Susan Ng Email & Phone Number

Toronto, On, Ca

Toronto, Ontario, Canada

Toronto, Canada Area

• Provide HR leadership across large unionized multi-location clinical programs currently experiencing large scale change and transformation within a challenging healthcare environment.• Co-lead the hospital’s complex restructure of clinical programs with broad impact to people and challenging existing models and ways of working in response to innovation, budget constraints and process changes.• Lead labour and employee relations issues including conducting investigations and managing the grievance process

Toronto, Canada Area

Member of the HR Leadership team, tasked to develop talent strategies including leading the year end performance and talent review process in a start up for over 1200 employees utilizing a systematic “top-grading” talent process, which measured performance against objectives to develop a high-performance team culture.

Toronto, Canada Area

• Developed overall HR strategy, and oversight of all HR services and support for the national multi-residential line of business (LOB). Streamlined traditional and extremely manual process for talent acquisition to attract diverse talent • Collaborated with senior leaders in the design and execution of strategies to increase organization, team and individual performance to improve the LOB’s capabilities to deliver against its goals and future growth• Partnered with senior leaders to effect business transformation from traditional model of business to implementing best practices. Transformed culture, elevated employee engagement and productivity. Significantly reduced turnover, employee performance issues and increased employee engagement score by 25%.• Provided expertise in the areas of leadership and team coaching with the philosophy that all leaders be accountable and “own” HR matters within their teams • Instilled knowledge of business drivers and notion of being a business partner to HR team to ensure understanding and appreciation for the complex challenges leaders face in a dynamic, changing business environment• Drove structure to HR processes in a thoughtful manner within an unstructured and complex matrix environment

Toronto, Canada Area

(Canada's largest academic hospital specializing in adult rehabilitation, complex continuing care and long-term care.)• Hands on HR leadership support to large rehab programs in a complex, multi-location organization that has undergone significant change• Contributes to the manager and employee relationship by building understanding of HR strategies, policies and programs and by providing value added advice and counsel in all areas of Human Resources including: performance management, collaborative labour relations, compensation, organization change management, disability management, talent management, succession planning, employee relations and diversity• Effectively manages the demands of the client group, provides strategic leadership on labour and employee relations activities and issues; fosters positive and collaborative relationships with all levels of the organization including union officials to enhance people, leadership and organizational excellence • Provides objective advice and specialized support on ER governance and risk mitigation strategies, high risk workplace issues, Human Resources policies & programs, and employment and human rights legislative requirements• Partners with leadership team to ensure that the needs of the employee and organization are met in an equitable, objective and professional way to help build a working environment conducive to high levels of employee commitment and engagement• Supports organization development efforts by partnering with leaders on talent management reviews, performance management initiatives, change and other enterprise-wide HR development efforts• Partners with learning and development group to identify developmental requirements, deliver presentations and support the implementation of L&D solutions to build capabilities within the client groups• Integral member of senior leadership team and various steering committees; participates in corporate business planning and lean health initiatives

Toronto, Canada Area

(Global technology leader in enterprise social media management with offices in Toronto, New York, San Francisco and UK)• Provide leadership to a broad range of talent strategies; invested significant time in the business to understand needs and priorities• Translated learning into developing a complete talent review process and resources; successful in getting buy-in from all levels of the organization for process and rolled out training for all managers globally; received very positive feedback from employees and managers for ease of use, clarity of purpose and performance aides• Participated in the development of a compensation philosophy; created job banding and competency framework to benchmark roles and promote internal equity• Collaborate with managers to develop and retain talent through identifying emerging leaders and build leadership pipeline• Tasked to drive the creation and implementation of a leadership development curriculum

Toronto, Canada Area

• Develop, lead and support the full range of HR services within a rapidly growing start up environment; effectively garnered respect and credibility for the HR function• Streamline global recruitment process including selection of and implementing first applicant tracking system (ATS) for global offices; incorporating social media as an effective sourcing tool to build talent pipeline, develop and compile HR metrics providing the business with valuable insights to people activity and associated HR costs; revised existing offer and termination letters to best practice format thereby limiting legal risks to the organization• Quickly became a trusted coach to young CEO and executive team; advise senior leaders on implications of short and long-term people decisions; negotiated executive agreements and senior leader employment agreements• Review existing global benefits plans and recommend enhancements within budgetary guidelines• Manage a team of senior talent acquisition partners and HR Specialist; actively developed and mentored team from mind-set of providing administrative recruitment services to partner strategically with the business to make better informed talent decisions• Establish trust with colleagues, and employees at all levels through proactive solution development, delivering on commitments, challenging the status quo and championing transparent communication

HR Prime, (September 2009 – current)Virgin Mobile Canada• Lead the day-to-day HR function and provide strategic and tactical expertise in all aspects pertaining to talent acquisition, performance management, policy development, employee relations, compensation, benefits, talent management, leadership development and coaching, change management to all levels including the executive team and President• Provide strategic HR leadership in the transition and integration of Virgin Mobile Canada with Bell Mobility including restructuring, retention of key people and exits of individuals not required post merger.• Member of confidential integration project teams including weekly updates to executive team, to plan transition of people, processes and IT matters through to the end of 2010. • Conduct due diligence by performing gap analysis of Bell and Virgin total HR processes and procedures and formulate plan to merge the gaps.• Act as cultural steward to preserve Virgin’s unique culture, values and goals throughout and post transaction process.• Management of the HR budget with an emphasis on fiscal responsibility.• Ensure appropriate focus and attention to management of compensation base and headcount targets. Counsel on decisions that affect budgets.

• Provide strategic HR leadership, expertise and consulting to the Customer Experience group.• Lead the company’s HR function in all aspects pertaining to talent acquisition, performance management, policy development, employee relations, compensation, benefits and interpretation of company policies and procedures.• Function as coach and business partner on organizational design issues, leadership and team development, retention strategies • Develop and maintain strong partnerships with all levels of the group including VP, Directors, Front Line Managers and Customer Service Representatives.• Ensure appropriate focus and attention to management of compensation base and headcount targets. Counsel on decisions that affect budgets.

Senior HR generalist role to provide strategic and tactical leadership in all HR matters within a strong brand environment• Provide strategic and tactical leadership in matters pertaining to performance management, talent management, organizational development and interpretation/application of Country specific employment legislation and Nike HR policies. • Quickly established collaborative and effective relationships with all levels at Nike Provide point of view on HR strategy and issues to senior leadership team. Responsible for driving and managing large scale change. • Coach leadership team to be more skilful people managers and elevate manager effectiveness. Advocate ownership of human resources matters. • Provide leadership in developing, executing and supporting organizational development strategies. Partnered with senior leadership in restructure resulting in reduction of headcount, higher efficiencies, improved bench strength and streamlined processes.• Strong conflict resolution and influencing skills. Facilitated effective employee intervention sessions with successful outcomes.• Active participant on a project team tasked to develop a long term confidential and highly complex HR strategy• Member of project team to align Nike Canada’s Sales strategy, structure and people with Nike’s new category offence.• Lead the annual performance review and salary administration process for client groups.• Led complex and highly confidential investigations for serious employee relations issues.• Successfully facilitated large scale restructure with lean resources and minimal lead time. Consulted and recommended appropriate severance packages; liaised with country legal counsel on employee negotiations through to settlement of all legal matters to date; coached organization on managing transition, expectations and effective use of transition tools• Certified trainer for Nike’s leadership development program

Coach, mentor and guide senior level management on leadership development, organizational strategy, organizational change, talent acquisition, talent management, compensation and succession planning.Promote and implement divisional business strategy and organizational culture.

• With significant discretion and independence provide guidance, coaching, advisory and consultative services to management staff to assigned large client group on matters arising from the administration and interpretation of corporate and human resources policies, procedures and practices, relevant legislation & multiple collective agreements for a client base of 18 departments.• Facilitate and resolve conflict between management and union/non-union staff to increase workplace effectiveness, productivity and to improve work relations.• Advise on matters dealing with terminations, discipline, performance management, recruitment & selection, hiring, payroll, compensation, job evaluation, job descriptions, benefits and pension for unionized and non-unionized staff.• Train management and participate in rollout and support key human resources projects and activities, i.e. Attendance Management Program, Performance Evaluation System, Employee Satisfaction Survey, etc.• Facilitate problem resolution process through creative interventions.• Communicate amended, revised and negotiated, legislative and regulatory provisions to management.• Collaborate with management throughout the grievance resolution process including advising on appropriate responses, identifying discrepancies, compiling supporting documentation in support of management’s position; participate in preparation & representation at mediation & arbitration.• Member of Joint Health & Safety, Diversity Council, Job Evaluation, and Labour Management Advisory committees..

Certificate Of Strategic Leadership And Innovation

Llb, Law

Called to the bar in 1998

Bachelor Of Arts (B.A.), Business And Economics