Experience

As an internal HR leader and external HR consultant, Stephanie has been responsible for all aspects of designing and delivering a full range of HR programs and strategies.   Following is a partial list of the most common services provided.

HR Strategic Plans – facilitation of HR Strategic Plans for small and mid-sized organizations in the for profit and not-for-profit sectors, linking HR goals and objectives to organization purpose and culture.

Employee Surveys – over 50 customized employee surveys ranging from 30 to over 150 questions designed to assess employee satisfaction, engagement, benefit preferences, and organization effectiveness.

Compensation Strategy and Analysis – over 40 compensation program designs pertaining to base pay structures and bonus plans, including annual analyses in support of recommended compensation adjustments.

Job Evaluation – job evaluation plans have included a variety of styles including simple market matching, whole job comparisons, and point factor plans.

Management Assessment –assessments have included the development of customized competency criteria and the usage of ‘off the shelf’ proven assessment tools.

Performance Management – over 25 performance management systems have been designed and implemented, including uni-source and multi-source feedback processes.  Programs include design, training, implementation, and evaluation and can be tied to both performance development and/or compensation programs.

Management Development – a range of management development programs and workshops have been designed and delivered to enhance career growth and skills related to people management issues including:  behavioral interviewing, performance feedback, recognizing and motivating employees, and understanding and managing personality types in the workplace.  

Recruitment – recruitment coordination has been provided to organizations seeking individuals to fill positions from entry level up to the Chief Officer level.  Services related to search are referred to colleagues with specific industry expertise.  

Policy Development – a number of HR policy audits have been conducted and new policy manuals created to ensure legal compliance and support for the organization’s specific culture.

Mergers and Acquisitions – the consultant has lead the integration of HR policies, practices and compensation programs resulting from a merger or acquisition. 

Coaching and Mentorship of HR Professionals – a number of emerging HR practitioners have looked to the consultant for formal mentoring and coaching as part of their on-going career development.  On behalf of the CCHRA, the regulatory body of HR professionals across Canada, the consultant provides ongoing mentorship to emerging HR practitioners from across the country seeking to achieve their Certified Human Resource Practitioner designation.