- Maintain and continuously improve leadership training opportunities, in collaboration with Senior Leadership- Work with Senior Leadership to maintain an effective internal pay scale based on position classifications and compensation factors.- Strategize and implement ways to promote a positive and effective workplace culture throughout Catch the Fire Toronto.- Deliver and continuously improve staff focused team building activities to better the staff experience and to build strong staff culture.- Provide ongoing coaching and resources to staff and managers with respect to career development, compensation, staffing initiatives, performance management and employee relations.- Manage health and dental plans for all staff, seeking opportunities to optimize benefits for staff at Catch The Fire.- Ensure Catch The Fire’s compliance with government legislation and employment standards.- Manage insurance coverages and premiums on an annual basis to keep Catch The Fire in best standing. Review and update insurance policy on a regular basis based on events, conferences or staff requests.Technology infrastructure- Manage the Technology Services team to uphold best practices and procedures with theTechnology infrastructure at Catch The Fire to ensure security, safety and stability.- Manage and implement continuous service improvements to ensure that Catch The Fireprogresses towards the forefront of innovation in the church and charity sector.- Evaluate the existing systems at Catch The Fire, work with Technology Services Managerto optimize systems to meet the needs of individual departments.

- Reporting to the CFO, collaborate on all facets of HR to include but not limited to Talent Management, Payroll, Compensation and Benefits, Training and Development, EDI Initiatives, Health and Safety, Organizational Development, Budget Development, Strategic Planning, and any other tasking required therein.- Strategically collaborate with Executives Leadership to build a comprehensive HR program that encompasses the diversity of the organization and the geographic challenges found within the various universities.- Create and maintain ESA compliant policies and facilitate training of employees on the application of said policies.- Facilitate Professional Development for all leadership, both on campus and in the head office.- Develop and manage a comprehensive Talent Acquisition process that supports the niche community the organization engages with.

• Collaborate with business executives regarding their Talent Management programs to include succession planning, performance review, talent acquisition, onboarding, and workforce development.• Supported clients with developing their HR programs and policies.• Develop and train business assets on talent acquisition policy and procedures. • Source and secure qualified candidates within an aggressive timeline for positions across Engineering, Customer Success, Marketing, Sales and Administration, among others within the organization’s diverse clientele.

• Build the organization’s Talent Acquisitions Division through development and implementation of sourcing and recruiting’s best practices.• In collaboration with the Executive Team and the HR Consultants, support the development of the HR infrastructure in a variety of functional areas.• Source and secure qualified candidates within an aggressive timeline for positions across Engineering, Customer Success, Marketing, Sales and Administration, among others within the organization’s diverse clientele.

• Full-service staffing supporting life cycle recruiting, training and development, payroll and benefits, and overall employee support for 15 small businesses and international organizations.• Provided market assessments and employment planning for clients to optimize recruiting and retention plans that best suit their employment needs resulting in higher pay, increased retention, and better employee satisfaction.• Partnered with Business Development Managers and Market Delivery Leads to identify local industries that best fit with current support capabilities while building a vision for future growth in other industry fields.• Achieved a 9% increase in placements, 15% increase in diversity employment, and a 3% decrease in turnover.

• Designed high-performing market strategies to best identify and engage target demographic based on the monthly assigned goals. • Facilitated focused training on quality assurance to reduce the number of contract packages returning with errors from the National Review Board. • Networked with local and regional employers and trades unions to target the highest qualified applicants while supporting the needs of both the applicant and employer. • As part of the corporate leadership team, was a critical asset in the performance evaluation and assessment process of 85 employees at various levels of responsibility.

• Develop succession planning through the training and development of 4 recruiters to Talent Acquisition Specialist. • Provided market assessment plans on how to best engage the market while noting the need for quality applicants. • Increased contracts written by 7% while promoting diversity and inclusion. Recruiters awarded 2 Recruiter of the Quarter Awards and 1 Division of the Quarter Award

• Collaborated with field offices to monitor and track the qualifications status of 350+ contracted sailors and analyzed the results to identify trends within 9 different divisions covering areas of Wisconsin, Illinois, Michigan, and Indiana.• Advised on change management initiatives to manage and prevent the loss of contracted sailors awaiting transfer to Recruit Training Command (Basic Training).• Partnered with executive leadership to determine required action to ensure loss is managed and the monthly goal is attained.• Resulted in maintaining less than 3% in-month loss and less than a 5% out-month loss leading to attaining the overall district’s goal of 1,320 contract for Fiscal Year 2017

• Pioneered new methods of applying current policy to mentor, motivate, and develop the highest quality of recruiters and managers in Navy Recruiting District Chicago.• Promoted and environment of discipline and respect in a positive training environment resulting in the rapid growth and timely qualification of 9 Talent Acquisition Specialists and 4 Talent Acquisition Managers.• Tasked with dispensing of a nationally required change in sales techniques and procedures for the Southeast Region of Wisconsin encompassing 18 recruiters and 5 other Talent Acquisitions Managers.• Results recognized with four recruiters being promoted to the next highest paygrade, 4 time Recruiting Station of the Quarter Awards, 1 Recruiting Station of the Year Award, and 1 Recruiting Division of the Year award.

• Responsible for the sourcing, interviewing, and onboarding of medically, mentally, and morally qualified individuals in the United States Navy.• Developed and facilitated training programs to better prepare contracted individuals, awaiting their transfer to basic training, for the rigors of Recruit Training Command.• Recognized as a Top Performer for Navy Recruiting District Chicago and meritoriously advanced to the next paygrade.• Achieved 110% of assigned goal, 112% of assigned female goal, 100% of nuclear field candidate goal, and 105% of special warfare candidate goal.

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