NISREEN ZALZALE

HR Business Partner to Engineering - Research & Technology, Development (May 2022 to today)

HR Business Partner to Customer Service Aftermarket Programs (February 2020 - May 2022)

• Strategic Partnership: Implement all HR corporate initiatives within my assigned business unit. Partner with Senior Leaders to conduct change management plans
• Talent Development: Lead all talent development discussions with senior leaders: identifying potential and building development and succession plans
• Organizational Design: In the context of restructuring sync data driven targets with business strategy and talent retention by conducting team redesigns, redefining roles, redeploying talent
• Employee Relations: Manage employee relations cases by conducting investigations, building corrective actions plans, accompanying and coaching managers in employee interventions
• International Mobility: Act as the first point of contact for employees who are involved in relocations, expatriation, or repatriations
• Total Rewards: Lead all annual compensation cycles : promotions, adjustments and retention initiatives

Reporting to the General Counsel, Human Resources Director in a company of 200+ employees in Canada, USA, UK.

• Management : Restructure the HR function within the organization and proceeded to hiring a new team of 3 professionals
• Strategic Partnership : Partner with Executive Leadership in creating and communicating Breather's 2020 vision and mission statements
• Establish annual HR budget & goals
• Workforce planning
• Engagement: Conduct engagement surveys, communicate results and build, publish and implement strategic action plans
• Employee Relations: Manage employee relations cases including harassment investigations, reasonable accommodations, extended leave of absences and workplace conflicts in the USA and Canada
• Performance & Compensation : Lead annual 360 performance reviews and compensation cycle

Reporting to VP HR, mandated to support in HR policy and program building and refinements as well as:

• Employee relations : Act as first point of contact for all employee relations issues and assisted managers in conducting disciplinary actions
• Health & Safety: Audit of compliance to OSHA, WSIB, CNESST, HSE regulations. Ensure actions are taken to be compliant in all areas
• Engagement : Build recognition programs is alignment with company values
• Create and coordinate internal communications cadence
• Training & Development: Regular management coaching for newly promoted managers, host and construct tailored in-house training

Reporting to the CEO, this was CorporateStays' first HR hire

mandated to build the HR function with company of 60+ employees across QC, ON, AB, BC.

• HR Best Practices : Implement HR processes and policies
• Talent Acquisition: Optimize the candidate experience and effective hiring selection
• Strategic planning : Launch new adapted core values, establish compensation structures & workforce organizational planning
• Internal Communications : Implement new internal communications tools and cadence
• Engagement : Monitor engagement and attrition levels and propose actions, benefits and development plans
• Payroll & Benefits : Administer Canadian payroll and benefits

Reporting to the HR Director, acted as a HRBP to designated brands a 600+ employees.

• New role in the recently created HR department
• Performance & Development : Create performance management tools, talent identification methods as well as a development plan framework and train managers on their use
• Hiring & On-Boarding: Conduct recruitment and on-boarding process for all roles
• Plan and coordinate seasonal mass-hiring processes including opening of a new hotel (+150 new hires)
• Health & Safety : Administer safe maternity programs, workplace accidents investigations, temporary work assignments, building inspections and mandatory trainings
• Payroll & Benefits : Implement an HR information system for the organization's 13 companies
• Participate in the conception of a new payroll and benefits department (People Services)
• Engagement : Conduct first company wide engagement survey, host focus groups and propose action plans tailored to the different establishments
• Organize recognition events

Responsible for the recruitment cycle of unionized employees in the Greater Montreal Area.

• Talent attraction, job postings, interviewing, hiring and orientation
• Foster strong partnerships with various clients
• Keep track of employee administrative files