Olivia De Bartolo

As an internal consultant and business partner for the Canadian Head Office (CHO) and multiple branches in Ontario, primary duties and responsibilities include:

Change Management: Assisting in managing and supporting organizational change, such as restructuring and shifts in the company direction, to ensure smooth transitions and employee satisfaction.

Employee & Labour Relations: Acting as a liaison between employees (or the union) and leadership, resolving conflicts, addressing employee concerns, conducting workplace investigations, and ensuring a positive and productive work environment.

Policy & Compliance: Partnering with Legal and advising leadership on workplace policies, legal requirements, Collective Bargaining Agreements (when applicable), and ensuring that the organization remains compliant with labour laws and industry regulations.

While operating in the same title, the scope of the position changed to cover a larger region (15+ stores) that included the DC facilities, and mentoring HR team members.

Coaching & Mentoring: Helping the HR Team navigate complex or sensitive issues, whether they involve employee relations, conflict resolution, or challenging HR cases.

Consultative Role: Acting as a trusted advisor to leadership, offering strategic HR solutions that address business challenges, such as compensation, workforce structure, or talent management.

Employee Relations: Managing employee relations, addressing concerns, resolving conflicts, and fostering a positive work environment. Partnering with leadership to implement policies and manage performance.

Talent Acquisition: Collaborating with leadership to manage and optimize their talent acquisition and development processes.

Learning & Development: Managing the executive of all L&D programs and supporting the successful implementation of a new training platform.

HR Metrics & Reporting: Analyzing HR data and providing reports to leadership on workforce trends and challenges to help inform decision-making.

Recruitment & Selection: Full-cycle recruitment for frontline employees and ensuring a smooth onboarding process for new employees.

HR Leadership: Coaching, directing, leading, and motivating a small Human Resources department.

Recruitment & Strategy: Implementing hiring programs to restaurant leaders for frontline staff, managing full-cycle recruitment for senior roles, and building strategies to attract and retain top-talent with sharp deadlines.

Special Projects: Collaborating with Executive Team and leading high-impact HR projects such as diversity and inclusion initiatives, employer branding strategies, company culture objectives, and technology integrations employee relations, recruitment, and special projects that created an HR foundation within the organization.

Compliance & Legal Responsibility: Ensuring investigations and separations are documented and managed in accordance with labour laws, employee agreements, and company policies.

Policy Development: Creating and revising HR policies and practices, ensuring that they are aligned with both legal requirements and the company's strategic needs.

Recruitment: Strategic planning and implementation of attraction, selection, and onboarding processes for management and senior leaders. Building strategies for new restaurant openings and seasonal events with sharp deadlines.

Employee Records Management: Maintaining employee files, updating personal information, and ensuring compliance with HR policies and regulations.

Payroll & Benefits Administration: Assisting with payroll processing (1000+ employees), benefit enrolment, and addressing HR-related employee inquiries.

Recruitment Support: Managing job postings, screening resumes, coordinating interviews, and communicating with candidates.

Employer Branding: Representing the organization at job fairs and promoting the company by highlighting its benefits, culture, and values.

Learning & Development: Tracking in-store training process and analyzing the effectiveness of training programs.

Recruitment: Supported full-cycle recruitment for frontline staff and led onboarding sessions for all new hires.

Budgeting & Expense Tracking: Monitoring expenses to ensure alignment with the company's budget and assisting management with budgeting by providing insights.

Managing AP: Tracking and paying invoices in a timely manner. Handling bookkeeping tasks such as invoicing, expense tracking, budget monitoring, preparing financial reports, and processing payroll for the store (300+ employees).

Payroll Processing: Verifying timecards, processing payroll (300+ employees), and preparing associated reports for the Store Manager.