Focusing primarily on not for profit and educational sectors, we provide consulting services aimed at improving employee engagement and retention in addition to mediation services

Consulting, design and delivery of targeted Leadership Development initiatives developed primarily for the Drilling and Service industry

LEDCOR GROUP OF COMPANIES, Director, Organizational Development • Led a staff of up to ten Organizational Effectiveness and Training and Development professionals who were all viewed as critical contributors to business success.• Developed and implemented a corporate wide Performance Management process that became a core foundational business process.• Led and participated in the development and implementation of “career planning” tools for employee use across the organization including “job family” specific role descriptions, competencies, technical skill and training requirements. This multi year project will increase engagement and reduce turnover of key staff.• Developed a complete “Onboarding” process targeted at ensuring all new employees felt welcomed to Ledcor, had the knowledge and tools to become fully productive as quickly as possible while minimizing turnover.• Led the identification and implementation of leadership training targeted at making leaders measurably more effective in their roles.• Designed and led the strategic planning process that was implemented in many parts of the Ledcor organization in both Canada and the US, leading to several significant business “turnarounds”.• Developed and implemented an annual organization wide employee survey. Just recently completed a complete redesign of the process from questionnaire to reporting and follow through processes. Maintained a high response rate (never lower than 74%) by ensuring follow through on issues identified. Several parts of the organization utilized this process to set key strategic goals.• Designed and delivered many impactful strategic planning and team building sessions resulting in demonstrable improvements in collaboration, focus and business results.• Mentored and coached many of the corporations Senior Executives (President, COO, SVP and VP levels) to create a culture of possibility thinking.

• Led a staff of up to 20 Learning and Development and Change Management professionals in the delivery of all management and some technical training and working with line management on strategic change initiatives.• Managed the ongoing updating and implementation of the corporations’ HR Strategy that became the HR agenda for the organization.• Designed and delivered team building and strategy development sessions for the senior executive group creating many “Ah-ha” moments for all participants.• Managed our participation in the annual Hewitt Best companies to work for process. During my tenure we placed 18th and 37th on the list of best companies to work for.

• Led staff of 4 - 6 HR Professionals in the delivery of complete HR services to our client group of approximately 5000 sales and marketing employees.• Provided ongoing coaching and support to the Commercial Management team (EVP & VPs) on a wide variety of subjects.• Represented HR issues and programs within the client organization.• Represented client issues within the HR organization.• Designed and implemented an integrated Succession Planning, Performance Management, Employee Development and Values monitoring process that was ultimately adopted across the Commercial organization. • Key driver behind the initiative to “re-tool” the sales workforce to help move from a “commodity” approach to a “customer relationship management” view of our offerings and the desired relationship with our customers.• Played a key role in the design and implementation of Employment Equity programs including Mentoring and Reverse Mentoring programs for high potential women and the Commercial Senior Executive Team.• Designed and implemented a 3600 assessment tool and process for the Human Resources Leadership Team.• Led or co-led special projects including the Shortline review; Technical Training review and a review of the structure and relationships with a captive “Shortline” railroad  the St. Lawrence and Hudson Railway.

• Spearheaded the development of our first HR Strategy that was driven by and embedded into the corporations Business Strategy.• Provided general HR consulting to line management and staff (approximately 800 - 1600 employees).• Worked closely with line Management to identify, design and implement key interventions to maximize business effectiveness (including re-focusing the Finance and Admin group and repositioning the IS team).• Designed and implemented processes for major organizational restructuring that maximized employee involvement through active participation and ownership of outcomes. • Actively involved in the management teams of very diverse client departments including Exploration, Finance & Administration, IS, Planning. Drilling, New Business Development, HR and Public Affairs.• Key participant in the implementation of the Mobil Vision Project in 1992 from design of employee programs to staffing the new organization. The process allowed us to staff a 700 person organization in a single day.• Company representative on various industry groups (Compensation Exchange groups, Pipeline HR Managers group and helped start up the Training Exchange group).• Designed and delivered the company’s compensation programs including participation in and analysis of various salary surveys; job evaluation activities; annual salary administration program. Made the entire Compensation process more transparent so employees understood how their salaries were set and maintained at a competitive level in the industry.• Administered, conducted and evaluated Mobil’s management training and development programs, workshops and seminars. • Coordinated and administered Mobil’s national University Recruitment and Relations programs to maintain a steady flow of new recruits into the organization.• Coordinated the general staffing and placement function. Staffed over 200 roles per year.•