Senior Human Resources Advisor
Government of Canada (Environment and Climate Change Canada)
Total years of experience :10 years, 4 Months
Lead various initiatives in both event management and executive development/coaching while
promoting exchanges, networking
Organized meetings with other teams and/or other departments to share information and tools;
Explored ways to get an evaluation of the events we put in place so we can measure if there is a
return on investment.
Maintained/adapted the Indigenous Director Development Program (IDDP) and other initiatives:
Established relationships with program partners, assignment managers and mentors;
Facilitated opportunities for discussion and networking;
Key Achievements:
Coached several participants and managers; Planned, facilitated or
delivered new learning activities that are cost effective and met the needs of executives. Identified
and implemented executive networking opportunities;
-Meet and collaborate with Hiring Managers, HR Partners, and internal stakeholders to discuss, evaluate job requirements, and post jobs
-Advertising job openings on careers pages, job boards and social media networks
-Create a great candidate experience, Interview applicants, assess qualifications, present viable applicants, schedule interviews, and make recommendations to Hiring Managers
-Review resumes and other application materials to identify potential candidates
-Interact with job seekers to understand their interests and motivations and whether they would be a good fit for the organizations culture
-Communicate regularly with hiring managers to ensure that they are satisfied with the progress of the recruiting process
-Manage the full cycle recruiting process
-Participate in job fairs and events to promote organizations’ reputation
-Provide detailed reporting on recruiting progress and be accountable for meeting recruiting metrics
Delivers expert HR management operational services with full departmental or agency delegation in one HR discipline (when applicable as not all HR disciplines have a delegation); analyses and processes requests, resolves contentious and complex situations, issues and cases, and develops justifications in support of actions taken.
Consults with clients to identify emerging HR management requirements, and to provide expert advice and guidance to clients on all aspects of the HR discipline assigned.
Conducts research and analysis on complex and difficult HR problems and cases, or on learning and training needs; emerging human management trends and issues, and organizational change proposals; forecasts potential impact on HR service delivery and client business operations; and develops plans and options to resolve problems and cases, mitigate risks or support change.
Investigates and analyzes submissions for recourse actions, conducts interviews with involved parties, and writes factual reports with recommendations on departmental or agency response options.
Provides guidance to new and developing HR Advisors and HR support staff in the HR discipline assigned, and consults with HR colleagues to gain understanding of the interrelationships and dependencies in the overall HR program or operational service delivery.
Writes correspondence, reports, case studies, précis and summaries pertaining to the activities undertaken, or in support of recommendations referred for decision to supervisors or higher management.
Participates in project teams and working groups and provides operational knowledge to project teams, colleagues and working groups engaged in the implementation of HR management program strategies and initiatives in the HR discipline assigned, within the client portfolio.
Develops content for and delivers information sessions and presentations in the assigned HR discipline to managers and employees.
Responsible for providing advice and guidance to hiring managers and human resources advisors on the development of recruitment strategies/action plans to support current and future hiring needs.
Responsible for outreach activities to create awareness of career opportunities within the department using various recruitment strategies that focus on all positions, including partnerships with career centres, academic institutions and targeted communities to support key recruitment needs.
Responsible to lead targeted recruitment initiatives and supporting hiring managers and human resources advisors in the use of these initiatives.
Responsible for recruitment advertising and branding activities for all positions, coordinating campaigns and development of tools in partnership with internal contributors and external partners.
Providing advice and guidance to hiring managers and human resources advisors on the development of recruitment strategies/action plans to support future hiring needs.
- Responsible for outreach activities to create awareness of career opportunities within the Agency using various recruitment strategies that focus on non-uniformed positions, including partnerships with career centres and targeted communities to support key recruitment needs.
- Responsible for targeted recruitment initiatives and supporting managers and human resources advisors in the use of these initiatives.
-Developing recruitment advertising and branding activities for non-uniformed positions, coordinating campaigns and development of tools in partnership with the Communications Branch.
First point of contact for all human resources matters (mainly in staffing)
Discuss clients’ needs with regards to human resources; present options, conduct research and analysis to identify solutions
Support clients throughout the hiring processes (discuss assessment strategy, support screening process, development of assessment tools, etc.).
Interpretation and application of acts, regulations or policies related to the management of human resources.
Providing advice, guidance and services to managers regarding the management of human resources.
November 2010- Present CANADA POST
Human resources officer
•Implement human resources activities and programs for assigned client groups in accordance with national policies
• Coordinate programs in such areas as talent acquisition, organizational improvement, legislative programs, employee recognition and human resources planning and development
• Ensure programs are in accordance with collective agreement requirements
• Provide support to line management and employees dealing with organizational changes
• Provide management and employees with human resources services including advice and guidance on issues of corporate policies, programs and collective agreements (as applied to employee relations issues)
• Research and develop solutions to significant employee and management issues
• Facilitate the implementation and coordination of legislative program requirements
Sept.2007- May 2010 Bachelor of Sciences in Industrial Relations University of Montréal, Montréal, Québec
Sept.2000 - Dec.2003 Bachelor of Arts: Major in Political Science Concordia University, Montréal, QC