Manager, HR Relationship Management
TD Bank Financial Group
Total years of experience :18 years, 0 Months
Providing HR Relationship support to over 10, 000 employees based in different line of businesses including Corporate Office, Corporate Shared Services, North American Phone Channel Contact Centres, Credit Cards and Merchant Services. Leading and guiding the team of 10 HR Officers to proactively provide relationship support on all employee and people manager related issues, policies and procedures, enterprise wide programs - launch and change management. Proactively manage the implementation of Performance Management cycle, Resource Planning and Succession Planning, Year End Comp Cycle and Employee Pulse Surveys. Providing support on employee relations issues including Lawyer letters, progressive disciplinary process and case management, HR Visits and investigations.
Lead and manage the Process and Workflow improvement projects applying SIX Sigma methodology.
Manage the executive processes like Executive Offers, Titling, Complement and Vacancies, Retention Awards, Equity Participation Agreements, Promotions and Disengagements.
Design, lead and implement the HR Metrics Dashboard project for the North American Contact Centres to provide information-driven insights and advice based on standardized performance metrics to ensure reliability and consistency in data, and information sharing to grow the sales revenue, realize efficiencies, and WOW the customer.
Lead the team of 2 HR Officers and provide HR Relationship support to 7, 000 employees based in the North American Phone Channel (Contact Centres), Digital Channel and ATM line of businesses.
Provide the data analytics on the internal and external employee and customer satisfaction surveys. Lead and manage the HR Risk Dashboard process and identify issues and provide recommendations in support of the business objectives and Organizational effectiveness.
Manage the quarterly goal setting scorecard process covering the percentage target for Sales Revenue, Customer Engagement Index (CEI), Average Hold Time (AHT) etc., for the Call Centre Specialists
Lead the Process improvements to achieve the operational efficiencies.
Successfully managed annual compensation reviews and market surveys to benchmark job levels, determine appropriate job family targets, identify market priced and pressured jobs, and to ensure market competitiveness in order to attract, retain and develop top talent and internal equity
Researched and kept up-to-date on leading practices and market trends in total rewards, including managing appropriate survey participation
Created and delivered market intelligence reports to different lines of businesses to influence and share best practices across the company around compensation strategies
Managed Proxy reporting process, Off Cycle equity awards and Management reporting on Share Ownership Requirements for the senior management
Actively participated in regulator audits and reporting processes i.e. OSFI and SEDI Filing
Established and proactively managed the global Stock Option exercise process for executives with annual payout of over $100 Million with 100% accuracy and timeliness
Leveraged technology to continually improve, enhance and provide workable solutions for effective delivery of Total Rewards programs
Trained a team of HR Analysts on valuation of equity buyouts for new executive hires
Panasonic Marketing - 1996-2004
Human Resources Manager
• Being one of the initial employees of the start-up Company in Asia Pacific - researched, analyzed, designed and implemented HR Policies and processes, prepared HR planning, hired employees, facilitated training programs, designed and implemented performance management process, employee onboarding and recognition programs
• Facilitated the job evaluation process involving external management consultants
• Provided strategic guidance to the leadership team on the phased hiring of 600 employees including international hires with minimum lead time and achieved 40% cost saving
• Designed and presented interview workshop for hiring managers and established global mobility processes for relocation of new hires
• Developed and communicated salary, performance pay and other incentives and rewards, linking with indirect compensation such as benefits and pension plans
• In partnership with various business leaders, defined business requirements for current and future HRIS for efficient delivery of total rewards consistent with HR policies and Company strategy
• Managed employee relations issues including progressive discipline processes
• Ensured that HR programs are market competitive and legislation compliant
• Rolled-out a proactive health and safety program and culture change across the organization, resulting in a 20% reduction in reportable injuries
• Centralized and integrated the administrative functions and processes resulting in 50% cost savings
Panasonic Marketing - 1996-2004
Human Resources Manager
• Being one of the initial employees of the start-up Company in Asia Pacific - researched, analyzed, designed and implemented HR Policies and processes, prepared HR planning, hired employees, facilitated training programs, designed and implemented performance management process, employee onboarding and recognition programs
• Facilitated the job evaluation process involving external management consultants
• Provided strategic guidance to the leadership team on the phased hiring of 600 employees including international hires with minimum lead time and achieved 40% cost saving
• Designed and presented interview workshop for hiring managers and established global mobility processes for relocation of new hires
• Developed and communicated salary, performance pay and other incentives and rewards, linking with indirect compensation such as benefits and pension plans
• In partnership with various business leaders, defined business requirements for current and future HRIS for efficient delivery of total rewards consistent with HR policies and Company strategy
• Managed employee relations issues including progressive discipline processes
• Ensured that HR programs are market competitive and legislation compliant
• Rolled-out a proactive health and safety program and culture change across the organization, resulting in a 20% reduction in reportable injuries
• Centralized and integrated the administrative functions and processes resulting in 50% cost savings
Human Resources Professional Practice Designation in Canada with successful completion of 9 HR specialty courses.
Post Graduate Diploma in Administrative Management with major in Business Administration
Received honors award for the best grade in this Post Graduate Diploma course in Industrial Relations and Personnel Management
Bachelor of Commerce