- Support JDSmith’s continuously evolving and transforming environment. - Provide insight, guidance and coaching on HR issues, ensuring compliance with policies, Employment Standards and other regulatory employment and human rights requirements. - Actively support strategic discussions and transfer best practices cross company; challenge status quo and champion change.- Manage employee experience by supporting and influencing communication between managers and employees through meaningful discussions and effective coaching.- Manage recruitment lifecycle.

• Responsible for the day-to-day operations of the Human Resources department, including HR processes, recruitment and employee relations.• Responsible for the Office Services and Facilities department.• Provided advice and guidance to management on employee relations, performance management, conflict and change management.• Dealt effectively and sensitively with employee issues.• Conducted HR investigations and recommended appropriate action on policy violations, harassment claims, etc.; ensured action was complete and effective.• Managed the recruiting and sourcing process to ensure Echelon secured the best talent available in the marketplace.• Monitored and reviewed the annual performance review and incentive program to ensure compliance and equity within the organization.• Assisted in the development, implementation and execution of programs to drive increased employee satisfaction and commitment levels.

 Provided practical advice and assistance to Management in the areas of employee relations, performance management, progressive discipline, training, consistent and fair policy application and legislation awareness. Promoted a positive, inclusive work environment through coaching and counseling employees, responding to general inquiries and resolving issues in a timely manner and in accordance with legislation and company policies and procedures. Actively walked the warehouse floor on a weekly basis to engage with employees/answer questions, identify concerns.  Assisted in the development and delivery of special projects.  Provided guidance and supervision to HR Administration staff. Investigated and reported incidents including; misconduct, accidents, injuries, complaints, near misses, infractions, and other violations of company policies and procedures; determined the appropriate action to take to correct substandard acts or conditions; followed up to ensure the action was completed and effective.

 Provided Human Resources support at both the strategic and tactical levels. Proactively led, as well as provided coaching and counseling to the business, maintaining a high profile among employees and managers. Implemented company-wide HR programs and initiatives, i.e. employee engagement, global onboarding program, workforce planning, etc. Consulted with employees and managers to address human resource and employee relations issues using a systematic, solutions-oriented approach. Collaborated with other Human Resources staff to deliver Human Resource initiatives in the areas of: Employee Engagement; Succession Planning; HR Self-Service Model; Staffing Issues Coaching; Identification of Training Needs; Training & Development Program Implementation (aimed at meeting business needs); Performance Management, Job Evaluation and Compensation Decisions Coaching for Management; Benefits Communications Support.

 Assisted in developing and maintaining an HR plan to help meet changing business needs and the development of a competitive workforce. Supported management and employees with the interpretation of HR policies and procedures, performance management, staffing compensation, benefits, health and safety. Coached Managers in all areas related to organizational development, including conflict management, performance evaluation, compensation, recognition programs, etc. Facilitated in departmental reorganizations, including job evaluation, ensuring internal and external equity. Lead, motivated, mentored and developed Recruitment Specialist and HR Administrators. Managed disability claims, working closely with provider and employee on more complex files to reduce the duration of employee absences, and ensure costs were contained. Acted as Project Lead on Job Evaluation project, using the Hay Method to evaluate all positions in the company. This included the creation of new job levels and compensation structure. Created and implemented policies / guidelines (paid time off, agency agreement, departure procedures, internal job board, and referral program). Acted as Project Lead in the final phase of an online New Hire Orientation program. Tested modules, revised script, approved audio, conducted demonstrations for senior management, and created employee communications. Created Careers section on Markel website, branding Markel as an employer of choice. Updated Employee Handbook and created handbook for contract employees.

 Provided guidance and counsel to employees and managers on a wide range of HR issues, including: policy interpretation, benefits, performance management, and Associate relations. Created and facilitated a “New Hire Orientation” program, building solid rapport with new Associates.  Created “Associate Reference Guide” and Policy Manual where none existed previously. Assisted in establishing and writing policies for both the Guide and the Manual.  Created new Service Award program, recognizing the significant contribution that employees make in achieving success within the organization. Developed standard recruiting principles: worked with Managers to determine needs and update job profiles; conducted initial interviews; made recommendations, conducted reference checks, made the offer of employment.

 Provided guidance and counsel to management and employees on a wide range of HR issues, including: interpretation of HR policies and procedures, performance management, staffing, compensation, benefits. Established, implemented and communicated standard staffing procedures for the Factory Management Software Division.  Created “Excellence in Action” program, which recognized and rewarded outstanding employees on a monthly basis. Worked closely with managers to manage annual increase budget that includes a “Pay For Performance” compensation strategy.  Participated in Salary surveys and conducted analysis to ensure competitive compensation, in order to attract and retain quality employees.

 Successfully coordinated all Canadian relocation activities for the UNUM and Provident merger.  Coordinated all benefits administration for 250 employees. Supported managers and employees in midst of the merger. Proactively coached employees and managers with issues and concerns, bringing about positive resolution. Prepared severance packages and coordinated outplacement support. Reduced the anxiety and stress employees may have felt by communicating with them on a continuous basis to ensure they were kept informed of all details. Minimized number of merger-related terminations by creating a “Reemployment Pool” and worked with managers to identify alternate internal positions for qualified employees whose position had been eliminated. Interviewed, selected and worked closely with a Benefits Consultant to design a new Benefits package for the merged organizations. Designed a package that was attractive to all current employees as well as new employees without increasing costs. Assisted in communication and clarification of new HR Policies and Procedures for the merged organizations.  Managed “Wellness” program to promote health and wellness in the workplace with the aim of reducing absenteeism.