Calgary, Alberta, Canada
I believe Human Resource Management can be linked to a measurable effectiveness metric. This metric undoubtedly impacts corporate strategy, resulting in human resources becoming a profit center or driver of achievement. Human Resources Management ultimately functions in understanding that the linkages between workforce planning, succession planning, talent acquisition, performance management, compensation, organizational effectiveness and employee wellness ultimately drives your human capital strategy The strength of your human capital strategy directly contributes to your business strategy and in due course determines the profitability of your business. These are my areas of strategic proficiency.
Working in Talent management I engage in a set of curricula and practices that are used to: recruit, hire, and initiate employees; manage their performance, development, and career progression; compensate and reward them; and transition them to different levels in the organization. Areas of skill include: • Recruiting/talent acquisition • On boarding • Performance management • Learning management/employee development • Compensation management • Succession Planning and management
As the Human Resources Business Partner (HRBP) I was responsible for the execution of the Bank of Montreal’s Human Resources strategy, plans and priorities. Reporting to the HR Manger, I was responsible for providing strategic HR and people management support, advice and consultative services in partnership with leaders and employees enabling informed decisions in alignment with the Banks objectives. I provided expertise to clients in the areas of, but not limited to, talent acquisition and management, employee and labour relations, employee engagement, organizational development, learning and development, coaching, workforce planning, and performance management.
I assisted in developing the strategic vision for the company and consequently formulated policies that guided and shaped the newly formed HR department(s) My reach included: • Human Capital Management • Employee Engagement • Retention and Performance Management • HR Consulting • HR Analytics • Compensation and Benefits • Employee Placement and Succession • Workplace Planning and Diversity • Training and Development • Legislation • Development of Employee Policy • Creating HR Audits
Created an Integrated Talent Management Program (ITMP) used by the Calgary office as a key strategy for addressing many critical HR issues. Focused on managing HR and the talent that was available to the organization as both a corporate and a departmental priority. Areas of concentration included: • Alignment of the program with the strategic directions of the organization • Accountability of Human Capital • Effective departmental HR management and supports • Ensuring employee input, engagement, and participation • Continuous evaluation, monitoring, and improvement efforts • Effective organizational communication of HR plans