STRATEGIC HR LEADERSHIP
Strategic HR Leadership
Research tells us that it’s engaged and productive teams who deliver your organization’s unique value proposition, thus ensuring client satisfaction and loyalty, and ultimately, organizational profitability or sustainability.
That’s why an HR Strategy,
aligned with your overall business plan, is key.
- HR Strategic Planning
- HR Audits (HR Legislation, Policies and Procedures, Global Best Practices)
- Change Management
I can also roll up my sleeves and provide you with tactical support as an interim HR professional, a coach for your HR practitioner, or as a Project Manager for:
- Talent Management (Attracting, Engaging, Retaining, the best fit team members)
- Learning Organization (On-Boarding; shorter term Skills Training; longer term Career Development)
- Performance Development (Coaching; Mentoring; Goal Setting)
- Total Compensation (Base Pay; Variable Pay; Benefits; Retirement Plans; Non-monetary Recognition and Rewards)
- Equitable Employment Practices (Diversity, Equity and Inclusion; Employment Equity; Pay Equity; Complaint-Dispute Resolution)
- Ending the Employment Relationship (Resignation; Termination with Cause; Termination Without Cause)
- Investigations for complaints of bullying, discrimination, harassment and violence.
I typically partner with:
1. Small to medium businesses with under 500 employees:
- In start up mode
- In transition (pre- or post- merger/acquisition)
- Experiencing growth
- Re-structuring
- Under intense public scrutiny
Selected clients:
- Aviation (maintenance and refurbishment)
- Chocolatiers
- Co-operatives
- Credit Unions
- Dealers and Distributors
- Feed Mills
- Heating/Plumbing
- High tech, Incubators
- International Development
- Marketing and Public Relations
- Manufacturing (airplanes, boats, chemicals, cranes, packaging)
- Planners, Surveyors and Engineers
- Seed Quality Labs
2. Not for profit agencies:
Many agencies are becoming more businesslike as traditional funding sources tighten and competition for fund development dollars increases. I have partnered with:
- Boards clarifying their Governance models.
- Like-minded organizations formally “unifying” or informally coming together in a hub and sharing infrastructure services.
- Organizations developing a Social Enterprise as a way to diversify revenue streams.
Selected clients:
- The Arts
- Community Food Centres
- Community Foundations
- Community Health Care including Children’s Health, Nurse Practitioner-Led Clinics, Long Term Care, Senior’s Care
- Community Housing
- Neighbourhood Revitalization
- Developmental Services
- Family Services
- Mental Health
- Professional Associations
- United Way
- Women’s Service
Today there are clear similarities between the private and entrepreneurial sectors, who want to become more socially responsible, and the not for profit sector, which needs to become more business savvy.
I like quirky projects! For example, one rising trend is corporate gardens (in plots or pots) which create strong teams, help to manage stress and produce healthy snacks for greater productivity and/or donations to local not for profit agencies.