• Provide various clients executive level leadership in all facets of Human Resources

• Business partner to President and business leaders to set the strategic direction for the Cardinal Health Canada HR function
• Strong focus on management develop, organizational structure, process and polices in all facets of HR
• Evaluate and introduce HR technology including new payroll platform, time & attendance system; HRIS, LMS, and employee travel portal
• Develop strategy for internal communications to drive engagement – employee engagement scores increased 5% yoy
• Enhance manager effectiveness by implementing effective talent management strategies, training and development program, with a focus on performance management. Manager effectiveness scores increase 10% yoy

• Design and deliver course material for Human Resources Management and Recruiting courses

• HR startup for multi-site automotive dealership and fleet management business
• Business Partner to President and business leaders to raise level of operational excellence
  across all business functions
• Developed core values and subsequent HR polices/practices to guide effective business
  decisions to improve engagement and ultimately customer satisfaction
• Focused on management develop, organizational structure, process and polices in all facets
  of HR
• Implemented performance management system for leasing business to better manage
  goals, objectives and competencies
• Created a company-wide reward and recognition program centered around the core values

• Strategic business partner to President and key member of executive committee providing HR leadership on internal and customer HR strategies
• Start-up HR organization – migrated HR from an outsourced personnel service to fully integrated, trusted business partnership model
• Developed employee satisfaction/engagement strategy – created culture of communication, trust, integrity, personal development – resulting in 84% overall satisfaction and 82% employee engagement, exceeding industry average. Winner of Canada’s Most Admired Corporate Culture – Best Emerging Organization 2009 and Top 50 Most Engaged Workplaces 2010 and 2011
• Developed Workopolis Promise – organization’s mission, vision, and values – ties directly into all employee’s annual goal plan, performance reviews and reward and recognition plan
• Managed HR, Administration, and Facilities teams – grew HR team from 0 – 10 in 18 months
• Established wage and salary structure, pay policies, performance appraisal program, employee benefit programs and services, and company health and wellness programs
• Represented Workopolis as Canada’s workplace expert and keynote speaker for numerous public relations events including conferences, keynote speaking, television, radio and print interviews. Featured in Globe and Mail, Toronto Star, BNN, CTV, CBC, and Canadian HR Reporter

• Led HR policy and program development – managed HR Generalists and L&D team
• Managed $1.2M L&D budget, planning annual training calendar for all business segments
• Developed and delivered leadership development training – included Maximizing Team Performance, Managing for Success, Effective Communication, Behavioral Interviews
• Supported business leaders in developing and executing strategic plans and objectives
• Managed HR Generalists supporting 8 Vice Presidents, 800 employees, multiple lines of business – main focus on recruiting, discipline and coaching, training, performance management, payroll and benefits, health & safety, and legal considerations

Staffing & Training Manager
February, 2003 – July, 2005
Mississauga, ON

• Responsible for development and success of National and North American HR programs covering 3500 employees, union and non-union throughout 54 locations, including campus recruiting, employee insights survey, performance management, HR planning and recognition programs
• Led strategic organizational change of field compensation structure as project manager for new variable incentive pay for 350 sales representatives across Canada – moved from salary structure to base plus variable – resulted in 0% turnover and no legal challenges
• National trainer for management development programs including Supervisory Skills, Performance Management, and Facilitating Effective Training
• Managed HR Generalist role for corporate office consisting of 225 salaried employees, including all aspects of HR such as recruiting, hiring, discipline and coaching, training, performance development, payroll and benefits, health & safety, and legal considerations.
  Human Resources Manager
  October, 2000 – May, 2003
  Halifax, NS

• Responsible for all HR generalist issues for PBG Atlantic (New Brunswick, Nova Scotia, Prince Edward Island) covering 400 employees across 10 locations with four collective agreements, including performance management, labour relations, training, payroll/benefits, recruiting, hiring, discipline, health & safety, and WCB
• Extensive labour relations, including contract negotiations, leading grievance and arbitration process, union/management relations, and union avoidance techniques
• Led acquisition and integration of two independent bottlers (Seaman’s Beverages, PEI, and Cassidy’s Beverages, Bathurst, NB) into PBG, including closure of one production facility

• Primary responsibilities included managing HR department of five directs, overseeing all aspects of HR for employee base of 500, as well as payroll and benefits, and health and safety
• Initiated significant cultural change within organization enhancing employee relations and communication, strengthening management skills, and raising the profile of HR as a strategic partner
• Developed several HR policies and practices, including workplace harassment, performance management, employee assistance program, and roundtables

• Responsible for providing HR Generalist support to various union and non-union locations across Nova Scotia and New Brunswick

• Instructed courses in Human Resources Management, Business Law, Marketing and Economics