Lisa Baker, Chrl, Ccp Email & Phone Number

Toronto, On, Ca

Toronto, On, Ca

Toronto, Ontario, Canada

Responsible for designing, developing and implementing a centrally coordinated, regionally serving Centre of Expertise. Develop strategies, governing processes and an operational service model to deliver effective, efficient, externally competitive and internally equitable policies and practices to support the employee life cycle. Areas of accountability include compensation, benefits, HR Operations, HR analytics and performance management.

Toronto, Canada Area

Provide strategic direction, advice and guidance to divisional leaders and ministry units across a large geographic region (2,300 employees) on all human resources matters. Ensure that the division attracts, develops, retains and promotes the right talent to sustain and evolve The Salvation Army.

Canada

Provided organizational development expertise in leading the design and delivery of an IT skills inventory initiative across the global World Vision IT community (65 countries, 600 employees). Designed job families and job descriptions to align with future state structure to optimize strategy and best practices. Made recommendations for alignment of job roles to compensation structure. Developed and managed project plans for change initiatives supporting the implementation of the global IT service delivery model. Prepared presentations and reports for various stakeholders including leadership team and employees. Designed and conducted training sessions on skill inventory results and job family socialization.

Canada

Assisting with the development and operationalization of an international initiative by providing project management and coordination support to various projects. This work includes the development of a change management strategy and resources to support leaders in the roll out of these initiatives.

Mississauga, Ontario

Reporting to the Senior Manager/Business Partner, responsible for providing strategic HR support to seven major divisions including International & Canadian Programs, Marketing, Digital & Creative Communications, Public Affairs, Regional Fundraising, Corporate Services (which included Finance, Facilities and Legal), IT and Planning & Strategy totaling approximately 350 employees; coaching staff and leaders during times of extensive change.Responsible for managing the divisional restructure of I&CP to align with WVC’s 2013-2016 strategic plan, incorporating project and change management principles to guide the roll out.Conducted focus groups with I&CP staff in order to address issues identified through staff surveys related to trust, communication and change; focus groups were well attended, issues were raised and dealt with and the overall satisfaction of the initiative was high.Developed and facilitated a two-day retreat for the Ottawa team who were undergoing significant change. Topics covered: strategic alignment, change management, communication and team building.Facilitated strategic planning meetings in Montreal bringing together 25 leaders to align marketing, advocacy, public relations and fundraising plans. Conducted training on organizational competencies; job evaluation; performance review; etc.Coordinated international employment contracts within World Vision partnership.Became first Mentor in World Vision’s mentorship program, engaging with a junior manager over a period of six months.

Toronto, Canada Area

Reporting to the Director, Finance and Administration responsible for all human resources activities including compensation, group benefit and pension administration, performance management, recruitment, training and development, policy development and employee relations for a staff of 50. Supervised a team of administrative services coordinators. Researched, developed and introduced a performance management program and coached staff in preparation for annual appraisals.Managed company-wide training program. Total training budget increased by approximately 25% since 1999, hitting levels well above national averages for this type of benefit. Successfully revamped the job evaluation process leading to the realignment of the job classification and salary range ladder to more appropriately reflect internal and external equity.Restructured two departments to effectively redistribute workload, utilizing current compliment of skills, resulting in the establishment of a supervisory function within HR.

Executive Leadership

Canadian Compensation Professional, Compensation

Activities and Societies: Canadian Compensation Professional Designation Certified Human Resources Professional Designation (CHRP) Member.

Successfully Managing People

Hr Diploma, Human Resources Management

Legal Secretarial Diploma, Legal Assistant/Paralegal