Sr. Human Resources Advisor, Training & Projects

• Jan 2020 - Present

HR Consultant - Job Evaluation, Compensation, Performance Management (Contract)

• Apr 2014 - Jan 2020

COMPENSATION • Represented TNPI in compensation review process (market analysis, cost analysis, development of new compensation structure, review of organizational structure). • Responsible for the change management, communication and implementation plan for new compensation plans.• Planned and administered annual merit program.• Completed annual salary surveys (Mercer). Conducted employee salary assessments comparing against the market for competitiveness an internal consistency. JOB EVALUATION• Provided consultation on new job evaluation program at TNPI (new form, writing and delivering training to employees about the job evaluation process, meeting with the Leadership team to conduct cross company calibration, representing the company with external consultants on all job evaluation initiatives). • Assisted/coached business groups in completing job descriptions. • Managed job evaluation process, including providing tentative and final salary grades for jobs to ensure internal consistency.TRAINING PROGRAM DEVELOPMENT• Partnered with HR Manager to develop a company training program.• Met with leaders and subject matter experts to conduct needs assessment and gap analysis on current training at TNPI.• Wrote and delivered training on Alcohol & Drug Policy, Violence & Harassment, Performance Management, Merit, Job EvaluationORGANIZATIONAL DEVELOPMENT• Designed and developed progression plan for Engineering and Line Controllers, ensuring alignment with TNPI’s compensation philosophy and market competitiveness.PERFORMANCE MANAGMENT • Partnered with Sr. HR Business partner to design and implement a new performance management program.• Developed resources, communications and annual schedules for the annual performance review cycle.ONBOARDING PROGRAM• Partnered with HR team to design, develop and implement an onboarding program for new hires.

Owner

• Jun 2005 - Present

DANCE SCHOOL MANAGEMENT & OPERATIONS• Responsible for all operations including scheduling (classes, staff), studio bookings, online registrations, online payments and online attendance tracking.• Developed syllabus for all dance programs offered.• Provided training to new instructors and co-wrote training program for instructor assistants.• Responsible for staff payroll.MARKETING, PROMOTIONS & WEB MAINTENANCE• Lead all social media marketing and promotional activities for dance classes and special events.• Created all digital artwork for flyers, banners, posters, business cards, and promotional materials using Adobe Illustrator & Photoshop.• Maintained and regularly updated website using Adobe Dreamweaver (www.ifreestyle.ca)EVENT PLANNING• Planned, coordinated and executed 2 annual events (using online ticketing systems) and monthly events.• Responsible for spending decisions, negotiated prices with vendors, processed invoices, and expense reports to meet and manage numerous project budgets.INSTRUCTING, COACHING, JUDGING & CHOREOGRAPHY• Taught regular group classes, workshops at both local and international dance events.• Director and competitor of 11x championship dance company (from amateur to professional level competitions)• Coached and choreographed for over 10 championship couples and from amateur to professional level.• Lead choreography/co-choreographer for all iFreeStyle routines, from student level teams to professional/competitive teams.

Human Resources Manager & Human Resources Specialist (Change Management & Human Capital Management)

• 2001 - 2007

PROGRAM MANAGEMENT• Responsible for enterprise-wide implementation of new systems including new Online Performance Management system, Employee Engagement surveys and reporting and Job Evaluation.• Responsible for implementation activities including communications, technical implementation, change management, training and train-the-trainer. Partnered with client facing HR consultants to implement systems to the employee level. ONLINE PERFORMANCE MANAGEMENT • Using change management methodologies, project managed and launched an online performance management tool within Rogers Companies (+26,000 employees).LEARNING & DEVELOPMENTBuilt, delivered and managed training program to HR Operations, OPM administrators, Train-the-Trainer program on newly launched Online Performance Management (OPM). EMPLOYEE ENGAGEMENTProject managed the planning, HR training, needs assessments, reporting, deployment, and communications for all Employee Opinion Surveys/Employee Engagement initiatives for Rogers. Built MS Excel and PowerPoint templates to streamline reporting process. Change management strategies were used to introduce and implement the new practice of measuring employee engagement.COMPENSATION (Annual Merit Program & Bonus Programs)• Launched merit program for 3 years at Rogers Wireless (simultaneously with the bonus program, Job Evaluation and launch of the Online Performance Management program). • Provided executive reporting for the Rogers Communications Group (Wireless, Cable, Rogers Shared Operations, Customer Care) while project managing Wireless RCI CC and AR through merit. Support included HR Operations primers, regular merit updates, budget summaries for leaders and consolidating company figures, working on executive compensation (“Comp book” merit program). JOB EVALUATIONResponsible for all job evaluation initiatives that included meeting with HR and senior leaders and management about organization structures in the context of grading.

Human Resources Representative, Compensation, Benefits & HRIS

• Sep 1999 - Jul 2001

COMPENSATION• Completed compensation surveys (Mercer, Towers Perrin, Morneau Sobecco, Board of Trade) for use in market pricing, job evaluations, hot skills premiums, salary structure movement, annual salary increases.• Researched international economic indicators (COLA and inflation rates) to propose annual salary increase budgets and salary structure movement.• Recommended and designed various compensation programs including Software Developer Retention Bonus, short-term incentive plans, profit sharing alternatives, recognition awards, termination payment calculations.• Developed compensation related policies and procedures including the following: overtime/lieu time, conditions of employment, maternity/parental leave, and salary review procedure.• Responsible for handling employee relation’s issues relating to total compensation, career planning, benefits and general human resource policies.JOB EVALUATION• Participated in the development of the JE program by conducting market research, job analysis, banding, and establishing salary ranges to ensure legislative compliance and internal/external competitiveness.• Implemented new JE Program through employee briefings using PowerPoint presentations. • Lead monthly meetings to evaluate new jobs and to periodically review existing ones. HR INTEGRATION• Travelled to the UK as part of the HR integration team to merge HR processes and policies currently used at Teklogix International with Psion Enterprise. • Managed HRIS with respect to upgrades/enhancements, as well as generating reports for compensation and benefit purposes• Responsible for proposing group benefits strategies for local and expatriate employees and researching improvements while applying cost containment methods• Supervised a HR co-op student in a company wide HRIS audit (salaries, jobs, positions, salary bands, and emergency contact information, address changes, status changes) in order to generate accurate analysis reports.

Human Resources Consultant & Training Co-ordinator

• May 1998 - Sep 1999

COMPENSATION & BENEFITS• Provided employees with information and assistance regarding company policies, expatriate benefit coverage, domestic flexible benefits plans and procedures, group pension enrolment, group RRSP's, training, terminations, recruitment, orientation and miscellaneous HR functions as required.• Conducted annual salary reviews with the Manager of HR by generating reports from HRIS, and performing calculations using Excel spreadsheets.• Set up flexible benefit plan with new premiums and calculations on HRIS for accurate report generation.• Initiated successful Employee Referral Incentive Program for new hires to assist in reducing recruitment costs.RECRUITMENT • Responsible for the recruitment of the Transportation, Environmental and Systems divisions at offices internationally.TRAINING• Met with Division Vice Presidents to determine training needs of staff by conducting a skills inventory survey. Followed by a feedback presentation of survey results that led to the development of PMIS training curriculum. • Developed company Training Program and in-house Training Program, which includes a customized Project Management workshop, and a comprehensive training program for use by all Engineering staff.• Conducted research into the development, revision, production, and implementation of the Employee Manual, PMIS (Project Management Information Systems) Manual, Orientation Program, Benefits Procedures materials, and Training Policy.