Mark Ellis Email and Phone Number

Halton Region is a vibrant and growing community with more than 500,000 residents and four distinct communities – Burlington, Halton Hills, Milton and Oakville. Services provided by the Region are legislatively required and span from Public works to Public Health. Reporting to the CAO as the Head of Human Resources for an upper tier municipality I have full scope HR responsibility for all the Region’s services including three Long Term Care Homes, the Region’s Public Health Unit (including EMS), and Public Works to name only a few. In addition to this role I am also the Strategic HR Advisor to the Halton Region Police Services Board providing labour relations (including performing the Chief Negotiator function during collective bargaining) , recruitment and general strategic HR consultation and services.

Redpath Sugar Ltd, who markets and sells sugar products in Canada under the Redpath Brand, is a wholly owned subsidiary of American Sugar Refining Inc. which is a major, US based company operating cane sugar refineries and produces a full line of specialty and organic sugar, rice, malt and molasses based sweeteners.Envisioned and executed a comprehensive project to integrate a recently acquired co-packing plant in Bellville while closing a similar plant in Niagara Falls.Manipulated the culturally disjointed and siloed Canadian operations - causing duplication, cost increases and inefficiency - into the global corporate standards.Conducted arduous labour contract negotiations to remove the defined benefit pension and other provisions misaligned with global corporate standards, integrating talent management plans with the corporate “people book” to identify high performers and mobility potentials.Handpicked to mentor HR managers in Mexico and Belize experiencing similar siloed culture issues.

As a member of the Central West (CW) CCAC senior leadership team, I provided strategic leadership to the Human Resources (HR) / Organizational Development Teams and the organization by guiding the evolution of the CW CCAC through innovative human resources and organizational effectiveness programs. Management responsibility for a team of 9 HR /OD professionals.Instrumental in setting the labour relations strategy and implementing a central / provincial bargaining model, with multiple unions, resulting in significant improvements to the overall collective agreement management process. Achieved a 6% increase in overall employee engagement through the implementation of OD best practises and the LEADS framework.Designed 3 new provincial roles and led provincial recruitment initiative for various Nursing roles with all materials receiving ministerial approval.Co-Led an initiatives to streamline job responsibility and integration with various partners.Designed LHIN directed implementation of a Behavioural Support System Coordinator role, for the LHIN, including all aspects of job design, compensation and organizational integration.Led the Diversity and Health Equity Agenda including conducting surveys and modeling the data to develop a strategic plan to ensure a best practise approach.Led various other HR /OD projects as they related to the design and implementation of multiple new initiatives.

OEM producer of off road rigid dump trucks for use throughout the world in mining, construction and quarry applications. Independently operated wholly owned subsidiary of Hitachi Construction Machinery (NYSE). As a member of the senior management team, directed the HR functions for a 500 employee, international, manufacturing operation (Union and Non union employees) with an overall corporate Salary and Benefit budget of approx. $40M (USD). Led an HR team of six including an Occupational Health Nurse. Managed an operating budget $2M and oversaw HR programs and practices in a multi-site environment.Led the change management, training (including gap analysis investigation) and communication portion of an ERP implementation project directly effecting over 250 users.Redesigned and implemented a new total compensation system, which was strongly linked to performance management, aimed at improving retention and recruitment efforts. Effectively implemented a combined HRIS and Payroll system (ADP) resulting in greater data accuracy, reduced processing costs and increased cross functional efficiencies. As well, directed the technology change management portion of this project effecting all employees over a 6 month period. Achieved successful Union contract negotiations (Canada - CAW, USA - UAW) without operational interruptions and while maintaining open communications and solid relationships. Set corporate labour / employee relations strategy and implemented management policy, process and training to achieve it.Contributed as an active member of the Pension Committee with oversight of 5 pension plans including 3 Defined Benefit plans with a combined asset market value of approximately $50M, a 401K plan and an RRSP plan.Controlled the immigration/emigration process for employees and their families deployed to other countries (Japan, South Africa, Australia, United States and Columbia) including wage parity analysis, visas, housing, etc.

Garda a global consulting, investigation and security firm.Managed the human resources function for approximately 4000 employees in both federally and provincially regulated environments throughout Ontario and Western Canada. Provided support / advice to Managers on all HR related matters and recommended / implemented policy changes.Managed the HR portion (on boarding, union relations, and change management) in the transition of security detail at an International Airport, in Western Canada, including working through transitional opportunities with existing union and managing the change environment to ensure a professional and seamless continuation of services. Maintained effective labour relations through efficient and effective handling of all levels of the grievance process (including arbitration), with respect to 4 different Unions, involving multiple bargaining units, and a consolidated employee population of approximately 4000.Managed the Health and Safety functions for Ontario and all Western Provinces and implemented processes necessary to ensure an active claims management.Assisted with development and defence / justification of RFP for security detail at an International Airport by developing / writing the Human Resources section focusing on both management capabilities and training / development initiatives to ensure top performance.

A not-for-profit organization that has been assisting adults with physical disabilities since 1977. Employing approximately 250.Responsible for coordinating the human resources functions of the agency. Provided support and advice to senior management and supervisors on all HR issues and perform site audits regarding implementation of HR initiatives and practices.Recommended, designed and implemented HR policies and procedures (including scheduling).Sat as management representative on the bargaining committee and provided support to managers in dealing with labour relations issues and grievances.Responsible for Health and Safety program, WSIB, LTD and associated budget covering five locations. Responsible for overseeing all disciplinary actions including terminations.

Managing all necessary aspects at a Day Program location including monitoring of service delivery, the management of program finances, human resources and health and safety in order to meet client needs and maintain staff safety within the program.Implementing behaviour management and life skills programs, the teaching of life skills based upon the analysis of client requirements, and hands-on provision of care for clients with both physical disabilities and acquired brain injuries (ABI).