Careen - HR Executive - Gloucester, Ottawa, ON, Canada

Linda Careen

Gloucester, Ottawa, ON, Canada

Services

HR Executive

Work History

Director Strategic Operations (Contract)

Canadian Centre on Substance Abuse

August 2005 - January 2006

Reporting directly to the CEO responsible for all HR practices and programs including but not limited to: talent management , positive employee relations and employee engagement, diversity and inclusion, rewards and recognition, performance management, and issue investigation and resolution.
• Implemented the organizational performance and evaluation accountability framework and linked it directly to the strategic plan/logic model;
• Developed and implemented a compensation and benefit strategy and process;
• Managed the company's financial and budgetary planning process by clarifying and documenting process, monitoring process performance and compliance, and continuously identifying opportunities for improvement and deploying them;
• Managed all information technology requirements, including the purchase of a HRIS system to facilitate the integration of all company data from various systems into one data warehouse and leading the development of overall strategies for development and integration;
• Worked with all divisions to assist them with performance measurement, change management/realization, business transformation, project management, risk management, and developing communications plans.

Principal and Senior HR Generalist/Consultant

Human Resources Management

From July 2004

(Client list/projects is available upon request)
Providing decision-makers in the private, public and not-for-profit sectors with knowledge and insights on talent management and key people-related issues including diversity and inclusion, competency and performance management, compensation and benefits, health and wellness, Human Resource metrics and strategic Human Resources Management. Human Resource Management Specialist who has gained extensive experience in the trenches. My background includes a proven ability in client management, project delivery and business development. An independent worker who enjoys networking with business leaders and is driven by the opportunity to collaborate and provide exemplary service. Managing change comes easily with the ability to set priorities to achieve the best results. Motivation comes from satisfied clients, achieved through hard work, dedication and refusal to settle for anything but the best. Using a partnership approach that is effective and efficient with an "at your service" attitude. Successfully grown a consulting business through securing repeat engagements, and through clients requesting personal delivery of their HR requirements. Following is a list of past and current consulting achievements:
• Develop and maintain productive relationships with clients. Focusing on deliverables and client business priorities by understanding the client's industry and key performance drivers and business trends;
• Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations;
• Provide expert advice on and/or performing analysis of the HR strategic direction and assisting in the development of HR options, aligning and integrating the HR plans with the strategic direction of the organization's business plan;
• Develop Integrated Business and Human Resources...

Senior Director Human Resources and Administration (Contract)

Telephone Systems International

July 2004 - July 2005

Telephone Systems International (TSI) was incorporated in 1998 for the purpose of establishing a commercial telephone system in Afghanistan. TSI owns and operates Afghan Wireless, the country's first mobile phone company and it is the largest provider of telecom services of any kind. Reporting to President and General Manager.
• Developed pay incentives, job evaluations processes, salary survey techniques, merit pay processes, performance evaluation
• methods, sales compensation packages and executive compensation packages for expatriates;
• Project Manager for the purchase of software programs for Time and Attendance, Payroll, Biometric Security and HRIS system by developing a detailed business process map;
• Negotiated employee assignment agreements and relocation packages for all hires;
• Manage compensation and benefit plans to attract, motivate and retain talent. Lead the negotiations and administration of benefits, savings and insurance programs.
• Manage the Human Resources team in ensuring the flawless execution of deliverables. Provide budgetary control, performance management, and departmental staffing
• Provided support to operational directors by providing and/or developing salary rates as well as terms and conditions for • international assignments;
• Carried out first company salary survey in conjunction with UN Office of the High Commissioner for Human Rights (OHCHR);
• Created and implemented employment equity policies for 1800 local Afghanistan employees and 200 expatriates that complied with international employment laws;
• Implemented training plans for over 500 exceptional young Afghan men and women in the areas of Marketing, Sales, Customer Care, Finance, IT, Human Resources, and Administration;
• Recruited top level executives such as CFO, CTO and Chief Commercial Officer.

Director of Human Resources

CANCAP

December 2003 - May 2004

The CANCAP contract with the Department of National Defence (DND) Canada is a ten-year program through which SNC-Lavalin PAE Inc. provides a range of logistics support services to the Canadian Forces on deployed international operations.
Reporting directly to the General Manager of the joint venture responsible for all HR practices and programs including but not limited to: talent management and development, positive employee relations and employee engagement, diversity and inclusion, rewards and recognition, performance management, and issue investigation and resolution at the Project Management Office and remote offices in Bosnia and Afghanistan.
• Provided consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations;
• Provide expert advice on and/or performing analysis of the HR strategic direction and assisting in the development of HR options, aligning and integrating the HR plans with the strategic direction of the organization's business plan;
• Saved company thousands of dollars every month by reducing reliance on employment agencies. Brought the majority of formerly outsourced recruiting functions in-house to reduce billable hours from 200+ to less than 15 per month;
• Developed robust talent management plans to attract, retain, develop, and engage talent throughout the organization.
• Coached functional leaders on complex leadership and HR issues including talent/performance goals and HR/talent implications of business decisions. Build organizational alignment and capability through development and/or facilitation of appropriate senior leader focused interventions (i.e. team effectiveness, goal development and alignment, manager capability, etc.).
• Prepared RFP and lead the negotiations and administration of the benefits, savings and insurance programs.
• Saved half a million dollars in costs by...

Director Human Resources (Contract)

C-MAC Engineering Inc

May 2001 - May 2002

Reporting directly to the Global Vice President of Engineering, directed all activities related to human resources, administration, health and safety, and customer satisfaction and served as a key member of the senior management team
• Directed all activities related to human resources, administration, security, and customer satisfaction
• Conducted in-depth analysis of market environments, customers, and competition to identify trends, opportunities, threats, strategic uncertainties, and best practices
• Provided human resources leadership to assist managers in anticipating future needs and plan accordingly
• Co-led the review and implementation of a strategy to further develop intellectual capital, focusing on effective processes, quality, information systems, and professional development programs
• Provided leadership in the recruitment of potential candidates with the skills and leadership abilities to assume key executive positions in multinational and national private corporations by introducing behavioral based interviewing
• Reduced recruitment costs and timelines by introducing alternative recruiting strategies and cross-training programs while maintaining company employment equity goals
• Maintained 0 % employee attrition over a 12-month period, using a participative team management style along with identifying roles and responsibilities, establishing clear and concise expectations, and encouraging employee development
• Increased positive employee satisfaction scores from 35% to 74% over 12 months by developing a formal reward and recognition program, as well as career development and succession initiatives
• Reduced annual costs $300,000 by eliminating the use of all third party recruitment services, hiring 25 new employees to take over the responsibilities internally
• Decreased training costs 40% through implementation of train-the-trainer programs and an in-house mentorship program, which also resulted in productivity improvements and increased...

Director of Corporate Services

Scepter Advanced Business Solutions

August 2000 - December 2003

Reporting directly to the President, directed all activities related to human resources, administration, security, and customer satisfaction and serve as a key member of the senior management team
• Developed long-range plans, objectives, strategies, and policies for the company, collaborating with the CEO and President and ensuring that approved plans were implemented through the company's budget process
• Researched and initiated partner relationships with Pink Elephant aimed at extending the competitiveness of the Magic, Remedy and Front Range product lines
• Revised job descriptions across all levels and 50+ categories. "Shadowed" and interviewed employees to construct an accurate picture of the duties and skills required for each position
• Managed the company's multi-state biweekly payroll processing including uploading and processing of all time and attendance records from the timekeeping system, and the consolidation of all payroll data.
• Coordinated with managers to produce human resource, accounting, financial, and administrative policies and systems of internal control to protect the company's assets and ensure consistency throughout the organization in the areas of personnel, purchasing and procurement, security and risk management, and information systems
• In cooperation with responsible managers, coordinated the development of an internal Team Leadership Program consisting of coaching, mentoring and consistent follow up to achieve the Company's missions and performance goals by improving organizational performance
• Completed business analysis and process analysis related to business changes with a focus on the recruitment of new customers and the retention and expansion of relationships with existing customers;
• Established an employee compensation strategy that included bonus plan, stock option, and benefit programs.
• Managed payroll, tax filing, benefits, and Worker's Compensation in Canada and the U.S
• Managed all Immigration issues for...

Human Resources Consultant (Contract)

Department of National Defence

October 1999 - August 2000

• Interacted with co-workers, command staffs, treasury board staffs, Statistics Canada, RCMP to identify requirements for new or revised military Foreign Service compensation and benefits and allowances policies
• Developed, recommended and promulgated Policy concerning entitlements to Military Foreign Service Benefits and allowances for members of the Regular and Reserve elements of the Canadian Forces
• Interpreted and advised on all matters concerning military Foreign Service benefits and allowances
• Reviewed and provided recommendation on special cases and requiring ministerial authority
• Prepared replies to Parliamentary, Ministerial, Chief of Defence staff or Deputy Minister inquiries on military Foreign Service benefits and allowances
• Drafted submissions and various papers on behalf of director and director general compensation benefits regarding current policies, new developments and the necessity to change and amend the policies

Senior Human Resource and Administration Manager

Department of National Defence

July 1984 - October 1999

Consistent promotion through military ranks in roles of increasing responsibility culminating as Senior Human Resource and Administration Manager. Strategic advisor and hands on management to senior management on performance management, pension and benefit administration, collective agreements, conflict resolution, succession planning, training and development, budget, recruitment and retention and staffing of Public Servants under the PSEA.
• Project Manager of an eight-member team tasked with designing and successfully implementing a Human Resource Information System (HRIS) secure software program for annual promotion boards to be used in conjunction with Peoplesoft;
• Trained over 500 senior Navy, Army and Air Force personnel on the new electronic software for the promotion boards
• Provided human resource services in support of recruiting, classification, staffing, education training and professional development, terms of services/career management and release of CF members and DND personnel
• Carried out Employment Equity reviews, OL language reviews and Appointment reviews for Public Service employees
• Planned, organized and directed multi-disciplinary activities of the office predominately in the areas of promotion policy, employment contracts, personnel grievances, human rights investigations, personnel counseling and assessments;
• Conducted daily and weekly communication meetings in all departments providing focus on managing employees, performance assessments, mentorship programs and various Human Resource issues
• Developed and conducted qualification level training for Human Resource and Administrative personnel
• Recruited 5000+ professionals by selling the value of the Canadian Military and the rewards to be gained
• Developed work plans, training plans, training booklets and student feedback forms and course reports
• Forecasted and managed budget requirements for the directorate in the $7,000,000 range
• Provided strategic advice and hands on...

Qualifications & Certifications

Senior Military Management and Administration

Canadian Forces School of Administrative Studies

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