Narinder Nijjar
Mississauga,Canada
Summary
An experienced Human Resources Professional well versed in the full range of HR policies, legislation, requirements, and practices covering the United States and Canada. Industry specialization in non for profit, sales, distribution, finance, manufacturing, research, and retail. Leverages a big-picture point of view and a pragmatic style in order to resolve issues. Develop and use deep business knowledge to leverage HR strategies and solutions that best meet business needs in dynamic, changing environments. Competencies include: Experienced Multi-Business Unit Facilitator, Effective Mentor & Manager, Cost Reduction/Containment Focus, Multi-Lateral Change Leadership, Highly Business Oriented, Strong Customer Focus. Detail-oriented professional with strong multitasking and communication skills. Experienced in recruiting highly talented personnel. Proven ability to work collaboratively with team members.
Overview
21
21
years of professional experience
Work History
Human Resources Manager
Laserglow (Manufacturer)
07.2023 - Current
- Developed and Manage Full Lifecycle Recruiting from interview to onboarding
- Designed and Oversee HR Policies and Compensation pay scales and Benefits documentation
- Developed and Implemented Performance Management framework
- Ensure Compliance to Employment Standards and latest trends and best practices
- Develop programs and training that focuses on improving employee engagement and well being
- Act as liaison with all employees to address any HR, Culture and People Management queries
- Developing HR reports and KPIs for continuous Improvement - cost per hire, time to hire, submittal to hire, turnover, engagement etc.
- Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
- Conducted thorough internal investigations, addressing employee concerns with fairness and transparency.
- Maintained accurate HR records in compliance with applicable laws, ensuring efficient data retrieval when required.
- Maintained human resources regulatory compliance with local, state and federal laws.
- Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
- Collaborated with executive leadership to align HR initiatives with overall business goals and objectives.
- Managed complex benefits administration, ensuring accurate enrollment and timely processing of claims.
- Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.
- Motivated employees through special events, incentive programs, and constructive feedback.
- Developed comprehensive onboarding programs to facilitate smooth integration of new employees into the organization.
- Reduced time-to-hire metrics by optimizing recruiting processes, utilizing technology, and streamlining candidate screening methods.
- Implemented customized performance management systems, providing ongoing feedback and development opportunities for employees.
- Enhanced employee retention by implementing effective talent management strategies and fostering a positive work environment.
Chief Culture Officer
EAMA Inc (Contractor)
03.2021 - 10.2023
- Leading the organization’s Human Resources functions and efforts to create a culture that supports its mission, values, and brand promise and developing and implementing the department from the ground up
- Develop and implement HR programs that touch the entire employment life cycle in the organization – talent acquisition, performance management, learning & development, career and succession planning talent retention
- Execute appropriate compensation & benefits programs while ensuring competitive rates of pay and competitive benefits
- Conduct, lead, and/or coordinate HR reporting activities, including the creation of data standards, metrics, visualization, and recurrent and ad-hoc reports
- Promote the adoption of available reports and reporting capabilities by the HR team
- Led the organization’s efforts to create a culture that supports its mission, values, and brand promise
- Developing and implementing a companywide strategy for culture management
- Ensuring that employees have access to ongoing training opportunities that build skills and knowledge
- Serving as a role model for company values and culture by demonstrating behaviors that support the organization’s culture
- Identifying and selecting new employees who will fit into the culture and contribute to its success
- Led regular meetings with department heads to discuss progress toward meeting goals
- Determining key organizational objectives and tasks that support those objectives and then communicating those objectives to employees through meetings, emails, newsletters, or other means
- Recommending changes to current policies and procedures based on employee feedback or organizational needs.
- Mentored junior staff members, helping them develop their skills and advance in their careers.
- Maintained strict adherence to industry regulations, minimizing risk exposure for the organization.
- Established effective relationships with key stakeholders both internally and externally for increased collaboration opportunities.
- Mitigated potential risks by proactively identifying potential issues and implementing appropriate countermeasures or contingency plans as needed.
- Developed and implemented strategic plans to meet organizational goals, ensuring alignment with company objectives.
- Implemented process improvements that streamlined workflows, reducing redundancies and increasing operational efficiency.
- Utilized data-driven decision-making techniques to inform strategic planning processes and measure progress towards goals.
- Enhanced communication between team members by organizing regular meetings and fostering open dialogue.
- Delivered high-quality training programs, enhancing employee skill sets and contributing to professional development efforts.
- Supervised, directed and evaluated assigned staff members and newly hired officers.
- Negotiated contracts with vendors optimally, securing best deals for the organization while maintaining excellent working relationships.
Director of People & Culture
Links2care (Non for Profit)
01.2016 - 03.2021
- Lead the strategic HR and Volunteer program goals for the organization and oversee the day-to-day Human Resource function of the agency in accordance with the agency’s standards, guidelines, and regulations
- Provide an open and collaborative leadership approach for all recruitment, talent management, and terminations within the Agency with the CEO and Senior Management
- Assisting to build engaged and high-functioning teams
- Health and Safety providing guidance and ensuring compliance, WHMIS, Bill 132
- As a member of the senior management team, utilize skills to bring HR insight to bear on all people-related issues (people, capabilities, organizational, leadership and culture)
- Evaluate reports, decisions, and results of department performance in relation to established goals
- Recommends new approaches, policies, and procedures to effect continual improvements in the effectiveness of department and services performed
- Improve employee engagement within the agency.
- Worked closely with organizational leadership and board of directors to guide operational strategy.
- Developed high-performing teams by providing mentorship, guidance, and opportunities for professional growth.
Human Resources Manager and Volunteer Services
CMHA Simcoe County (Mental Health and Addictions) (Non for Profit)
01.2012 - 01.2016
- Responsible for the strategic HR and Volunteer program goals for the organization and oversees day-to-day Human Resource functions of the agency in accordance with the agency’s standards, guidelines, and regulations
- Ensure all managers and employees receive the training and education necessary
- Developed and facilitated various training programs for employees and managers from Performance Management, Coaching, and Providing Feedback
- Provided employee relations support by coaching and training line managers and employees on all matters of employment (i.e
- Legal issues, and workers’ compensation)
- Provide leadership for all recruitment, talent management, and terminations within the agency
- Recruited counselor for Justice and EPI programs
- Health and Safety providing guidance and ensuring compliance
- As a member of the senior management team, utilize skills to bring HR insight to bear on all people-related issues (people, capabilities, organizational, leadership, and culture)
- Review reports, decisions, and results of department performance in relation to established goals
- Recommends new approaches, policies, and procedures to effect continual improvements in the effectiveness of department and services performed.
- Devised hiring and recruitment policies for [Number]-employee company.
- Devised hiring and recruitment policies for [Number]-employee company.
- Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
- Conducted thorough internal investigations, addressing employee concerns with fairness and transparency.
- Maintained human resources regulatory compliance with local, state and federal laws.
- Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
- Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.
- Reduced time-to-hire metrics by optimizing recruiting processes, utilizing technology, and streamlining candidate screening methods.
Contract Recruiter
High Return Selection (Technology start-up)
01.2011 - 09.2012
- For third party working for Startup Company owed by the previous boss at DSC and Tri-Ed
- Recruiting individuals for Telecommunications Industry.
Human Resources Manager
INGERSOLL RAND (Manufacturing)
09.2007 - 02.2011
- Provided HR direction in support of business objectives across Canada to drive alignment for up to 190 employees, including all functional areas from Sales & Marketing, Operations, Customer Service, Finance, and IT
- Managed HR Department which included Human Resources Generalist and Receptionist.
- Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
- Conducted thorough internal investigations, addressing employee concerns with fairness and transparency.
Senior Talent Acquisition (Contract)
DESJARDINS INSURANCE
02.2007 - 09.2007
- Developed and supported all aspects of Resource Planning, Recruitment, and Retention for all areas of the business including sales, leadership, and technical roles to support high growth.
- Increased quality of hires through meticulous candidate screening, interviewing, and assessment techniques.
- Reduced time-to-fill for critical roles by cultivating strong relationships with hiring managers and understanding their specific needs.
- Streamlined internal interview processes, creating a more consistent and structured approach to candidate evaluation across the organization.
Human Resources Manager – Tri-Ed North America (Multiple Locations)
TRI-ED DISTRIBUTION INC. (Formerly owned by DSC Ltd.)
01.2003 - 01.2007
- Managed a stand-alone HR Department when Tri-Ed was sold to an independent investment group
- Responsible for all elements of human resource management and employment practices covering Canada, the United States, and Puerto Rico.
- Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
- Conducted thorough internal investigations, addressing employee concerns with fairness and transparency.
- Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
- Managed complex benefits administration, ensuring accurate enrollment and timely processing of claims.
- Organized and led staff orientation programs and training to promote collaboration.
- Implemented customized performance management systems, providing ongoing feedback and development opportunities for employees.
- Coordinated company-wide training programs to enhance workforce skills and promote professional growth.
- Championed employee wellness initiatives resulting in improved job satisfaction and reduced absenteeism.
- Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
Education
Human Resources Certification -
Canada Certified Human Resources Leader
Sheridan CollegeHealth and Safety Certification -
Part 1 & 2
O and A Levels -
UK
LutonMaster’s in Human Resources -
University of London
London04.2024
Skills
- Applicant Tracking Systems
- Onboarding Process Management
- Behavioral Interviewing
- Job Posting Optimization
Accomplishments
- Performance Evaluation: Improvement on KPI, timing, and expectations, and re-design of form.
- Benefits cost containment at EAMA, Links2Care, and CMHA since 2012 with minor changes to the plan without changes to coverage levels. Reduced benefits costs at Links2care by 4%.
- Employee Engagement: Improved engagement survey results at Ingersoll Rand by 10% from 2008 to 2010 by introducing new communication avenues, employee fun events, and improved hourly performance management process. Since 2012 improvement at CMHA of 2% year over year. At EAMA-certified Great Place to Work in 2022.
- Talent Management: Reduced turnover by 30% at Tri-Ed by introducing testing, more rigorous recruitment, and significantly improving the performance management process.
- Workers Compensation Management: Reduced costs for the US by 2.5% at Tri-Ed with process improvement, retraining, and tools for reporting and managing accidents.
- Process Improvement: Achieved $40,000 (7.5%) savings in 2010 by analyzing the Fleet program at Ingersoll Rand, redeveloping renewal policies, and better tracking costs.
- Disability Management: Attained 3% premium savings by creating a disability management program, facilitating an early return to work program, and generating productivity rebates. Achieved no lost time incidents. Achieved a 2% rebate at CMHA and 1% rebate at Links2Care.
Professional Development
- Change Management Facilitation
- Discipline and Discharge of Employees
- Managing Diversity Leadership Management
- Coaching for Performance
- Hiring and Firing Rights – Behavioral Interviewing
- Mental First Aid
- ASSIT
Personal Information
Title: CHRL
Timeline
Human Resources Manager
Laserglow (Manufacturer)
07.2023 - Current
Chief Culture Officer
EAMA Inc (Contractor)
03.2021 - 10.2023
Director of People & Culture
Links2care (Non for Profit)
01.2016 - 03.2021
Human Resources Manager and Volunteer Services
CMHA Simcoe County (Mental Health and Addictions) (Non for Profit)
01.2012 - 01.2016
Contract Recruiter
High Return Selection (Technology start-up)
01.2011 - 09.2012
Human Resources Manager
INGERSOLL RAND (Manufacturing)
09.2007 - 02.2011
Senior Talent Acquisition (Contract)
DESJARDINS INSURANCE
02.2007 - 09.2007
Human Resources Manager – Tri-Ed North America (Multiple Locations)
TRI-ED DISTRIBUTION INC. (Formerly owned by DSC Ltd.)
01.2003 - 01.2007
Human Resources Certification -
Canada Certified Human Resources Leader
Health and Safety Certification -
Part 1 & 2
O and A Levels -
UK
Master’s in Human Resources -
University of London
Similar Profiles
Mared HiebertMared Hiebert
Labourer at ManufacturerLabourer at Manufacturer
Cruz OrozcoCruz Orozco
Vintech Industries at ManufacturerVintech Industries at Manufacturer
Ritin DudejaRitin Dudeja
Technical Sales - Industrial at Laserglow TechnologiesTechnical Sales - Industrial at Laserglow Technologies
Meihua HeMeihua He
Accounting Assistant (Promoted to Senior in February 2025) at OrngeAccounting Assistant (Promoted to Senior in February 2025) at Ornge
Duncan RitchieDuncan Ritchie
Senior Director, People Process & Technology at Loblaw Companies LimitedSenior Director, People Process & Technology at Loblaw Companies Limited