Lisa Stanley Email and Phone Number

In its 100th year, the Association of Professional Engineers and Geoscientists of Alberta (APEGA) regulates the practices of engineering and geoscience in Alberta on behalf of the Government of Alberta through the Engineering and Geoscience Professions Act.We are the largest association of self-regulated professionals in Western Canada. Our members work in diverse industries, contributing significantly to Alberta’s economic success and enhancing the quality of life Albertan's enjoy.Our main regulatory function is licensing individuals and companies that want to practice engineering and geoscience in Alberta. Applicants and companies that meet APEGA’s standards for ethical, professional, and technical competency earn the right to practice and use reserved titles and designations.APEGA professionals and permit holders—companies and other organizations that practice engineering, geoscience, or both—have a shared commitment to public safety and well-being through the self-regulation of the professions. Serving the public interest is our privilege and our responsibility.This position has the Human Resources Manager responsible for the operational management and day-to-day implementation of human resource initiatives, programs, policies, and projects that will enable APEGA to meet its strategic and operational goals and objectives.As a key advisor and business/operations partner, I proactively support APEGA executives, directors, and senior leaders in providing advice and guidance on Human Resource matters and providing operational leadership of comprehensive human resource services. Overseeing the day-to-day delivery of all human resource services to APEGA, this role acts as an expert resource to the management teams across the organization by providing advice, guidance, support, and education on HR processes, best practices and issues management.

Carlson Construction has 93 years of proud history in building construction excellence. Our culture is driven from our collaboration, respect, development and support of our people in all areas of our business. Our clients can expect a transparent and collaborative experience, that keeps them coming back for future projects.

As the HR Manager for Liquor Stores of North America, my role played a pivotal part in creating and maintaining a preferred place to work. I was responsible for managing and administering key human resources practices experienced by every member of our LSNA family, including the development and implementation of workplace policies, strategizing with Executive team members on many HR and Payroll initiatives, Workforce Management, Client Services pertaining to performance management and people planning, investigations, directing a Payroll and Benefits team. As a service-oriented HR professional, I aim to providing a preferred employment experience for our people.

As a Human Resources Advisor, I was responsible for providing proactive and strategic human resources consultation, advice and expertise to management and staff. Provide support to clients by coordinating and advising on a variety of human resource functions and related operations, and be the first point of contact for management and staff seeking human resources support, consultation and advice. In this role I was knowledgeable of current and relevant legislation, workplace policies, collective agreements and human behaviour. While interpreting client needs, I assessed requirements and identified solutions, by collaborating and consulting with the Senior Human Resources Advisors and other Human Resources disciplines such as Labour Relations, Learning and Development, Recruitment, Classification and Compensation.

In January 2013 I was promoted into the HR Manager position. I maintained a similar workload to the HR Consultant position, but I was now more involved in supporting our Operations side of our business, dealing directly with our staff and Managers on the front lines. Service levels that I supported were primarily in Alberta and British Columbia, but I also still maintained certain Human Rights and Employee Relations issues for Ontario, Nova Scotia, Saskatchewan, New Brunswick and Manitoba. Being available to our Operational Leadership team was and is an integral part of this role. Some of the areas which I lead the Operations team with Performance Management, Employee Relations, Communication Skills, Leadership Development, Human Rights and Employment Standards advisement. In this role I was again involved in an HRIS Project going from Ceridian HPL to Reflex (a TriGlobal product). I continued to manage the HR Disability Advisor role of which I passed over the Benefits Plan Administrator task (but remained as a resource). As I have nearly 8 years-service with The Cash Store Financial Inc., I am relied upon as a strong resource for our HR team.

Within my second year of being employed with The Cash Store Financial Inc., I was promoted into an HR Consultant role, whereby I took on higher level HR tasks along with maintaining those tasks that I had as a HR Team Leader and HR Benefits Advisor. Areas of focus were Compensation Strategy Planning, Employee Relations - provide employee coaching and counseling advice to internal clients and referencing legislation laws across Canada. I lead four direct reports (HR Disability Advisor, two HR Assistants and an HR Data Administrator), coordinated and debriefed focus groups, participated in policy development (harassment, privacy and business attire). Recruitment and selection was an area whereby much time was spent gathering needs analysis data, creating effective ads and identifying incentive needs. I gained more experience in conducting terminations and/or demotions, turnover reporting, performance and talent management. I was a committee member for our Strategic Planning project and was an active committee member in our HRIS project and was the Committee Lead for our Occupational Health and Safety Committee. Lastly I remained as the Group Benefits Plan Administrator.

While working in the professional sports industry, and in this position, it was very interesting and required a slightly different skill-set than I had been used to. I was responsible for providing executive support in screening the calls to the President and dealing with highly confidential correspondence. I maintained and managed incoming correspondence and follow up to guarantee requests or issues are handled properly, and maintained a reminder system to ensure these requests or issues were dealt with in a timely manner. Created and maintained a filing system that included various documents from the NHL and miscellaneous corporate documentation. Prepared, typed and reviewed correspondence which ranged in scope and complexity to the members of the Executive team and Edmonton Investors Group (ownership group at that time). Handled and researched media requests, along with client and community requests. Managed and executed Edmonton Investors Group ticket requests, donations, merchandise and player autograph requests. Managed and prioritized a schedule of events (internal and external) for Patrick LaForge, President and CEO, Edmonton Oilers Hockey Club. Supplied the President with any changes of the public speaking schedule, and supporting materials required well in advance. This position required versatility in last minute business items and decisions that arose to ensure they were taken care of and implemented appropriately. In addition to this, I provided support for all weekly senior executive meetings. I frequently coordinated meetings and travel for Board of Directors, Edmonton Oilers Executive team, NHL players and members across Canada and the United States – also included the preparation of required agendas and itineraries. I prepared and coordinated the documentation for the Edmonton Investors Group Quarterly Board Meetings and problem solved ad hoc requests and special project work was the norm in this position.

This position had me responsible for providing the overall management of our Corporate Learning Centre at WCB, whereby I coordinated self-directed learning equipment and software, maintained library materials and training resources, administered our department budget and reported to the Corporate Learning Manager on a monthly basis of budget status. I was responsible for collaborating with my client groups to determine training needs and opportunities. I managed projects under strict time lines, one of which was to develop and implement a corporate on-line training calendar registration and library database. I assisted in the planning, organization and execution of leadership summits with the Learning Manager-this required a high level of efficiency as well as the ability to work independently. I coordinated, administered and promote internal learning programs and services. I facilitated the internal New Employee Orientation training Program (this program included an organizational overview, customer service training and internal business systems training.). I provided extensive development, administration and analysis of Zoomerang surveys and have had success at implementing changes. I was a resource for development and maintenance of partnerships and programs with training areas across the organization to ensure the effective scheduling and delivery of organization wide training programs. I gained extensive involvement in the partnership with Grant MacEwan College that assisted the in the coordination and the delivery of the supervisory certificate program. I administered the organization of 360 Degree Feedback program including monitoring of software installations and upgrades and facilitating information sessions. I assisted in the negotiations of contracts with external vendors for computer and professional development courses, while I supported the Corporate Learning team in delivering services to all WCB employees and client groups.