 Conducted full cycle internal and external recruitment including, consulting with managers to assess job needs and specifications, developing and executing successful recruitment strategies.  Assisted managers with implementing training and organization development programs and company policies. Managed highly complex and sensitive employment and employee/labour relation issues in a unionized environment. Participated in investigations and resolution of employee relation issues. Developed, recommended, and initiated appropriate steps for resolution.  Managed and coordinated aspects of the occupational and non-occupational injury / illness claims management including execution of the Company Early and Safe Return to Work Plan  Maintained compliance with provincial regulations such as MCFD, CLBC, and CARF affecting Human Resources functions and ensured policies, procedures, and reporting requirements were in compliance with regulations.

Provide advice and guidance to managers and employees on the interpretation of corporate guidelines and collective agreement provisions related to various HR services such as, employee relations, legislative requirements, recruitment, promotion, education, and general movement of employees inside the organization; influence managerial decisions related to these initiatives. Support labour relations and management with complaint and grievance management processes, employee relations issues, and deal with organizational change initiatives including those resulting in the vulnerability and/or surplus status of unionized staff. Guide and support management in identifying and implementing retention / succession strategies and addressing employee performance issues. Identify, design, and implement a variety of HR related educational sessions to client groups to close knowledge gaps, meet business objectives, or provide change initiative communication. Facilitate training / education sessions to employees and management on a number of HR programs and/or initiatives, such as pension and benefits, intake and exit interview analysis, engagement survey result analysis; and partner with the appropriate team on addressing / communicating the issues. Act as an advisor and key resource for managers on all matters related to internal and external recruitment initiatives designed to ensure that NAV CANADA recruits the best candidates for available positions. Support managers in understanding the attendance management protocols in place, analyze attendance data trends to provide recommendations to management. Support Labour Relations, Disability Management, and managers with return to work issues associated with the placement of employees requiring accommodation.

Conducted full cycle recruitment including, consulting with hiring managers to assess job needs and specifications, developing and executing successful recruitment strategies that cost effectively source qualified candidates. Write effective offers of employment, contracts, etc.Supported HR programs including discipline, employee recognition, employee engagement, compensation, health and safety training, and general human resources practices and procedures.Participated in organizational effectiveness initiatives including developing programs, plans, and policies to support business goals (i.e. averaging agreement, ATS-Taleo, performance improvement plan)Administrated employee benefits and providing accurate, professional, and timely support by addressing questions on benefits, leave of absences, accrued vacation, etc.

Provided clear information and explanations regarding HR-related policies, procedures, by phone, or through written and electronic correspondence (i.e. employment verification letters)Monitored and maintenance of accurate records of ongoing recruitment and selection activities using the online applicant tracking system. Administration of resume screening, tests, and conducting employment references, and communications with candidates regarding their status. Prepared and maintaining records in the HRIS (PeopleSoft); monitoring data for employee status and data changes.

Works with managers in the recruitment and selection of internal and external candidates, ensuring effective recruiting practices and hiring standards (including compliance with all employment laws) are met. Interacts and builds relationships with employees to understand their issues and opportunities. Responsible for completing HR related documentation and statistics, including maintenance of employee HR files. Assists with compensation administration and provides benefits information to employees. Assists managers and employees in the interpretation and application of corporate policies and procedures relating to Human Resources. Participates in the development of new guidelines and procedures to support the organization; this includes researching, preparing and presenting recommendations. Responsible for leading and coordinating the employee orientation program and various employee recognition programs.Manages employee retention by developing and executing strategies such as: employee engagement events.Update necessary policies and procedures documents. Coordinate in person interviews with hiring managers.

Supports the Human Resources Team preparing correspondence, scheduling meetings, conducting research and participating in HR initiatives/projects. Maintains and updates forms and policies as they relate to the Canadian Human Resources department. Assists in the administration of various HR programs such as; Employee Tenure and Annual Performance Reviews.