensation & Total Rewards strategies and systems, organizational design structures, open new offices, and brand (or rebrand) work cultures embedding new employment engagement strategies that reflect organizational values in unionized environments Leadership and Executive Coach; Elevate people leadership capabilities through advice, support and coaching to senior level management: legal employment consultation from the HR lens: Employment Engagement and Labour Relations, Contingency Planning, Performance management strategies, and compensation (competencies), policy development & training, restructuring/efficiency programming, and strategic planning Show less

 Reduction of employee attrition, complaints, investigations, and grievances through strategic counsel and support to senior leaders on critical people practices Drive leadership capacity through creating exhaustive robust training curriculum to manage and engage staff to reduce escalation of complex employee relations issues in Unionized environment Develop Organizational design and Total Rewards Compensation Competency model  Designed and implemented contingency planning for… Show more  Reduction of employee attrition, complaints, investigations, and grievances through strategic counsel and support to senior leaders on critical people practices Drive leadership capacity through creating exhaustive robust training curriculum to manage and engage staff to reduce escalation of complex employee relations issues in Unionized environment Develop Organizational design and Total Rewards Compensation Competency model  Designed and implemented contingency planning for critical workforce deployment with sustainable compensation program during COVID-19 Pandemic in a unionized environment Labour Bargaining strategist (CUPE) negotiator Show less

• Design Active’s HR Business Model and brand/culture through strategic HR programming for a diverse growing workforce of 400; o Life Cycle Recruitment strategy, Learning & Development, Performance Management Programming, Policy & Procedures, Global liaison with Joint Ventures in China & India • Provide guidance, counsel, coaching on all complex employee/labour relations issues for all levels of staff (Unifor & Non-Union); seat at the Leadership table and advocate for employee… Show more • Design Active’s HR Business Model and brand/culture through strategic HR programming for a diverse growing workforce of 400; o Life Cycle Recruitment strategy, Learning & Development, Performance Management Programming, Policy & Procedures, Global liaison with Joint Ventures in China & India • Provide guidance, counsel, coaching on all complex employee/labour relations issues for all levels of staff (Unifor & Non-Union); seat at the Leadership table and advocate for employee voice• Develop and lead a team of 4 direct reports aligned with sustainable growth with the organization• Reduce risk and exposure (credibility and monetary costs) across the organization as subject matter expert in HR practices Show less

• Create Artscape and The Bentway Conservancy start-up HR Business Models: strategically align and manage all facets of human resources functions and programming: employee relations, human resource policies, talent management, L&D, performance management evidenced by metrics driven results and a competency-based compensation structure• Provide guidance, counsel, coaching on all complex employee/labour relations issues, producing recommendations and outcomes which reduce risk and exposure… Show more • Create Artscape and The Bentway Conservancy start-up HR Business Models: strategically align and manage all facets of human resources functions and programming: employee relations, human resource policies, talent management, L&D, performance management evidenced by metrics driven results and a competency-based compensation structure• Provide guidance, counsel, coaching on all complex employee/labour relations issues, producing recommendations and outcomes which reduce risk and exposure (credibility and monetary costs) across the organizations• Developing organizational culture through creative employee engagement strategies through cost-effective HR initiatives Show less

• Dual role: Manage the Canadian Human Resources Solutions Team and provide strategic direction for the Company’s Talent Management programs• Mitigate Human Rights complaints and employee relations issues, delegate investigations to direct reports. Directly manage management to senior level management employee relations cases, leave of absence situations, workplace investigations and terminations• Launch strategic talent management initiatives through project life-cycle (research… Show more • Dual role: Manage the Canadian Human Resources Solutions Team and provide strategic direction for the Company’s Talent Management programs• Mitigate Human Rights complaints and employee relations issues, delegate investigations to direct reports. Directly manage management to senior level management employee relations cases, leave of absence situations, workplace investigations and terminations• Launch strategic talent management initiatives through project life-cycle (research, communication strategy, training strategy, HRIS implementation and deployment; Performance Management Newsletter: Coaching, Career Development Plan, Project Management Charter, Employee Engagement Survey, Global Wellness Program, Employment Equity Audit: Federal Contractor’s Program, Leadership Model, Onboarding New Hire Portal, ‘Hot Jobs’ Talent Management Strategy• Policy development; aligned organizational culture with new Canadian HR Policy Manual through benchmark review existing policies Show less

 Implemented the HR function: provide strategic guidance, counsel, and advise on complex labour/employee relations issues with senior leadership & created policies and facilitated organizational training at all levels Grew organization by 75+% within 2 years (100+ hires) Resolved/mediated complex employee/labour issues, conduct investigations into allegations of discrimination, harassment  Created Leadership Training and Development Strategy; launch and facilitated curriculum… Show more  Implemented the HR function: provide strategic guidance, counsel, and advise on complex labour/employee relations issues with senior leadership & created policies and facilitated organizational training at all levels Grew organization by 75+% within 2 years (100+ hires) Resolved/mediated complex employee/labour issues, conduct investigations into allegations of discrimination, harassment  Created Leadership Training and Development Strategy; launch and facilitated curriculum for 4 tier management team Conducted all job evaluations, establish compensation guidelines, create pay equity plan and administration Oversee all HR reporting metrics are compiled by HR team members on regular, on-demand, and ad hoc basis; liaise with Finance for costing for HR budget; headcount, training, including retroactive, forecasted budget  Annual budgeting process: Conduct analysis and reporting of HR Metrics to management with recommendations (as needed) Created Health, Safety & Wellness Program reduced Return to Work time for all WSIB Claims and Accommodation strategies  Lead a team of seven (7) human resources professionals  Labour Relations (OPSEU) Subject Matter Expert for the College: Negotiated Collective Bargaining Agreements Show less

• Effectively partnered with clients for employee relation issues, performance management, coaching, discipline, staffing, compensation/benefits, and training and development and recruiting• Provided direction and counsel on all human resources practices, policies and procedures• Managed the compensation market review process including the reporting and quantitative analyses• Led and co-ordinated the annual and semi-annual salary review process• Established and met hiring… Show more • Effectively partnered with clients for employee relation issues, performance management, coaching, discipline, staffing, compensation/benefits, and training and development and recruiting• Provided direction and counsel on all human resources practices, policies and procedures• Managed the compensation market review process including the reporting and quantitative analyses• Led and co-ordinated the annual and semi-annual salary review process• Established and met hiring targets including implementation of the full recruitment process internationally; managed the foreign worker process (Labour Market Opinion)• Provided timely and accurate HR analytics and metrics reporting on all HR data and communicated results with interpretation to the organization; administration of the annual employee engagement survey; analyzed, interpreted and implemented survey data with client groups to create action plans Show less

* Partnered with client groups to provide strategic human resources counsel and advice on issues related to legal and procedural compliance, employee/labour relations, performance management and organizational design• Investigated wrongful dismissal cases; directly negotiated settlements with dismissed employee’s Legal counsel• Managed and implemented corporate HR objectives and relations with unions (CUPE & ONA; 6 collective agreements) • Managed annual and semi-annual salary… Show more * Partnered with client groups to provide strategic human resources counsel and advice on issues related to legal and procedural compliance, employee/labour relations, performance management and organizational design• Investigated wrongful dismissal cases; directly negotiated settlements with dismissed employee’s Legal counsel• Managed and implemented corporate HR objectives and relations with unions (CUPE & ONA; 6 collective agreements) • Managed annual and semi-annual salary review process; created a new review performance appraisal tool indicating proficiency in core competencies• Provided direction and guidance during changes in organizational processes, operations, planning, intervention, leadership training • Managed and coordinated recruitment for all non-union staff with client hiring managers • Counseled and directly managed Disability and WSIB cases; member of Disability Management Committee (DMC) Show less

• Successfully introduced the HR role to the Eastern Region of Canada, leveraging HR Management, Workforce planning, performance counseling, employee relations and training & development solutions • On site day to day consultation with clients across the region on various employee related issues• Led change in performance management measures through coaching and consultation • Investigated wrongful dismissal cases to reduce cost through effective negotiation• Counseled and… Show more • Successfully introduced the HR role to the Eastern Region of Canada, leveraging HR Management, Workforce planning, performance counseling, employee relations and training & development solutions • On site day to day consultation with clients across the region on various employee related issues• Led change in performance management measures through coaching and consultation • Investigated wrongful dismissal cases to reduce cost through effective negotiation• Counseled and directly managed disability and WSIB cases• Organized and managed the recruitment of new communities in the East, including creation of all job descriptions, postings, and career fairs, conducted interviews for all levels of the organization • Led organization through first Application for Certification with a Trade Union (CUPE) and negotiated First Collective agreement within one of the organization’s communities • Strategically implemented proactive measures to limit Trade Unionization to grow in the Eastern Region Show less

• Counseled all client business leaders to provide sound employee relations counsel, talent management, performance enhancement advice, coaching and support• Conducted investigations as appropriate with regards to issues and complaints ie., harassment, theft, compliance and employee related issues• Partnered with the Rewards and Recognition team on compensation and job evaluation issues• Led Succession Planning process • Managed and coached two (2) direct reports