Graestone Ready Mix is a family-run group of companies in the construction industry. Spanning over three generations, our dedicated team members are experienced, knowledgeable, and committed to helping our commercial and residential customers find the perfect concrete mixes for their unique needs.

Built for Good. At Beedie, we build opportunities. For homeowners, for businesses, and for communities. Whether we're creating an inclusive collection of homes or a new industrial business park, we blend innovation and careful craftsmanship to bring new possibilities to life.And we've been doing it for a long time. Founded in 1954, we have steadily grown over the past six decades to become the largest private industrial land owner, developer and property manager in Western Canada. Our integrated structure allows us to infuse every phase of our projects with an exceptional focus on quality, safety and dynamic design. We are proud of how far our hard work has taken us, and we are constantly looking for new ways to innovate and accelerate growth. We have also been recognized as a Top Employer, having been named as: one of the top 50 Best Places to Work by the Great Place to Work Institute of Canada for 2019; Best Places to Work for Giving Back 2019; and previously, Canada’s Top Small and Medium Employers in 2018. Beedie employees are the backbone of the company. We’re always looking for like-minded people to join our team and share our passion for doing the best work of our lives. Our approach is simple: we work hard, we have fun, and we make a difference. Our people are the heart and soul of our organization. If you are passionate, hardworking, ambitious, and want to be part of a dynamic and growing company that will take your career forward, join our collective @ www.beedie.ca/careers.

I play a critical role in building the HR function and managing change for its Canadian and US workforce, ranging from: recruitment, strategic and high-level terminations, structural changes, to full closure of its manufacturing facility. I report to the Chief Financial Officer and at its peak, supported an onsite and remote client group of approximately 115 employees, along with 1 direct report in HR. Key highlights:• Recruitment: Full-cycle recruitment and onboarding of approximately 20 hires within a two-year period• Terminations: Conducted terminations in Canada and US. Planned, coached Managers, coordinated exit logistics, managed communication, and executed on 98+ terminations (mid to Executive level & a US plant closure)• Employment law: Sound knowledge of Canadian employment law and proficiency with US labour law• CAD/US Benefits & Compensation: Experienced in Canadian & US benefits including: Renewal (plan design, cost analysis, recommendation, open enrollment/launch), Administration (enrollment, changes, departures, reporting), US Benefits Compliance (401k ADP tests, ACA, 5500 reporting); Compensation (benchmarking, analyses, increases, letter generation & communication)• Performance Management: Out-of-the-box performance management: streamlined & simplified performance reviews that were approachable, easy to complete and monitor throughout the year; effective management of performance issues, dedicating significant time coaching/training Managers• Employee Engagement: Champion culture, values creation, engagement and in-house development initiatives

As the organization’s first Human Resources Manager, reporting to the Director, Finance & Corporate Services, I seized this start-up opportunity to initiate, implement, and champion the Richmond Olympic Oval’s (“the Oval”) people strategy through effective HR policies, practices and programs. I had an HR Generalist reporting to me in 2014, but for the previous years, I was the sole HR professional, building the HR function from ground up while recruiting & supporting a staff population of approximately 300. My position was hands-on, broad in scope, and encompassed the full range of HR competencies. I had established relationships throughout all levels of the organization and I regularly counselled the Executive and Senior Management team on all HR Related matters. Core responsibilities:• Labour Relations: Led a 1.5-year collective bargaining effort and ended a strike (contained to 1 day only), resulting in successful ratification of its first collective agreement pertaining to 12% of the staff population. • Full-cycle Recruitment: Single-handedly recruited 300+ employees within a 4-year period.• Performance Management: Implemented the Oval’s first performance review program; developed a performance improvement plan, and provided ongoing coaching/training to management • Compensation & Benefits: Compensation and market analyses, salary increases; Negotiated an enhanced benefits plan, managed disability/WCB claims and leaves of absences. • Employee Relations: Managed complex employee/manager conflicts and advised the Executive team on complicated termination cases.• Employee Engagement: Spearheaded all employment engagement initiatives from inception to implementation• HR Administration: Development and maintenance of HR procedures, processes, templates, letters and personnel filing; managed a high volume of letter creation; ensured compliance to HR legislation.

Reported directly to the Managing Director and was accountable for building and leading the HR function in a start-up environment. Originally hired as an HR Generalist, but was promoted within a year to an HR Manager. Upon hire, I had helped grow Action Pants Inc. (API) from approximately 51 to 100 employees over a one-year period. Spearheaded HR program development and implementation, policy creation and enforcement, HR operations, and providing confidential guidance to Senior Management and staff. At its peak, I managed two direct reports and supported an employee population of 120. I established strong relationships with Ubisoft Headquarters and worked closely with the global HR team to deliver HR initiatives.• HR Operations: Strong aptitude for creating HR process, HRIS data management, HR administration, offer letter creation, onboarding & new hire enrolment, terminations, policy creation & compliance with HR legislation.• Performance Management: Implemented a new performance management program• Compensation & Benefits: Conducted compensation & competitive analyses, salary increase recommendations & rolled-out annual increases; Liaised with benefits provider, conducted benefits analysis, renewal recommendations; administered benefits and resolved claim issues.• Immigration: In-house expert on all immigration matters (visitor/ work permit applications, renewals, permanent residency applications, temporary resident visas), anticipated company needs and rolled out an immigration action plan. At its peak, managed 25 cases at one time.• Employee Relations: Frontline support to day-to-day inquiries, coached employees & senior management on various issues, resolved complex employee relation issues and terminations.• Employer Branding: Prepared the Top 100 Employer application—Action Pants Inc. was selected as a BC Top Employer for two consecutive years (2007 and 2008) and nominated for BC Business Magazine’s 2007 Best Companies to Work For List.

Reporting to the HR Operations Manager, I specialized in benefits, terminations, onboarding, special HR projects, and functioned as the front-line contact for all employee inquiries and concerns. • Client relations: Supported the largest business unit at the time (~700 employees) in EA Canada, managed the hire-to-retire process, liaised with Finance and Recruitment, answered employee inquiries/complaints and educated staff on process and company policies• Administration: Processed 1000+ new hires and 500+ internal transfers; developed a new hire process for recruitment; revamped the studio new hire orientation program; produced monthly dashboards, annualized turnover & projected attrition reports; created an HR manual & trained 10 HR assistants to perform all aspects of HR Operations• Terminations: Coordinated and conducted 700+ exit interviews, assisted in logistics for a mass reduction in force, re-wrote & automated the online exit survey• Benefits: Key presenter, resolved benefits issues, liaised with EA’s benefits provider; managed WCB claims and leave of absences• HRIS/Technology: Advanced PeopleSoft user, technical support for the Career Management (CMS) & Performance Evaluation (PACE) systems; developer behind various team websites