Working between two Sheridan campuses, reporting to the program coordinator, instruct students in the full time Business Administration diploma program. Course topics include strategic approach of human resources management, employment laws affecting human resources, job analysis functions, recruitment and selection techniques and the performance appraisal function.• Ensured that program and course curricula are current, relevant and reflective of best practices within the relevant professional/program disciplines.• Created an effective environment for learning which accommodates students' diverse cultural and educational backgrounds, experiences and individual learning styles.

Responsible for several unique lines of sales businesses by directly supporting 450 employees consisting of senior levelled management and individual contributors. Directly partnering and managing these lines of business through all areas of human resources including legal components, employee relations, investigations, performance management, and best practices HR disciplines. • Provided high quality HR guidance to business leaders on performance management, employee relations issues, organizational structure, change management, compensation strategy, resourcing needs, talent management and training and development initiatives. • Provided general HR support and expertise, diagnosing problems/issues and assisting in the development and actioning of solutions. • Developed and leveraged sound business relationships based on credibility and integrity. Focussed on fully understanding client needs and how HR can provide value added support to the business. • Displayed and encouraged a high degree of ownership of the organizational values, individual and client performance and HR initiatives across the country. Interacted regularly with business leaders to ensure common understanding of business needs. • Worked with managers to solve employee relations issues, including problem resolutions, coaching and counselling staff and management, guiding disciplinary action, handling employee complaints. • Acted as a primary point of contact regarding routine questions for employees and people leaders; partners with HR Team constantly to capitalize and utilize expertise

Reporting to various client CEO’s and working with Senior Management teams, prepared strategic HR plans to support the achievement of business objectives and ensure execution throughout the client organization. Performance was measured monthly and semi-annually with 100% of clients receiving a positive ROI on service and improving their competitive advantage from their workforce. • Managed human resources administration start-up and maintenance including policy design, implementation, best practices and work instructions allowing human resources to function as a strategic partner within organizations. • Implemented turnkey recruitment strategy including processes for all levels of talent acquisition. Provided recruiting managers with training on position description design, competencies, legal aspects of recruitment, behavioural based interviewing and orientation. Successfully acquired over 100 new acquisitions within customers over a three year period. Average time to hire was reduced by 15% and achieved a 90% successful retention rate in the first year.• Designed performance management tools by implementing strategies linked to corporate key performance indicators. Process drove organizational success by cascading Company objectives into individual performance plans resulting in increasing success rate of goals achieved by employees. • Developed corporate training and development strategies by conducting training needs analysis with Managers to determine gaps in current staff. Successfully created training plans directly tied to results that are incorporated into performance management process with focus on leadership development.• Managed all risk within organizations acting as an advisor to Management on all Provincial employment legislation issues, performance management, terminations, legal actions and ensuring compliance with human rights and pay equity. Successfully avoided varying claims on harassment, discrimination and wrongful hire.

Responsible for Ontario and reporting to the Human Resources Manager of Ontario provided strategic support to approximately forty various levels of line and senior management and three hundred employees. Aligned human resources initiatives with business strategies working as a strategic business partner.• Recruited and identified appropriate resource requirements to cover employment gaps and surges in business for both expected and unexpected leaves as they occurred. Successfully filled nine difficult positions for a manufacturing site in Pembroke, ON within time constraints despite site remoteness and employment conditions.• Delivered succession-planning seminars and initiatives for long term staff planning. Successfully identified leaders and management potentials over the course of the next five years.• Developed and delivered training and development programs by facilitating workshops and presentations on topics such as measuring employee performance, customer service and safety to client groups and senior managers, which yielded noticeable improvements and necessary changes.• Conducted confidential investigations arising out of employee behavioural and performance matters, harassment and claims of discrimination. Remained subjective and unbiased and made effective recommendations.• Managed two levels of company downsizing within a period of six months affecting forty-five employees. Coached managers on delivering appropriate messages to those affected, arranged logistics of the terminations and worked directly with career transition consultants to aid employee’s re-employment.• Managed seven various legal proceedings within the organization from court actions, mediations and examinations of discovery while working with legal counsel to obtain swift and cost effective resolutions achieving favourable settlements on all legal actions.• Additional administrative human resources functions include composing employee offer letters,