• Lead full-cycle employee lifecycle processes through workforce planning, recruitment, onboarding and offboarding.• Provide coaching and resources to leaders and employees with respect to culture and engagement, career development, compensation, workforce planning, diversity and inclusion, performance management and employee relations.• Participate in the development and delivery of programs with HR, leadership, and client groups to support culture and engagement with a focus on continuous improvement for harmonization and innovation. • Provide change management guidance to employees and leadership and support through business change initiatives. • Assist in the development and delivery of HR programs critical to the development of our employees, including leadership coaching, training, and development.• Support leaders through workforce planning processes, resulting in inputs to annual personnel and consulting budget.• Regularly gather feedback from client groups to ensure HR programs and services are aligned with business needs.

I. Recruitment• Conduct full-cycle recruitment, from the posting stage to the final offer stage; including determining and implementing recruitment strategies, screening resumes, conducting pre-screen interviews, administering assessments, interviews, reference checks, pre-employment assessments• Conduct the onboarding and offboarding process – updating onboarding/offboarding documents, scheduling employee sessions, providing welcome and exit documents to employees• Compose and deliver New Hire Orientation for all new hiresII. Onboarding• Collect all employees documents and set up profiles in the system• Schedule first-day orientation for all employees• Present HR Orientation with all new hires• Plan and align with Managers to ensure first day is a successIII. Benefits• Benefits administration for all employees• Coordinate changes to benefits plan and communicate to employees• Introduce and train employees on all changes / additions to plan• Facilitate benefit lunch and learns for employees IV. HR Administration• Provide HR administrative support at all stages of the employee life cycle from hire to off-boarding to ensure accurate and timely execution• Verification of employment letters, entering and updating employee information in ADP, electronic employee file maintenance• Support professional development and step progression initiatives• Support leadership development initiatives through researching and scheduling non-technical training and workshops• Manage all aspects of employee files (e-files and hard copy files) to ensure content is accurate, up to date, and complies with internal guidelines • Review accuracy of employee information to ensure data integrity• Lead and support other HR projects and initiatives as required

I. Recruitment• Coordinate Onboarding requirements for Christina Lake, including point of contact for new hire, send out new hire notifications, ensure system access, camp and travel are arranged, execute the wingman program, deliver and update orientations as required (Specific to Site)• Compose and deliver New Hire Orientation on a bi-weekly basis for Calgary-based employees (Specific to Calgary)II. Records• Complete Employee Information Change Forms and letters• Support obtaining appropriate approvals in a timely fashion, track progress on completion of tasks approvals and keep the HR team informed• Manage all aspects of employee files (e-files and hard copy files) to ensure content is accurate, up to date, and complies with internal guidelines • Review accuracy of employee information to ensure data integrityIII. HRIS Support• Partner with HRBPs to process employee and contingent workforce changes in Workday• Support development of termination documentation and send out termination notifications• Notify stakeholders to ensure relevant departments are aware of new hires, employee transfers and off boarding that need to be managed by each groupIV. HR Administration• Provide HR administrative support at all stages of the employee life cycle from hire to off-boarding to ensure accurate and timely execution• Manage HR inbox by answering incoming employee inquiries to triage and respond to level one inquiries; escalate complex or technical inquiries to HR subject matter experts as required • Coordinate all aspects of the contingent workforce renewal process • Provide ongoing support for HR initiatives, special projects etc. as required

Worked in:HRIS - October 2017 - February 2018Recruitment - May 2014 - October 2017I. Recruitment• Assisted in conducting new hire orientation as well as delivering onboarding documents• Created and managed new hire offer letters, as well as promotion letters• Helped new graduates with relocation expenses per company and CRA policy• Assisted recruiters with applicant tracking, including the use of BrassRing and onboarding• Assisted with organizing the annual campus recruiting campaign at 7 key schools which includes coordinating information sessions, interviews, and career fairs• Completed continuous service calculations for employees that worked for subsidiaries (SAP & HRMS)• Post job postings on Fluor’s webpage and other external job boards• Coordinate interviews, resume distribution, and reference checks• Run reports on the status of our talent pool• Completed and conducted new hire orientationII. Records• Keyed data into SAP for all Personnel Change Requests (PCRs)• Performed audits on keying from other technicians• Updated the digital employee file• Completed ad-hoc reporting from SAP• Completed termination calculations and packages for employee separations• Applied a basic understanding of the company’s organizational structure, corporate culture and business objectives • Maintained good communication and a positive relationship with employees and management• Provided back up support for HR Administrative Assistant• Completed termination calculations for HR AdvisorsIII. HRIS Support• Provided testing of new SAP launch to find errors and bugs within the new programming• Trained employees on how to use new programs/ introduce new features• Provided feedback to the developers on what could be made more effective• Designated “super user” for the HR Renewal project (update on SAP – including SmartForms)• Supported the launch of new programs as a key contact for questions

I. Human Resources • Assist in writing position postings • Collect, and screen resumes • Conduct phone interviews and generate recommendations • Schedule interviews with hiring manager • Conduct reference checks • Create on-boarding packages for new hires • Helped to implement, and expand the rewards and recognition program • Assisted HR Partner in Employee Development Program • Assisted with Employee Health and Wellness ProgramII. Executive Assistant • Completed expense reports for all executive team • Helped with formatting of documents (in accordance with policy) • Maintained organization of office (CFO/CEO) • Scheduled trip itinerary • Completed ad hoc projects as neededIII. General Office Administration • Supplies ordering • Reception relief • Creation/generation of Purchase Orders (Great Plains) • Project support within the office • Scheduling and event management • “anything and everything”

I. Data Entry• Scanned incoming client charts• Identified Well locations (UWI)• Escalated unknown charts• Entered manual charges into in-house programII. Administrative Assistant• Ran reporting for barcode labels, and sent out to field locations• Created a spreadsheet to track billing• Maintained client listing• Created, and maintained total revenue sheet • Created template documents for the company• Some screening of candidates

I. Administration• Reviewed, corrected, and revised the company Privacy Policy• Day to day support of the legal team• Coverage for the paralegal while on vacation

I. Administration• Organized files for the land department closing books, and other filings• Communicated with other companies to enforce agreements• Created chain of titles for various lands and located missing counterpart pages, and agreements