HR Executive Consultant - ADP Canada Inc. - Canada
(2022-09)
Reporting to the Director, design, build and provide strategic HR services for the newly created Centre of Excellence team to expand outsourced HR solutions to the Canadian market.
- Based on new HR product offering, work as a team and independently to build out work streams designed to provide strategic HR expertise to dedicated clients.
- Create internal and client facing collateral to support HR specialty areas (Engagement, Compensation, Training, Compliance, Employee Relations, Talent)
- Work with all internal partners (Sales, Implementation, Service) to discuss integration of the new product and clarify roles and responsibilities for enhanced client experience.
- Streamlining Centre of Excellence function by reviewing existing processes and creating recommendations for services that are scalable and efficient.
- Manage a book of business providing strategic HR advisory and WFN technical support and guidance to C-Suite level roles with a focus on supporting SMB clients navigate the HR landscape.
- Participate in prospective client calls as a strong partner to the Sales team to assist with deal closures and provide subject matter expert advice to enhance the ADP brand and credibility.
- Conduct quarterly and annual strategic reviews with clients to ensure partnership is aligned on the right HR strategic objectives and reinforce the value of the ADP partnership.
- Support marketing initiatives for prospective and existing clients as a subject matter expert conducting webinars, podcasts and contributing to the quarterly client newsletter.
- President of the IWIN Virtual Business Resource Group, enhancing the ADP commitment to inclusion and diversity for all employees.
Executive HR Relationship Manager - ADP Canada Inc. - Canada
(2021-05 - 2022-09)
Reporting to the Senior Manager, manage a dedicated client portfolio group in the Human Resource Outsourcing (HRO) team focused on client retention, product utilization and stakeholder engagement.
- Provide exemplary client management and relationship building skills to client base with a focus on leveraging strategic HR skills to increase product utilization and engage in upselling opportunities.
- Ensure all client issues are dealt with in a timely manner minimizing retention issues and impacting overall client satisfaction.
- Created Best in Class committee to improve work processes and provide role clarity in order to improve overall team performance.
- Built strong partnerships with internal stakeholders resulting in quick client resolutions.
- Managed book of business with minimal revenue loss by utilizing creative and strategic solutions contributing to overall department success.
Director, Client Experience - MaxPeople HR Inc. - Canada
(2020-11 - 2021-05)
Reporting to the President, responsible for creating a CX strategy to enhance and improve client satisfaction and increase engagement scores for new and existing clients.
- Revitalized the existing NPS process for all clients, implementing an automated system to manage and track client feedback to streamline and produce stronger reporting tools in order to analyze data.
- Implemented quarterly check in meetings focused on identifying key service and product strengths while building strong relationships with clients.
- Leveraged data analytics to understand the client journey and create strategic retention solutions to build loyalty.
- Created a journey map for all client touch points throughout the MaxPeople model to identify gap areas and provide recommendations to the President to minimize risk and deepen client commitment.
- In partnership with Marketing, revamped the client referral process by creating targeted quarterly campaigns focused on success stories identified by the HR Consulting teams.
Director, HR Services - MaxPeople HR Inc. - Canada
(2015-05 - 2020-11)
Reporting to the President, oversee an HR team of 10 to ensure delivery of high-quality outsourced HR services to a diverse client portfolio in the small to medium sized market. Manage the full cycle client experience from post-sales to client offboarding, directly accountable for client retention and engagement.
- Provide professional and prompt human resources support to HR Consultants both virtually and on-site for existing designated HR clients and partner with the President for high-risk or legal cases.
- Set strategic direction and plan for HR Consultant teams on an annual basis to align with overall business strategy.
- Regularly review all new and existing HR clients to ensure that HR Consulting Teams are properly allocated based on capacity and capability.
- Resolve client issues related to their HR package by identifying opportunities to scale client package up or down based on strategic discussions with the client.
- Keep up to date on the current trends and best practices in human resources including changes in legislation and employment practices and communicate internally and to clients.
- Conduct bi-annual client satisfaction survey to identify trends and common themes; apply learnings to internal HR framework to improve the client experience.
- Actively participate in continued growth of the Company's HR service offering with a focus on ensuring delivery of the Firms premium service to new and existing clients.
- Oversee the Roadmap process for all clients to track HR initiatives and monitor quarterly deliverables.
- Manage the client onboarding experience for all new clients, delivering a seamless transition for stakeholders (owners, executive leadership team) and employees to move to an outsourced HR model.
- Partner with Third Party vendors (HRIS/Benefits/Health and Safety providers) to create strategic alliances to support the business needs of HR clients.
- Participate in the sales cycle with the Business Development team to provide subject matter expertise resulting in client retention.
HR Manager - WD Partners - Canada
(2014-04 - 2015-01)
Reporting to the global HR Director, provide HR consultation and strategic support to the leadership team supporting 70+ employees comprised of Engineers, Architects and Project Managers. Instrumental in imbedding HR strategy into operations resulting in a strong partnership with the senior leadership team. Support US head office with implementing companywide initiatives to all regional offices.
- Creation of Canadian handbook for Nova Scotia and Ontario to formulate core policies and procedures for consistency for all associates.
- Partnership with US payroll team to ensure understanding of Canadian laws for accurate payroll processing.
- As a new leader to the Canadian team, leverage HR best practices and business knowledge to strengthen HR's role as a strategic partner, resulting in HR being at the table for all business decisions.
- Drive a high-performance culture through employee engagement activities such as the introduction of a rewards and recognition program, associate development focus and performance management system.
- Reduce risk and legal exposure to the business by reviewing gaps and implementing training and creation of policies on AODA; Respect in the Workplace (Bill 168) and H & S.
- Analyze comparable industries to put in place best in class ideas with a proactive approach focusing on competency-based recruitment; organizational development and leadership training.
Regional HR Manager - Reitmans Canada Ltd. - Eastern Canada
(2012-05 - 2014-04)
Reporting to the Divisional HR Director, provide HR consultation and strategic support to field operations in Eastern Canada (100+ stores) with a strong focus on talent development, employee engagement initiatives, training and employee relations.
- Assisted with the learning objectives and content of all corporate training programs for field associates. Delivery of five core programs focused on performance, leadership and business development.
- Partnered with the Director, Sales and Operation to create people plans, manage career growth and align compensation plans with corporate business objectives for field operations team.
- Collaborated with District Sales Managers and provide guidance and counsel on employee relations issues, people strategies and training and development needs.
- Analysed employee opinion survey (EOS) and provide action plan in partnership with Director, Sales and Operation for each district to implement.
- Used HR scorecard to provide data for leadership team to use to analyze their districts and put together action plans focused on increasing productivity with the end goal of enhancing the customer experience.
- Coached District Sales Managers on employee relations including all aspects of terminations and potential legal issues.
- Drove annual performance appraisal process with District Sales Managers including training, people analysis and action plans for low performers.
- Extensive case management with recommendations to senior management and legal advisors for potential litigation claims.
Regional HR Manager - Everest College - Canada
(2010-05 - 2012-05)
Reporting to the HR Director in a fast-paced sales environment, act as a strategic partner to a multi-unit operations group of 400 employees by embedding corporate HR strategy and providing professional HR guidance and support to business unit and regional management leaders with the objective of adding value to the business.
- Implementation of: Profit Sharing plan for non-management employees; Bill 168 policy; Background Check Provider; Rewards and Recognition program, Applicant Tracking System (ATS), AODA policy.
- Advisor and consultant to Regional Vice President and Business Unit leaders on talent management, training and development, recruitment, and compensation and benefits, change management.
- Acting HR Director for 8 months resulting in additional duties of being consultant to executive management team and building strong credibility for HR as a strategic partner to the division.
- Analyzed metrics utilizing turnover reports, exit interviews and employee opinion surveys to create HR strategic focus for each quarter.
- Management of succession planning process identifying high potential talent. Create action plans to develop employees on career ladder.
- Coached regional and campus management on employee relations including all aspects of terminations up to and including legal issues.
Campus Manager - Algoma University - Brampton, Canada
(2009-11 - 2010-05)
Reporting to the VP of Finance and Administration, responsible for the creation of a satellite campus in Brampton with the purpose of recruiting students for degree programs. Main responsibilities involved brand development and awareness, community relationship building and strategic partnerships with city government and Sheridan College officials.
- Coordination of meetings with City of Brampton and Sheridan College executives to increase community presence and discuss opportunities to create a partnership between Algoma and Sheridan.
- Liaised with local colleges to incorporate Algoma as part of the diploma to degree program.
- Attended recruitment events targeted at graduating students to register qualified students for featured degree programs.
- Networked with major local businesses to up sell Algoma graduates and foster relationship building for co-op opportunities.
- Partnered with Algoma Marketing Director to create brand awareness, targeted advertising campaigns and all marketing tools in order to attract new students to satellite campus.
Project Manager – Campus Strategy - Symcor - Canada
(2008-07 - 2009-11)
Reporting to the Senior National Recruitment Manager, responsible for the development and implementation of the company's Corporate Recruiting Strategy on campus to enhance and continuously drive a campus relationship recruitment model for the organization.
- Developed and participate in all campus activities such as presentations, career fairs, on-site interviewing engagements, job search strategy workshops and information sessions, increasing the visibility of Symcor as an employer of choice.
- Liaised with internal clients such as Technology, Operations, and Finance to get stakeholder buy-in and support from the Executive management team for continuous recruitment of grad and co-op students.
- Ensured that diversity goals are supported and achieved by working with program stakeholders to review qualified candidates and make sure the selection process meets the diversity initiatives without compromising the quality of hire.
- Responsible for reporting ROI on campus activities, University and College participation stats, recommendations for business process improvements and competitive market intelligence to senior executives.
Senior HR Business Partner - Johnson Controls Inc. - Canada
(2004-04 - 2008-07)
Reporting to the Senior HR Manager, responsible for providing a wide range of HR services to a client group of 200 team members in a Just-in-Time production environment. Managed a team of two direct reports providing them with professional and personal coaching and development.
- Developed on-boarding program for all new employees, ensuring that each employee was given the tools to succeed in the organization.
- Managed the succession planning program working collaboratively with the executive management team, resulting in identifying and preparing high potential employees for future opportunities.
- Provided leadership development training to middle management, enabling them to motivate and lead their direct employees.
- Managed all labour relations initiatives, including progressive discipline mediation and a review of and enforcement of labour contracts.
- Partnered closely with Executive management team from Finance, Engineering and Operations to ensure that they were provided with strategic guidance and support for all HR related matters.
