Synergetic Workplaces supports Ontario organizations with their BIG and little HR Issues!www.synergeticworkplaces.ca1) Your just-in-time HR DepartmentDoes your growing business have Human Resources but no Human Resources department? We can help, with just-in-time expertise that will help your staff grow as a team and grow your bottom line.2) Alternative Dispute Resolution We help you and your team navigate through conflict with alternative dispute resolutions… Show more Synergetic Workplaces supports Ontario organizations with their BIG and little HR Issues!www.synergeticworkplaces.ca1) Your just-in-time HR DepartmentDoes your growing business have Human Resources but no Human Resources department? We can help, with just-in-time expertise that will help your staff grow as a team and grow your bottom line.2) Alternative Dispute Resolution We help you and your team navigate through conflict with alternative dispute resolutions, workplace investigations and conflict coaching.3) Strategy and Project Work​Planning a reorganization? Need to respond to changing business demands? Have a legislative compliance issue? If it affects the people on your team, we can help it go smoothly with minimal expenses and legal hassles. Show less

Support the development and facilitation of the Introduction to Human Resources Management for Technologists course in the School of Science & Engineering Technology.

Max People is firm offering premium on-site HR services and Employment Law support to organizations who understand and care about the power of people and do not have HR expertise in-house. As an experienced generalist, Tammy partners with our HRessentials Plus clients, working with the MaxPeople team, to provide a full range of recommendations and support in all aspects of human resources.

• Appointment to newly created position to oversee human resources/workplace relations and academic operations of the School.• Oversaw team of 6 (including Departmental/Unit Managers and professionals) and indirectly over 80% of the School’s non-academic staff. • Aggressively implemented strategic agenda of the School, advising team of 22 (management and academic administrators) on effective management and application of HR policies and practices, and employment-related… Show more • Appointment to newly created position to oversee human resources/workplace relations and academic operations of the School.• Oversaw team of 6 (including Departmental/Unit Managers and professionals) and indirectly over 80% of the School’s non-academic staff. • Aggressively implemented strategic agenda of the School, advising team of 22 (management and academic administrators) on effective management and application of HR policies and practices, and employment-related legislation.• Rebuilt and restored labour trust in management by ensuring decisions involving unionized employees considered 6 relevant collective agreements, legislation, and fair/equitable treatment, and were appropriate to the situation.• Increased efficiency of Operations team of 5 through development of a “community of practice” to streamline operations and increase productivity, resulting in decreased costs, increased asset utilization, and workload equalization. Show less

• Requested by Dean to take on leadership of School after movement of Executive Officer to another role within the University. • Took an active role in supporting the Dean with the assessment, development and implementation of strategies to advance the School’s prominence in the post-secondary sector, arts industry, and broader community.• Facilitated the Strategic Planning process with a focus on linking administrative functions to core business of the… Show more • Requested by Dean to take on leadership of School after movement of Executive Officer to another role within the University. • Took an active role in supporting the Dean with the assessment, development and implementation of strategies to advance the School’s prominence in the post-secondary sector, arts industry, and broader community.• Facilitated the Strategic Planning process with a focus on linking administrative functions to core business of the School.• Developed and implemented improved communications strategies to provide 7 Departmental Chairs and 3 academic decision makers with information streamlining the decision making process regarding course offerings and resource requirements.• Provided guidance and advice to the Dean on matter of policy and procedure; researched and resolved issues in a broad range of confidential areas. Show less

See above.

• Evaluated and streamlined HR functions within AMPD to ensure legal and legislative compliance. • Facilitated the development and maintenance of a professional, effective and positive work environment by implementing programs to promote these goals. • Key contributor in University wide precedent-setting labour relations jurisdictional dispute with potential implications across 3 Faculties and 2 bargaining units. As a University representative, worked with legal council to… Show more • Evaluated and streamlined HR functions within AMPD to ensure legal and legislative compliance. • Facilitated the development and maintenance of a professional, effective and positive work environment by implementing programs to promote these goals. • Key contributor in University wide precedent-setting labour relations jurisdictional dispute with potential implications across 3 Faculties and 2 bargaining units. As a University representative, worked with legal council to secure a resolution prior to formalized legal proceedings at the Ontario Labour Relations Board. • Implemented strategies associated with management and increased communications, leading to a reduction in grievances, from a backlog of approximately 20 cases to 0 outstanding. Show less

Division of Advancement:• Appointed by the Assistant Vice President Human Resources to ensure the President’s mandate of transitioning the York University Foundation into York University was completed within a 5-month timeline. • Developed new and blending organization structures for Advancement Division (4 Departments, approximately 60 roles).• Acted as the primary liaison with central HR specialists and union executive to communicate and build acceptance of new… Show more Division of Advancement:• Appointed by the Assistant Vice President Human Resources to ensure the President’s mandate of transitioning the York University Foundation into York University was completed within a 5-month timeline. • Developed new and blending organization structures for Advancement Division (4 Departments, approximately 60 roles).• Acted as the primary liaison with central HR specialists and union executive to communicate and build acceptance of new structures, outline and implement processes for the transition. Oversaw the development and evaluation of all job and legal documentation for the transition of staff from the foundation to York University (approximately 80 staff). • Planned and executed the day of transition, which included ensuring the appropriate and dignified exit of 4 York University Foundation staff and movement of remaining Foundation staff into the York University organization (approximately 80).Department of Human Resources:• Requested by the Assistant Vice President Human Resources to support the Employee Relations function due to staff shortage and to train new incoming advisor.• Worked in the Corporate Services Area of the University, providing advice and guidance to management colleagues across the University on non-academic labour relations issues. • Worked to improve the overall labour relations environment of the University by attending labour management meetings, working with colleagues and union executives to support positive resolution of grievances prior to requiring formalized hearings. • In conjunction with union executive, ensured a smooth transition for 8 employees into the bargaining unit from management positions due to loss of positions during exclusion grievance process. Show less

• Acted as an expert advisor to management and staff in 6 different affiliations across 11 departments/units on various HR related matters. • Completed research, developed initial documentation and worked with colleagues in Employee Relations to implement the pilot of a non-academic attendance management program targeting innocent absenteeism. After pilot and some modifications, the program was rolled out across the University for non-academic staff.• Developed summer student… Show more • Acted as an expert advisor to management and staff in 6 different affiliations across 11 departments/units on various HR related matters. • Completed research, developed initial documentation and worked with colleagues in Employee Relations to implement the pilot of a non-academic attendance management program targeting innocent absenteeism. After pilot and some modifications, the program was rolled out across the University for non-academic staff.• Developed summer student salary structure to ensure equity of pay for 300 summer students hired within CSBO, subsequently this structure was used as a basis for a University-wide structure. Show less

• Acted as a subject matter expert to assigned client groups (1/3 of the University Facilities and Departments) with respect to York University Staff Association job evaluation system and associated processes.• Acted as a management evaluator, leading a Joint Job Evaluation Committee of 2 unionized and 2 management representatives.

• Worked with clients across varying industries (regulatory, manufacturing, government, education, public and private sector) in the development of total compensation strategies and employee communications programs.• Used data-driven approaches in the design, development, and implementation of compensation (job evaluation, salary structures) and performance management systems.• Worked with Senior Management in the development and approval of the system, ensuring system success… Show more • Worked with clients across varying industries (regulatory, manufacturing, government, education, public and private sector) in the development of total compensation strategies and employee communications programs.• Used data-driven approaches in the design, development, and implementation of compensation (job evaluation, salary structures) and performance management systems.• Worked with Senior Management in the development and approval of the system, ensuring system success and acceptance through appropriate planning and roll-out.• Facilitated Job Evaluation Committees consisting of staff from various parts and levels of the organizations.• Completed customized benchmarking surveys in support of client collective agreement negotiations• Facilitated the completion of surveys and analysis to ensure that clients were in compliance with Federal and Provincial legislation (Pay Equity, Employment Equity). Show less

• Provided HR Services in the areas of recruitment, onboarding and compensation. • Sourced and evaluated external vendors providing technical staff training.• Project managed the development of an in-house HRIS ‘HR Velocity’ automating HR processes.• Provided logistical and administrative support to management and staff through 3 rounds of downsizing.