Provided strategic support to the management team of Integrated Infrastructure Services during the formation of the department.

Canada's fasted growing major airport, serving more than six million passengers yearly - one traveler, one experience at a time.; -Supervision of human resources and payroll staff-Responsible for the day to day operations of the human resources and payroll operations-Interpret and administer two collective agreements and policies-Chair Union Management Consultative Committees-Hear and respond to first level grievances-Preparation for arbitration and collective bargaining-Oversee processes for adherence to collective bargaining agreements and legislative requirements-Responsible for staffing senior level positions and oversee the consistent and fair application of compensation offering to new hires-Assist leaders and employees with creating and updating job descriptions-Ensure classification reviews are conducted effectively and that audit reports are completed thoroughly-Manage the Short Term Disability and Long Term Disability process-Oversee the Employment Equity program-Provide advice and guidance to leadership to manage performance and issues with employees' conduct-Provide advice and guidance to employees to better manage performance and deal with personnel issues that have impacted their work performanceI-mplementation of new companywide Halogen Performance Appraisal system-Manage the implementation of new Human Resources Information System (HRIS)-Oversee external consultants during implementation of new HRIS system-Oversee the creation and management of testing schedule and verifying data through simultaneous utilization of old payroll system and new HRIS system-Manage the creation of procedures and training relevant to Halogen Performance Appraisal system and HRIS-Train HR Advisor and Assistant =--Oversee Human Resources training and communication to all levels of the organization-Proficient with Microsoft Office and HRIS

-Interpret and apply five (5) Collective Agreements and relevant statutes and communicate pertinent information to appropriate management staff and employees-Plan, develop and implement process for grievance and arbitration resolutions-Develop and maintain effective working relationships with management, employees & unions-Provide comprehensive support to management staff in dealing with issues, from identification through to resolution, by: providing advice, joint problem solving, identifying alternatives and providing recommendation and direction in implementation of solutions-Provide consultation and manage a full range of HR and Program management issues, including work performance, conflict resolution employee problems, compensation and organizational issues-Provide guidance in change management and implementation-Classify in-scope and out-of-scope positions and makes recommendations for salary banding and/or adjustments-Prepare written classification reports which include analytical justification-Participate in Stollery senior management meetings-Extensive experience with Microsoft Office Suite-Work independently on analytical work- Acknowledge diverse approaches to situations and

Labour Relations Advisor (Regional)Advise management with regards to all operational labour relations for more than 650 staff within the Prairie Region (Alberta, Saskatchewan & Manitoba). Plan, develop and manage regional strategic initiatives-Delivery of labour relations services to senior managers, managers and employees including legislation, policy and collective agreement interpretation, grievance and discipline, occupational health, harassment and Canadian Human Rights Issues-Provide advice and assistance to clients on interpretation of policies, guidelines and precedents governing labour relations matters-Develop and maintain effective working relationships with senior management and union representatives (regional and corporate level)-Coordinate all 1st and 2nd level grievance hearings that take place in the Prairie Region. This includes conducting an analysis of all information that is relevant to the grievance, including background/historical searches, preparing grievance précis for the grievance officers, attending the grievance hearings, preparing responses for the grievance officers and coordinating activities with the union representatives-Develop exclusion rationale to exclude Legal Counsel from the Association of Justice Council and for administrative positions with the Public Service Alliance of Canada -Prepare essential service agreements and strike contingency plans-Facilitate sessions on Collective Agreement & Delegation of Authority, Anti-harassment, Union Management Consultation and Respecting Differences & Anti-Discrimination-Developed provincial Labour Management Consultative Committees-Research and reference adjudication and federal court decisions-Proficient with Peoplesoft Labour Relations Module

Working in a team of 6, served as a human resources generalist for staff in Edmonton for the Ministry of Human Resources & Employment. The functions included Labour Relations, Recruitment and Classification. These roles included:- Responsible to ensure employee relations issues are identified, investigated and solutions proposed and implemented in a manner designed to solve workplace problems before they escalate to a formal grievance or other third party review process.- Conducted investigations into potential labour relations concerns.- Handle 1st and 2nd level grievances and prepared material for 3rd level grievances.- Responsible for staffing services supporting the attraction and retention for a qualified and suitable workforce- Train Human Resource Assistants on the Staffing process- Analyze and classify both management and non-management positions- Conduct Internal Classification Appeals- Research, assist with development, application, interpretation and monitoring of human resource policies, standards, criteria and guidelines- Identify policy options and provide recommendations that are used by line managers to provide policy advice- Represent the Personnel Administration Office as an ambassador at career fairs throughout Alberta.- Partner with Edmonton Region to look at innovative recruiting strategies- Use IMAGIS (Peoplesoft) on a daily basis