Luckresha Ramsamugh-Baker Email & Phone Number

Calgary, Canada Area

Human Resources Manager- Full HR Generalist management for $2 Billion Real estate company with 450 employees located in 4 provinces, 8 cities across Western Canada. Partner with Executives to develop new initiatives in recruitment, diversity and inclusion, foster employee engagement and mobilize talent. Transitioned HR from traditional Admin function into comprehensive HR organization focused on best-in-class HR Policies, HRIS technology, staff management training and support of strategic business goals.  HR Organization Leadership: Senior HR Manager, directing 4 HR professionals in staffing, recruitment, benefits, executive compensation, training, leadership development, succession planning, HRIS and regulator compliance. Heavy emphasis on responding to change during a high growth period and to develop high performance teams HRIS System implementation: Championed and implemented a new HRIS system to respond to growth phase of the company to ensure greater efficiency.  Benefits enhancement: Rolled out the company’s first group insurance plan and DPSP for team members Training: Developed a comprehensive three year Regional Manager trainee program to encourage a “promote from within culture”, encourage retention, as well as to utilize program as a complement to the succession planning in the company. . Recruitment: implemented a recruitment strategy through a combination of initiatives such as leadership incubator program, management trainee, utilizing LMIA’s as well as university partnerships to fill roles during critical growth phase of the company. Diversity and Inclusion: Promote company as diverse and inclusive, driving an influx of new recruits and a company that represented over 30 cultures, and a number of minority groups. Through this agenda, we were able to capitalize on untapped market of immigrants who possess a wide variety of skill sets and education and who are not given an opportunity in Canada.

Calgary, Canada Area

Promoted to market, manage and maintain occupancy rates in Hollyburn Properties largest rental facility across Canada by building relationships and increased customer service to potential and current tenants. Increase revenue from rentals by lessening vacancies to less than 5%. Reduce operational expenditure by 10% in Calgary’s challenging rental economy.Key Results• Slash vacancy rates to 0 for 7 months of 2017 and in the remaining 5 months to keep vacancy rate to less than 5% compared to 15% in prior years,in a 300 apartment building compared to over 30% vacancy rates in Calgary during the same period .• Drove sales of rental units by hosting two successful open house events• Reduce room preparation from two days to one day by organizing and scheduling contactors and in-house staff and meeting all move in deadlines• Create strong teams by leading by example and working alongside staff demonstrating shared vision and goals• Create and implement tracking systems for maintenance and security to ensure adherence of communicated service level agreements• Build meaningful relationships between staff and tenants through regular meetings • Communicate clearly changes and developments though newsletters and notices and through events

Jamaica

Talent Manager- Responsible for recruitment, training and development, onboarding and employee engagement, for over 1500 staff members in three subsidiaries and across Jamaica, UK and Canada. Align Strategic and Operational plans of the Talent Management Unit, during the transition of the Company from a Building Society to a Bank. Handled Change initiative of Talent Management staff via the planning and delivery of all Talent Management activities. Managed 6 direct reports. Recruitment optimization: Lead, directed and implemented a recruitment optimization project that translated into over 10 recruitment process improvements as well as focused on analyzing metrics, implementing behavioral interviewing, creating partnerships with universities and colleges, initiating an internship programme with career pathways. Introduced the assessment center as one of the recruiting techniques to select the best candidate for the job at the management level. Onboarding to drive retention: Created a new onboarding program that tracked the employee through the first year of work, focused on integration, ongoing learning and development and a buddy system to drive performance. Employee Engagement- implemented a rewards programme across all branches focusing on employee of the month. Used the JN TV internal communication network to market programme and highlight top performers each month through mandatory broadcasting within branch network. Training & Development – Focus on soft skills training via UDEMY online platform. Began the development of a JN university in collaboration with the University College of the Caribbean.

Jamaica

HR Manager responsible for a team of 7 and over 1000 employees at Jamaica’s largest member-based organization of terminal operators, stevedoring contactors and shipping agents in the Caribbean.  Workforce Expansion: Ramped up recruitment of over 300 supervisory and technical personnel(representing 30% of workforce) during transition 2009-2012 from government to private sector ownership within a strong industrial relations climate Training Organization: Spearheaded the first Accredited Training Organization on the Port in collaboration with the Government of Jamaica’s National Training Agency. Guided the curriculum development of the stevedore level1 to 4 programs. Later replicated on other ports in the Caribbean Apprenticeships: Conceptualized, pioneered the design and implementation of an apprenticeship program in stevedoring in order to respond to labour needs of the port of Kingston.  Safety Committee: Chaired the OHS committee for the port of Kingston representing over 20 companies for 4 years and to rewrite develop an Occupational Health handbook, that was used by the two terminals in Jamaica and that was ILO compliant. HRIS system implementation: Identified and defined scope and term of reference for the selection of People soft as an appropriate HR system and to oversee and guide the implementation Collective bargaining: Management member of the Joint labor committee and assisted in negotiating 2 three year landmark collective bargaining agreements during a volatile and transitional period in Jamaica’s shipping history.

Project Manager responsible for a team of 3 in Jamaica, in UK’s largest NGO located in 110 countries with Headquarters in London. Lead Short to midterm cultural, education and governance projects with Jamaican government, local stakeholders and partners using grant funds from the UK to promote UK best practices. Professional Development: Administered, coordinated and monitored professional development programs in Latin America and the Caribbean, Uganda, Zimbabwe and India through Global Schools Partnership program. UK Higher Education: Promoted UK universities and Colleges through Education fairs Study Tours: Hosted study tours for Government officials to examine exchange, collaborate on education best practice for the transformation of education project and other regeneration and wealth creating projects.  Chevening Scholarship: Administered recruited and selected scholars for the British High Commission Chevening Scholarship program Social networking: Represented the British High Commissioner of Jamaica at various education and culture functions.