Nicole Bifolchi

Category/Function and People Management

· Collaborate with business leaders on the development of category/function strategy, leading people elements. Contextualize and adapt global P&C strategy to unique needs of the category/function to drive business success through people levers.

· Determine short-term and long-term strategic plans to deliver category/function ambitions.

· Anticipate future business demands with a P&C aspect, frame people issues as business challenges and deploy prioritized solutions that impact business success.

Organization Effectiveness & Change Management

· Deploy Operating Model for the category/function to achieve the business strategy effectively & efficiently.

· Lead business change initiatives together with the category/function leadership.

· Advise line managers on change management tools and approaches.

Leadership Coaching

· Coach and advise leaders on key strategic people related matters, offering expertise and thought leadership

Workforce Planning & Talent Management

· Deploy category/function talent strategy sustaining a well-developed, diverse pipeline of talent delivering a strong succession for critical positions.

· Advise line managers to identify, develop, and retain their talents.

· Support deployment of the category/function leadership capability building.

Culture and Employee Engagement

· Build a performance culture with business leaders of category/function, fueled by consumer empathy, that rewards achievement of challenging targets as well as noble failures and addresses poor performance,

· Create an environment of learning and development within category/function, which enables employees to build critical business capabilities and supports their lifetime employability.

· Advise line managers on how to improve category/functional eNPS score, by helping them choose and deploy the correct global assets.

Compliance and Excellence

· Ensure compliance with country regulatory framework and PMI policies identifying risks early on

· Role model in P&C Excellence (labor costs monitoring, adherence to the budget, policies and guidelines) contributing to the overall P&C Operating Model effectiveness

• Achieved operational excellence by streamlining processes and implementing best practices.

Recruitment/Talent Development/Performance Management/ Workforce Planning

• Partner with business leaders (Consumer Experience, Marketing & Digital, Commercial Deployment and Distribution/Supply Chain) to have clear understanding of business environment, strategy, talent needs and people implications
• Support recruitment process and equip Line Managers with onboarding & orientation fundamentals
• Responsible for identifying talent issues and impact on business, work with leaders to design plans to mitigate (management of performance improvement plans)
• Lead talent calibration/ succession planning meetings with senior leaders
• Responsible for leading organizational restructures and terminations
• Support finance on headcount reconciliation and forecasting

Employee Engagement

• Support Leaders on defining and implementing tactics that positively impact team in achieving engagement goals and strategies utilizing data insights
• Partner with Leaders on keeping measures that promote diversity and drive equal accesses to opportunity and advancement top of mind

Coaching/Consulting/Change Management

• Provide sound advice on people plans and contribute to leadership teams strategic decision making
• Support with providing communication and change management strategies on business initiatives to assist people Leaders at all levels facilitate change
• Managed all exit interviews and provided insights to Senior Management on proposals on how to reduce employee turnover

• Propose organizational structures commercial Head of Functions while analyzing current skill set inventory and required skill sets
• Managed monthly headcount reconciliation and work force forecasting with finance department
• Managed all performance improvement plans in commercial functions while coaching Managers and Employees through performance management process
• Lead talent calibration meetings with Senior Leaders
• Conducted interviews for various commercial functions
• Responsible for planning restructures and executing terminations

• Developed and supported roll out of pre onboarding and onboarding process for newly created sales team to enhance employee experience
• Conducted needs analysis to identify specific P&C training required for people managers
• Create and lead "Managing People 101" interactive session for people managers to ensure proper knowledge of HR policies for managing their direct reports (including but not limited to disciplinary action, records retention, contract extensions, etc)
• Provide support for hiring (via use of 3rd party agencies) and selecting of sales representatives for commercial organization
• Responsible for conducting exit interviews with individuals in commercial area and supporting Managers through performance management process

• Responsible for creating new function within organization to support customer experience with reduced risk products
• Managed call centre via 3rd party vendor (Sykes) based in Scotland
• Responsible for negotiating MSA with 3rd party vendor in order to meet needs and requirements of organization
• Supported direct team members with developing training material and delivering it to all relevant stakeholders within organization and call centre
• Responsible for compiling data and developing transition plan to relocate call centre to Toronto (Teleperformance) to create business efficiencies.
• Accountable for ensuring proper workforce planning was in place with call centre agents/supervisors
• Responsible for delivering presentations on Teleperformance KPI results to Senior Management
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• Assumed this role which involved responsibilities listed in previous COD Executive role with addition of mentoring other team members and owning roll out of all commercial business critical trainings

• Responsible for conducting needs analysis for all functional training required for commercial departments (200 +employees)
• Developed commercial plans for projects which I lead in executing and facilitation including Connexions 2.0 (strategic pricing model for retail market) and Bill 44 (legislative requirements specific to Quebec)
• Successfully completed ATD courses including: Master Trainer and The Internal Consultant

• Responsible for building and maintaining strong relationships with Retailers (Independent stores) and Territory Managers (Corporate stores)
• Utilized data segmentation to identify accounts which could best support KPIs (volume and share growth)
• Advanced RBH's retail strategy via appropriate availability, product freshness and enhanced customer education
• Executed and managed all frequency coverage contact, launches, cycle actions within Independent/Chain agreements within established budget parameters
• Opened and serviced all new accounts within territory
• Provided insight and suggestions to team members, assisting us in winning District Challenge, making us #1 Sales Team in Ontario.

• Responsible for building and maintaining strong relationships with Retailers and Territory Managers for Chain stores (Esso, Shell, Pioneer, Petro)
• Utilized data segmentation to identify accounts which could best support KPIs (volume and share growth)
• Advanced RBH's retail strategy via appropriate availability, product freshness and enhanced customer education
• Executed and managed all frequency coverage contact, launches, cycle actions, and Chain Agreements within established budget parameters
• Provided support and onboarded new Business Development Representatives
• Demonstrated cultural values of Teamwork, Leadership and Commitment to win to achieve competitive edge
• Worked flexible hours; night, weekend, and holiday shifts.

• Supported the talent acquisition team in achieving its staffing objectives by providing process execution to Line Managers and HR Business Partners
• Responsible for handling all candidate referrals and interview bookings
• Responsible for maintaining candidate's relationships via candidate management system, social media and networking events
• Key liaison between candidates, Line Managers and HR Business Partners
• Responsible for leading beginning to end recruitment process of all open positions and actively support integration initiatives for all new hires
• Certified in Predictive Index - assisted Line Managers with interpretation of assessment results
• Responsible for all administrative tasks involved in recruitment process including but not limited to: background checks, resume data base up keeping, creating offer letters, job postings, company internal web page for job postings, etc
• Lead Summer Student program for two years which involved building and maintaining relationships with Recruiting Departments at various Colleges and Universities.

• Proved successful working within tight deadlines and fast- paced atmosphere
• Responsible for maintaining confidential records in HR SAP system
• Liaison with payroll team to ensure 8 payroll deadlines were met each month for both unionized and non- unionized employees
• Coordinated with ARI (3rd party vendor) for all fleet matters, ensuring taxable benefit information was submitted in accordance with taxation deadlines
• Primary liaison between RBH employees and ARI on daily inquiries/issues involving company vehicles