Worked on a team comprised of HR Generalists and Business Partners supporting various business units totaling between 500 to 800 individuals, including Personal Insurance Call and Processing Centers, Commercial Insurance, S&D, Marketing and Communications, and Technology Services.• Provided daily guidance on a full array of HR issues, including HR policies and procedures, employee relations, performance management, programs and processes, and ensuring compliance with employment legislation.• Successfully managed various employee relations and performance management issues simultaneously, including leading Performance Improvement Plans (PIPs), investigations, and terminations, supporting them to resolution.• Strategically partnered with HR Business Partners, operational leaders, and cross-functional teams to understand business needs and support projects, special initiatives, and programs, including ongoing talent management, assessment and retention, performance reviews, recruitment initiatives, recognition and rewards, and employee engagement activities such as engagement survey analysis and action plans.• Effectively managed a wide array of medical accommodations, complex medical claims, and legislative leaves simultaneously, ensuring smooth processing of claims and transitions back to work as applicable.• Supported operational HR reporting needs by designing and implementing a comprehensive Commercial Insurance HR Dashboard that tracked key KPIs and business indicators such as recruitment, vacancies, turnover, employee engagement, recognition, and employee relations issues and trends for senior leadership.

Worked on a fast-paced, multi-disciplined HR Shared Services team, administering employee HR programs and managing a wide array of frontline employee matters as a senior first-line HR contact for employees and business leaders. Additionally, I was the Subject Matter Expert on HR Reporting and Metrics.• Provided daily administrative and consultative support and guidance to leadership and employees on employee relations, performance management, HR policies and procedures, employment legislation, legislative leaves, and HR program support. This included benefits and pension invoicing, as well as general payroll inquiries.• Applied extensive experience with various HRIS, ATS, and HR metrics to manage regular and ad-hoc reporting needs for HRBPs, HR leadership, and business leadership teams, with a heavy focus on headcount, turnover and absence analysis, HR Shared Services intake, and recruitment metrics. This included training the recruitment team on ATS reporting best practices and maintaining and updating the monthly HR Leadership Dashboard.• Independently developed and implemented a comprehensive HR Shared Services KPI dashboard to track inquiries and trends, including employee relations issues. This provided valuable data on workload, inquiry trends, and focus areas for the HRSS Manager and HR leadership teams.• Led and improved process and customer support efficiency for various HR Shared Services processes, including the Maternity Leave program, Benefits and Pension Invoicing, Medical Absence/Accommodations, and other administrative processes.• Served as the HR Shared Services Subject Matter Expert for the Oracle Cloud HRIS project group, providing valuable insight into current and future processes and considerations for the Oracle EBS to Oracle Cloud conversion, as well as conducting the initial needs assessment for HRSS ServiceNow requirements.

As a Talent Business Partner, I collaboratively worked with all levels of leadership to develop business-specific strategies to source, recruit, select, and retain high-quality candidates and employees.• Collaboratively worked with leadership to develop proactive sourcing methods that grew and maintained a usable talent pipeline to meet future talent needs, including Boolean searches, LinkedIn, focused job boards, and networking communities.• Ensured daily recruitment support, including preparing job postings, resume screening, initial phone interviews, managing external vendors, handling foreign worker processes, and auditing new hire and internal transfer paperwork.• Delivered regular training and guidance to leaders on all internal and external recruitment efforts, including offer negotiation, new hire onboarding, internal movement, retention, and performance calibrations.• Analyzed and reported on various HR and recruitment metrics, including turnover trends, time to fill, labor market data, and vacancy reports.• Led special project work related to career development, engagement, and social media.• Attended and initiated key networking initiatives such as external job fairs, school graduation and alumni networking events, and participated in school networking and recruitment panels.

Developed and implemented sourcing and attraction strategies in collaboration with recruiters and the Talent Management Manager. Oversaw various metrics and reporting initiatives.• Identified and implemented various human capital metrics through labor market research and analysis to inform workforce planning and other human resources initiatives.• Created a Talent Management and Recruitment metrics scorecard that ensured accurate and timely data on recruitment trends and performance KPIs as required.• Utilized strategic LinkedIn, Boolean searches, and social media to identify and attract talent in partnership with recruiters, streamlining and developing proactive sourcing strategies.• Developed a Technology Solutions position analysis report comparing internal titles and responsibilities to various similar external titles, thereby influencing compensation and job evaluation initiatives.• Analyzed and delivered detailed turnover and retention reports for national lines of business as required.• Successfully developed and led the rollout of the first company-wide employee talent and experience database initiative.

Oversaw various project and program support, including annual Employee Opinion Surveys, Grass Roots and Engagement initiatives as well as special project support. Assisted in developing and implementing labour risk tools and employee related communications, including recruitment and engagement.• Responded to queries from employees and field managers as first point of contact within Head Office, regarding general inquiries about benefits, policy interpretation and employee relations issues.• Organized “online” collective agreement library, and developed various templates for collective agreement summary comparisons that increased efficiency and reliability for the analysis and comparison of retail agreements, industry competitiveness and negotiations.• Developed and validated a detailed Labour Risk Scorecard, measuring and comparing company wages, leadership and benefits against competition that enhanced recruitment, retention, and labour relations initiatives.