Beatriz Mendes

• Reporting to the Executive Committee Team, as the Head of HR at Mitsubishi Motor Sales of Canada Inc., I am responsible for developing and implementing Mitsubishi Motor's talent strategy in Canada.
• People leader, responsible for managing and motivating three HR talents. Together, as a collaborative team, we provide support to 120 employees (Blue-Collar and White-Collar jobs) on all aspects of HR.
• Established productive partnerships with the Senior Leadership Team and People Managers by providing meaningful HR support and recommendations to help them realize the departments' talent strategies.
• Actively working on employee engagement by developing action plans to improve the overall employee engagement level.
• Constantly reviewing and analyzing MMSCAN's talent strategy looking for improvement opportunities aiming to support the corporate objectives. A few examples of projects planned and designed for MMSCAN are the compensation structure design, pay for performance / performance management system, the recognition program and the HRIS (Dayforce) implementation. MMSCAN's 2023 engagement survey showed an YOY senior leadership satisfaction increase of 50% in the compensation and performance management categories.
• Partner with the Executive Committee, Senior Leadership Team and People Managers, to deliver the company's workforce planning. My goal is to identify internal talents and new headcount needs aiming to achieve a productive and future oriented workforce as well as a talent pipeline.
• Prepare and maintain the HR and Payroll budgets in alignment with the annual talent strategy.
• Responsible for maintaining and developing HR policies to support the business' and employees' needs. The goal is to keep the organization abreast of HR trends and legal requirements while supporting a positive employee relations environment.
• Responsible for employee communication plans.

As the Human Resources Manager at Mitsubishi Motors Sales of Canada, planned and executed tactics pertaining to nine HR areas - Performance Management, Compensation, Global HR initiatives, Talent Acquisition and Onboarding, Employee Engagement, Health and Safety, Employee Relations, Health and Wellness and Immigration. Responsible for providing HR advice and recommendations to the Sr. Manger HR, Sr. Leadership and Executive Committee members (including the President and CEO), as well as staff.

• Managed the performance management system as it relates to; the development and preparation of all communications, schedules, design, forms, and administration.
• Partnered with the Sr HR Manager and executive team to determine the annual performance management schedule while ensuring that timelines were being met.
• Monitored the effectiveness of existing compensation policies, guidelines and procedures. Provided improvement recommendations to the Sr HR Manager focusing on delivering a competitive total rewards package to MMSCAN employees while keeping the program aligned with the corporate compensation strategy.
• Provided recommendations to senior leaders on pay decisions as well as compensation related guidelines explanation to staff and leaders. I was responsible for job design and evaluation as well as compensation analysis.
• Supported the Sr HR Manager on the analysis and pilot implementation of global talent management initiatives.
• Worked with the Sr HR Manager and senior leaders to plan and execute MMSCAN's workforce planning.
• Managed the recruitment / onboarding cycle and established processes to ensure timely and effective recruiting and onboarding practices.
• Worked closely with the Sr HR Manager on engagement initiatives. I was responsible for launching the annual engagement survey and reviewing the survey data as well as providing meaningful employee engagement recommendations to the Sr HR Manager.
• Managed MMSCAN's health & safety program ensuring that the program was aligned with OHSA requirements. Liaised with the JHSC to keep Health and Safety trainings and documentation up to date.
• Acted as a business partner supporting people managers on employee relations and talent management matters.
• Provided recommendations on the development of new HR policies and procedures.

As a subject matter expert in compensation and the point person for advisory on compensation. The main job responsibilities were:

• Partner with business leaders to develop and write job descriptions to accurately describe the job content.
• Plan, coordinate, facilitate, administer and report on the annual salary administration and incentive plan for all employees.
• Conduct different compensation-related analysis creating data modeling scenarios to identify the effectiveness (cost, alignment with the company's strategy, values, and performance evaluation program) Ex: Incentive Plan.
• Manage and process compensation surveys, including data collection, analysis and submission to external parties (Ex: Mercer PSPS, MBD, Korn Ferry Compensation Survey).
• Analyze and review job classification and reclassification requests.
• Maintain and update compensation info and job descriptions on internal databases and Workforce Now system.
• On-going update and description of compensation processes, procedures and guidelines.
• Respond to leaders and employees' requests providing advice on compensation matters.
• Support the delivery of new compensation related initiatives acting as a project leader on the implementation of new practices.
• Lead the job description, evaluation and salary structure project with Mercer. The main objectives of the project were: The development of CPA's job evaluation point method system; the documentation of 200+ jobs by conducting workshops to the workforce; the development of a job documentation and evaluation process; the establishment of the salary structure.
• Member of the job evaluation committee.
• Participated in the HIRS implementation (ADP Workforce Now) by analyzing and validating requirements and data. Creation of new job codes taking into consideration job classes, grades and titles.
• • Analyzed the ADP compensation module understanding requirements, functionalities and adaptability to the current annual salary review and incentive plan process and guidelines.

• Reporting to the manager of Variable Compensation, the role's main responsibility was to provide efficient and effective administration of the Home Financial Advisors Compensation/Payroll policies and practices through the preparation and processing of Home Financial Advisors commission transactions and payroll in accordance with Bank guidelines.
• Provided knowledgeable support to management and staff and ensured that all Human Resource policies were administered in a manner consistent with the bank service standards.
• Ensured that Customer Service Standards set out in the Service Level Agreements are consistently met.
• Ensured the timely and reliable investigation and resolution of and response to inquiries from internal clients in a manner that provides total satisfaction.
• Ensured the timely escalation and upwards referral of unresolved/unusual inquiries/outstanding issues.
• Sought opportunities to improve departmental processes and customer service.

• Recruited for 50+ positions /month. Improved the recruitment process by implementing candidate assessment tools.
• Managed HR metrics and built an HR dashboard leveraging HR data to support the leadership team's decision making process.

• Acted as an HR Business Partner supporting a client group of 30+ people managers.
• Responsible for the client group's talent acquisition process - average of 60+ positions/month.
• Actively proposed improvement solutions for the HR processes. One example being the implementation of a competency based tool to assess candidates' cultural fit.
• Liaised with people leaders to implement and maintain the company's annual performance evaluation process for 200+ employees.
• Built strong relationships with internal clients by adopting a client first approach. Proposed creative solutions to their HR's needs, enhancing HR's impact and value.

• Human Resources point person for the auto-service (supermarkets, groceries stores) division.
• Maintained various HR processes such as talent acquisition, training and development, performance evaluation and HR administration (EE lifecycle related tasks).

• Supported HR consultants on different change management activities such as communication and training plans, as well as policies development.