• Designing and executing compensation programs, including salary structure design, total rewards market assessments and market compensation survey review. Testing salary structures and conducting equity analysis based on grades, time in the role and other factors to ensure alignment with the market, pay equity requirements, and solve compensation problems associated with labor market shortages.
• Auditing job evaluation programs to determine if a new tool and / or process is required to better align to the market practice – Factors, levels, weighting etc. Developing and / or reviewing existing job descriptions to evaluate language modernization, consistency in the "build" from level to level within factors and accuracy between what the hiring manager expects to have vs. what the job description's story tells.
• Conducting workshops and JE training to HR and Management teams to understand the job evaluation process / governance and their experience with the JE tool

• Supported the development of competitive pay practices through market analysis and compensation benchmarking.
• Assisted in the design and implementation of broad-based and executive compensation programs. Partnered with project managers to understand the needs and support the analytics behind the final product to be delivered to the clients.
• Created and manipulated large datasets (for organizations between 200 to 100,000 employees, 15 to more than 200 job positions) to build Excel models that allowed to test different scenarios and deliver results including but not limited to market positioning, incentive design, cost impacts, and market assessment.

• Designed the company's 2021 salary guide based on market data and updating compensation for the year, including end-year bonuses and compensation memos for the staff.
● • Developed the HR Records Retention and Destruction policy framework by researching and outlining provincial and federal guidelines and regulations that the organization requires employees to follow.
● • Assisted in quoting and planning employee wellness packages, organizing the A&M Virtual Christmas
Party, and coordinating remote staff meetings. Participating in evaluating AODA annual report and researching JHSC terms and conditions.

• Developed and implemented compensation and incentive programs, resulting in a 14% increase in employee performance ratings.
• Trained managers and developed job descriptions to attract suitable candidates for each position. Provided crucial input to the HR department on compensation design and analysis.
• Managed payroll processing, HR expenses reporting and budgeting. Conducted job evaluations and market benchmarking to create equitable pay practices.
• Implemented corporate communication practices to foster an employee- oriented, high performance, innovative, and progressive culture. Led the restructuring of internal branding and work-life balance initiatives to enhance employee engagement.
• Overseed day-to-day HR operations, preparing, and presenting results for the HR key indicators.
● Prior Related Experience:

• Addressed and managed employment-related issues, such as work complaints, harassment allegations, lawsuits and workplace health and safety issues and inquiries. Experience working in a unionized environment.
• Controlled HR expenses regarding third-party services costing, prepared quarterly budgets, and annual expenditure forecasts, key indicators, and headcount.

• Developed policies and procedures to standardize HR negotiations with third-party providers (Staffing agencies and independent contractors), according to regional and global guidelines.
• Restructured the old negotiations with third parties and generated efficiencies of $60,000 monthly below the HR department budget by gathering information within the company, evaluating the real need for hired services and headcount, and re-negotiating with third parties through a strong business vision.

• Provided client-driven job valuation, job design, pay equity, wage administration and compensation policy by making recommendations and reports to support decision-making processes.
• Supported salary survey activities, gathered, and analyzed market data. Provided recommendations by ensuring accuracy while meeting submission deadlines for every assigned project.
• Provided advice supported by confidential reports to ensure new organizational structures deliver on business goals.
• Assessed five different industries to identify options, best practices, and opportunities to enhance compensation and benefits packages. Presented to the clients the compensation structures that guaranteed external competitiveness and internal equity of every assessed company.

• Supported and worked with HR business partners to ensure that the programs are adequately implemented. Assisted employees' and managers' inquiries. Proposed new C&B strategies according to Hay Group/ Mercer market surveys.
• Assisted in Job Evaluation HRBPs requests by providing salary and level recommendations for new positions, promotions, and talent retention. Proposed new strategies for the portfolio of benefits by levels,
• Aligned and implemented Siemens Andean Region procedures, policies, and programs on Compensation and Benefits according to Global guidelines and legislations. Supported LATAM HR Operations team on global and regional C&B projects.
• Standardized the employees' salary review process, using macros in Excel, pursuing saving time for HR Operational activities, and gaining some extra for generating new ideas. Supported and implemented the new benefits portfolio for senior managers - Siemens Andean Region.