Louisa McCarthy OCRAN TURKSON

• Provide strategic guidance to business on matters related to human resources and ensure alignment of HR strategy with business strategy
• Manage HR function focusing on strong recruitment, business and HR continuity
• Leverage HR analytics to support partners in strategic decision making
• Develop and implement strategy to (1) build strong recruitment programs to attract talent and (2) drive high employee engagement in business
• Align rewards programs in order to drive retention of key talents
• Drive target setting process and ensure adherence to timelines
• Provide support on budgeting (ZBB) for HR package and drive strict compliance to budget while identifying and execution on opportunities to deliver savings
• Drive IR/ER agenda to ensure alignment on industrial relations topics
• Work with relevant stakeholders on collective agreements and any other labour subject with legal implication
• Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures
• Enhances organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices
• Manages pay plan by conducting periodic pay surveys; scheduling and preparing and reviewing pay budgets; monitoring and scheduling individual pay actions; and recommending, planning, and implementing pay structure revisions
• Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees, hearing and resolving employee grievances; and counseling employees and supervisors.
• Monitored and handled employee claims involving performance-based and harassment incidents
• Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management
• Motivated employees through special events, incentive programs, and constructive feedback
• Implemented performance reviews and motivational strategies to elevate HR team results
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset
• Evaluated employee onboarding programs and presented strategic improvement recommendations to upper management
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes
• Discovered and resolved complex employee issues that affected management and business decisions

• Ensure that all relevant legislative diversity requirements are met and support is provided to line managers around diversity agenda
• Support annual target setting processes, ensuring aligned collective effort focused on strategic priorities Work with line leadership to assess learning needs in Region required to deliver the business strategy and work with L&D to develop an L&D plan to address gaps
• Manage individual reward matters, with support from Zone and in line with policies
• Ensure IR policies and practices are understood and employed by all
• Manage resolution of employee relations issues in Region
• Review feedback from Organization Effectiveness surveys as well as other people data
• Develop and implement appropriate plans to focus on building engagement
• Reported issues to higher management with great detail
• Launched staff engagement, gender diversity and cultural programs in addition to robust reporting tool that increased operational quality
• Implemented innovative programs to increase employee loyalty and reduce turnover
• Mitigated business risks by working closely with staff members and assessing performance
• Reduced budgetary expenditures by effectively negotiating contracts for more advantageous terms
• Organized and led staff orientation programs and training to promote collaboration
• Partner with senior management to lead, manage and support business to delivering on business priorities by 92%
• Ensure that HR service delivered drives business results and supports business strategy by 100 %
• Build HR capability and credibility through robust development and coaching
  Embed People Cycle in Region
• Manage talent processes to support current and future development and deployment needs of Region
• Support recruitment process in Region, including ensuring effective onboarding
• Consolidate and analyze talent data and work with line leaders to ensure that this data is used to inform talent planning

• Responsibilities

• Being accountable for communicating, implementing, leveraging and embedding core HR processes:
• Manage talent processes to support current and future development and deployment needs of BU in line with its strategies and plans
• Support recruitment process, including ensuring effective onboarding
• Work with Specialists (in Talent Acquisition, in L&D and in Compensation and
• Benefits) to develop and implement talent management solutions that will underpin business priorities
• Consolidate and analyze talent data and work with line leaders to ensure that this data is used to inform talent planning as part of business planning process
• Educate and support managers to implement and anchor performance management in way that shapes desired culture
• Support annual goal setting processes, ensuring aligned collective effort focused on strategic priorities
• Coach managers and employees on effective 1:1's, ensuring that these are used as primary opportunity for ensuring alignment, building superior performance and increasing engagement
• Ensure common understanding and consistent application of performance review rating scale
• Coach managers to resolve specific team or individual performance gaps and capability issues swiftly, using appropriate tools or procedures
• Coach Managers to clearly communicate link between organization, team and individual performance and related outcomes (performance ratings, compensation decisions, development decisions as captured in development plans)
• Analyze and understand people impact of all changes and work with leaders and to plan appropriate mitigating actions and ensure readiness for specific changes
• Track progress on implementation plans and measure delivery of business case
• Work with the line leadership to assess learning needs in the BU required to deliver the business strategy and work with L&D Specialists to address gaps
• Support leaders to develop mentoring and coaching relationships with key talent and skill
• Track the progress and the performance impact of L&D plans
• Work to ensure reward packages continue to meet recruitment and retention needs

• Fielded employee inquiries related to insurance, pension plan, vacation, sick leave and employee assistance
• Monitored employee attendance and performance, addressing issues in accordance with company policies and procedures
• Reviewed and screened applicant resumes to identify qualified candidates
• Resolved employee complaints and grievances successfully through mediation and collaboration
• Oversaw and managed hiring process and assisted human resources
• Partnered with senior leadership to establish and develop corporate and HR policies and procedures
• Briefed job applicants regarding responsibilities, benefits and schedules to provide information regarding job specifications and logistics
• Developed and coordinated employee training programs to improve productivity and performance
• Planned and managed recruitment activities for new hires using strategic personnel, staffing, and position management practices
• Developed and maintained positive relationships with external vendors, insurance providers and benefits administrators to establish trust and rapport
• Conducted workplace compliance training to reduce liability risks and operate effectively
• Pre-screened resumes prior to sending to corporate hiring managers for consideration
• Developed and implemented onboarding and orientation programs for new employees
• Collaborated with managers to identify and address employee relations issues

• Implement provisions of Collective Agreement and conditions of Employment in promoting harmonious employee relations
• Interprets grievance and disciplinary procedures
• Liaise with Management and Union Executive through co-ordination of formal and informal meetings
• Administration of procedures and policies regarding leave, loans, pension, advance and other benefits to conform to conditions of service
• Update all employee records relating to personal information, leave, loans, etc
• Conduct exit interviews
• Compiles monthly reports of manpower statistics and, other employee related issues
• Resolve all human resources claims brought against company before legal action is resorted to

SHRM Professional -member Institute of Human Resource Practitioners -member