Tamara Wilson, Cphr, Shrm-Scp Email and Phone Number

•Develop strategic and tailored learning and development programs for all levels of the organization (career planning, coaching, people managers, organizational effectiveness, change management, engagement) •Executive-level capability coaching across multiple business units•Manage learning and development platforms and vendor relationships (Skillsoft Percipio and Coaching)•Strategic management of global compliance training, partnering with cross-functional SMEs to provide a seamless… Show more •Develop strategic and tailored learning and development programs for all levels of the organization (career planning, coaching, people managers, organizational effectiveness, change management, engagement) •Executive-level capability coaching across multiple business units•Manage learning and development platforms and vendor relationships (Skillsoft Percipio and Coaching)•Strategic management of global compliance training, partnering with cross-functional SMEs to provide a seamless employee experience with focus on business objectives•Strategic development of global engagement and DEI activities•Project lead for company-wide bi-annual engagement survey, from design and distribution to data analysis and recommended strategic engagement initiatives•Manage team of global employees, (EMEA, APAC, Americas), formulating strategic action plans to drive engagement activities•Manage Employee Resource Groups, with a focus on strategies that promote a diverse and inclusive workplace, and where employees feel valued and supported•Support business with organizational changes (new leader assimilation, downsizing, remote work, return to office, transformation initiatives)•Design and manage annual global performance review and goal-setting programs•Coordinate and facilitate training for cross-functional teams•Partner with global HR colleagues and key stakeholders on program milestones for alignment with regional regulations and customs•Conduct workforce planning and analysis with senior leaders•Experience with succession plans and career paths•Strategic partner for Executive leaders on global people management activities, change management strategies, and organizational transformation•Provide guidance/advice on employee relation issues based on regionally based laws and regulations•Establish and monitor key performance indicators for talent initiatives •Impact analysis of talent planning actions with recommended strategies to C-suite and stakeholders Show less

• Led organizational set up of department roles, responsibilities, and goals based on strategic needs of the business • Managed and mentored team of three human resources generalists/administrators• Curated and facilitated site team learning series (Feedback Conversations), department specific team effectiveness sessions (Change Readiness, Culture Map) and Global Human Resources Excellence Journey (Discover Your Why, Leading with Values)• Established mentoring program across Canada… Show more • Led organizational set up of department roles, responsibilities, and goals based on strategic needs of the business • Managed and mentored team of three human resources generalists/administrators• Curated and facilitated site team learning series (Feedback Conversations), department specific team effectiveness sessions (Change Readiness, Culture Map) and Global Human Resources Excellence Journey (Discover Your Why, Leading with Values)• Established mentoring program across Canada and the USA• Project lead for implementation of Human Resources Shared Services in North America• Back up for Head of HR, North America Show less

Learning and Development• Develop and facilitate targeted learning programs for Canada, USA, Sweden, London, Middle East (Coaching, Influencing, Goal Setting, Emotional Intelligence, Leading Change, Lean Management, Business Simulations) resulting in improvements in leadership effectiveness.• Build adoption of virtual and online employee learning programs (implemented Workday LMS and enterprise eLearning Skillsoft platform).• Support leaders with Individual Development Plans… Show more Learning and Development• Develop and facilitate targeted learning programs for Canada, USA, Sweden, London, Middle East (Coaching, Influencing, Goal Setting, Emotional Intelligence, Leading Change, Lean Management, Business Simulations) resulting in improvements in leadership effectiveness.• Build adoption of virtual and online employee learning programs (implemented Workday LMS and enterprise eLearning Skillsoft platform).• Support leaders with Individual Development Plans utilizing industry best practices and tools (assessments, mentor, coaching programs).• Create new learning strategies that support skill role-based competency models, gaps, & organizational priorities.Talent Management• Develop strategic frameworks that connect organizational goals to global talent needs, Partner with HRBP’s and business leaders to operationalize and implement initiatives and new ways of working.• Develop and drive adoption of tools and practices that drive a high performing culture (real time feedback, goal setting, coaching).• Experience with workforce planning for high potential development and retention programs.• Partner closely with the HR and business leaders to drive global initiatives from design through implementation, measurement, and continuous improvement, (performance management, FLIR University learning center).• Recommend and execute strategies, processes and tools that support global employee engagement, (surveys, inclusive work culture, adoption of core values, recognition programs). Show less

As noted above, and, Advising and Partnering• Provide guidance and coaching to managers and employees in interpretation of policies and procedures, employment legislation and resolution of employee relations issues.• Conduct confidential HR and ethics investigations. and resolved employee relations issues.• Drive employee engagement aligned to shared vision and core values while promoting the highest standards of ethics and compliance.• Establish, track, and monitor HR… Show more As noted above, and, Advising and Partnering• Provide guidance and coaching to managers and employees in interpretation of policies and procedures, employment legislation and resolution of employee relations issues.• Conduct confidential HR and ethics investigations. and resolved employee relations issues.• Drive employee engagement aligned to shared vision and core values while promoting the highest standards of ethics and compliance.• Establish, track, and monitor HR metrics to drive high performing culture and organizational solutions. Show less

• Provided guidance and coaching to managers on employee relation issues. • Executed annual benefits review and strategy plan for corporate and six global offices. • Championed overhaul of performance management process for 260+ global employees • Ensured compliance with internal processes and provincial and federal employment legislation• Provided guidance to managers on internal compensation process ensuring equitable and competitive delivery of the company’s compensation… Show more • Provided guidance and coaching to managers on employee relation issues. • Executed annual benefits review and strategy plan for corporate and six global offices. • Championed overhaul of performance management process for 260+ global employees • Ensured compliance with internal processes and provincial and federal employment legislation• Provided guidance to managers on internal compensation process ensuring equitable and competitive delivery of the company’s compensation and rewards program.• Developed the strategic planning, implementation, administration, and communication of annual training programs. • Mentored Human Resources support staff on internal policy interpretation, process, and employee relations issues.• Utilized human resources key performance indicators: turnover, performance management, headcount.• Managed and administered payroll for 260+ employees. Show less

Human Resources key contact supporting three operations in Western Region of Canada with 100+ employees in unionized environment.Managed contract disputes/negotiations, full-cycle recruitment, performance management, health and safety, workforce adjustments, progressive discipline. Led training initiatives for leaders and employees on company priorities, professional development and team effectiveness.

Responsible for the set-up and facilitation of the employee relations department for an automotive manufacturing facility. Organization employed up to 180 employees on three shift operation and a professional/technical staff. •HR leader of POC (Plant Operating Committee) – site management•Led positive employee relations in non-unionized environment coaching managers/supervisors on treating employees fairly and consistently•Developed and built internal safety programs aligned with… Show more Responsible for the set-up and facilitation of the employee relations department for an automotive manufacturing facility. Organization employed up to 180 employees on three shift operation and a professional/technical staff. •HR leader of POC (Plant Operating Committee) – site management•Led positive employee relations in non-unionized environment coaching managers/supervisors on treating employees fairly and consistently•Developed and built internal safety programs aligned with Corporate OHS standards, but modified to drive site specificity•Drove a culture of accountability through such ventures as the Joint Health and Safety Committee •Key contact for all safety and human resource government bodies•Investigated employee issues for compliance and adherence to policy and procedure•Conducted annual gap analysis of site specific training needs and worked with managers to develop training plan/matrix •Developed and facilitated various training programs for managers/supervisors on duties and responsibilities in the workplace, WHMIS, incident investigation•Increased health and safety work well audit results from 75% to 88% in first year•Responsible for claims management and work place accommodation; liaison between managers/supervisors and employees in return to work process•Began local discussions with succession planning. Liaised with fellow HR Managers to discuss succession planning across multiple sites •As member of site management, presented Quarterly updates to employees on Company status•Measured HR and facility performance using balanced scorecard approach Show less

Startup of Human Resources department for unionized metal packaging manufacturer for 80+ employees, stand-alone position, notable achievements include: •Established skilled development program in response to anticipated skilled labour shortage•Maintained working relationship with union and adhered to terms of labour contract by monitoring day-to-day implementation of policies. Supported contract negotiation sessions. •Zero grievances from union •Responsible for identifying… Show more Startup of Human Resources department for unionized metal packaging manufacturer for 80+ employees, stand-alone position, notable achievements include: •Established skilled development program in response to anticipated skilled labour shortage•Maintained working relationship with union and adhered to terms of labour contract by monitoring day-to-day implementation of policies. Supported contract negotiation sessions. •Zero grievances from union •Responsible for identifying facility training needs, developing annual training plan and tracking annual training budget•Reduced WSIB experience rating through appeal and garnered company refund of $110,000•Coordinated with acquiring and acquired companies in transitioning HR responsibilities and tasks•Established policies and procedures, communicated, and conducted training; daily interpretation•Main point of contact for employee issue, performance/disciplinary and employee concerns•Responsible for HR metrics: headcount/turnover, health and safety and training and development•Maintained and coordinated employee recognition programs•Participated in special company-wide projects to meet the vision of continuous improvement and create consistent procedure throughout the company•Excellent compliance and labour relations record •Benefits and payroll administration •Led spoilage reduction team for specific line in facility Show less

Generalist/administrative role to large metal manufacturing unionized facility of 246 personnel. Position included responsibilities in benefit administration, labour relations, collective agreement interpretation, legislative guidance and council, training and development, performance management, and payroll.