Susan Barnes Email & Phone Number

Toronto

Supported an OSFI requirement with regards to hiring guides for key roles.

Toronto, Ontario, Canada

Supported a reorganization of Retail Business.

Toronto, Ontario, Canada

Toronto, Ontario, Canada

Toronto, Canada Area

Toronto, Canada Area

Report to the VP, Human Resources, Diversity and Resourcing, and lead a team of 7 direct reports with a strong focus on supporting and developing their skills and capabilities. Manage enterprise-wide recruiting for CIBC that involves end-to-end recruiting, relationship management, process optimization and significant people leadership.•Led the design and launch of process engineering focused on key process and behavioural changes to improve the quality of shortlisted candidates, hiring managers’ decision making, offers and pre-employment screening. This has resulted in dramatic improvement in speed to hire, with external candidates being hired 18 days faster and internal candidates 5 days faster. It also has improved significantly the quality of hires, reducing 90-day turnover by 8 percentage points.•Designed and developed an enterprise-wide Recruitment strategy with the goal of ensuring that CIBC Resourcing became the agency for CIBC. This has resulted in significant savings to the organization by reducing temporary and agency spend, redeploying top talent, minimizing Technology contract hires through agencies and decreasing turnover. Savings to date have been in excess of $15M.•Introduced a disciplined review of talent that led to the removal of over 25% of lower-performing employees while developing and hiring top talent.

Reporting to the SVP, Human Resources, Compensation & Benefits, managed enterprise-wide, high-risk initiatives that impacted a significant number of employees by providing a comprehensive approach to project management, including development of communication, risk mitigation, training and resource support.•Created and led the implementation of changes to co-paid Retiree Benefits, which allowed the bank to realize organizational savings of $34M, but had high risk and emotional impact to a significant number of employees. Introduced a new approach to equip HR Consultants for change initiatives, including training, employee and manager live web casts, and dedicated resource support and risk mitigation strategy. •Managed the interaction of multiple vendors, stakeholders and partners. The new vendor project involved the total re-design of complex and broken processes that had significant interdependencies, risks and liabilities. This was seamlessly implemented, impacting over 33,500 employees. •Partnered with an external consultant to develop a new approach to the CIBC performance manage¬ment system that was adopted in two businesses. The re-design included new performance rating scale, new template, new manager and employee guides, and briefing session for participants.

Reporting to the SVP, Human Resources, contributed to the development of the Human Resource Strategic plan through the development and delivery of effective HR strategies, initiatives and programs. This was achieved by directly supporting Retail Markets executives and HR leaders, providing creative solutions to issues as well as process design support. Led a national team of human resources and reward and recognition professionals, with 8 report directs, and managed an operating budget of $16M. In the absence of two Senior Directors I took on additional responsibility for the following two roles: Senior Director, Human Resources, HR Prime Partnered with HR Team & business leaders to deliver a comprehensive HR consulting service, leveraging comp, talent management and effective resource allocation for CMI and Amicus. Led a team of 8 HR Professional on a temporary basis.Senior Director, Human Resources, Employee Relations Partnered with HR Primes to provide leadership and direction to a team of 20 ER professionals supporting Retail Markets, dealing with complex reputation and policy issues.•Created design and process to ensure the successful rollout of a talent management and succession-planning tool, which included the development of planning tools, competency assess¬ments and presentation of findings to the senior management team. Tool was used to identify future executive leaders and professional development needs; clear succession plan determined for all senior roles. •Led the development of process design work for implementation within Retail Markets. Developed guiding principles for all pilots, rollouts and implementation work within RM (adopted by HR for CIBC).•Spearheaded the design and implementation of the year-end compensation program for 20,000 employees. Benchmarked best practices, established processes, created communication, and ensured online system support. Implemented $75M budget on time without a single error.