Rachel Stewart

Provided strategic advice and recommendations for complex, highly sensitive compensation issues, appeals, and organizational design. Created, implemented, and managed the University’s employee bargaining unit framework within designated employee groups (excluded/non-contract and bargaining units) including responsibility for evolving the job evaluation system (e.g., development of benchmarks and job architecture).

• Lead Consultant for institution-wide projects and initiatives.
• Strategic consultation and guidance to senior leadership, business leaders and HR Business Partners on compensation-related matters.
• Developed job profiles for VP and senior executive roles and provided salary recommendation.
• Developed and maintained organizational compensation frameworks and total rewards policies, procedures and salary administration practices.
• Provided senior-level expertise to clients on the design, implementation and evaluation of compensation programs and total rewards, ensuring alignment with client business needs, organizational strategies and external market practices.
• Provided consulting services on job mapping, role definition, retention strategy, pay benchmarking of roles and alignment of compensation programs.
• Lead Consultant for overseeing industry custom designed benchmark surveys with Mercer and other providers.
• Advised business leaders on the interpretation and application of policies, procedures and collective agreement terms.
• Collaborated with union and staff association executives to resolve classification issues.
• Mentored and coached compensation professionals at various levels including external contractors.

Acted as the Project Lead Consultant for designing a new salary structure and implementing a new global Job Evaluation system (Hay Method) in partnership with Korn Ferry, internal project team, and business leaders. Lead the design of revised organizational structures. Provided subject matter expertise to senior leaders on escalated job classification appeals. Acted as interim Director Compensation during initial job evaluation project discovery and designing framework phases in addition to leading the custom designed market salary survey in partnership with Mercer.

• Lead the design of revised organizational structures.
• Provided subject matter expertise to senior leaders on escalated job classification appeals.
• Lead and managed the day-to-day administration of compensation programs.
• Performed complex job analysis and evaluation.
• Lead custom market salary surveys and analyses.
• Designed excluded, administrative professional and unionized jobs and standards; and managed job description writing services for the team.
• Represented the University in unionized job description disputes and administer re-evaluation position appeals.
• Represented the University on Joint Management and Union Committees and assumed a project manager role.
• Provided work direction, training and mentoring to Job Analysts and Compensation Assistants.
• Assumed a lead role on various compensation projects.
• Researched and prepared periodic executive compensation reports and presentations for senior management.

Lead Advisor for the Health Sciences Professional Bargaining Association compensation and classification issues and industry changes. Compensation and classification services for unionized and non-contract positions, and specialized consultation to staff, management, and senior leadership. Performed research, benchmarking, costing and analysis; and prepared and presented plans/reports and briefing documents to senior executives. Analyzed impact on work design initiatives and/or issues and provided restructuring recommendations for senior management.

• Provided guidance, advice and recommendations to internal stakeholders on complex issues and determination of organizational strategies.
• Investigated classification grievances, and the interpretation of collective agreements, legislation and other legal documents.
• Negotiated grievance resolutions; prepared and presented cases requiring third party dispute resolution; and represented the organization in third party dispute processes.
• Implemented industry-negotiated changes, awards and pay increases; and prepared communication of industry-wide changes.
• Project managed and led the design and implementation of new HCM/HRIS systems.
• Managed the work of team staff (Analysts and Associates); provided guidance, work direction, leadership, and performance management as required.

• Supported job evaluation and classification administrative and analytical processes.
• Job evaluation audits and recommendations on re-org design initiatives.
• Assisted in decision-making processes by presenting data-driven recommendations to senior leadership.
• Developed and implemented processes and procedures to streamline operations.

Managed the recruitment and selection process of internal and external staff including receiving and reviewing internal applications and processing successful applications. Participated in onboarding and orientation programs.

• Participated in continuous improvement efforts by providing feedback on existing processes and suggesting potential areas for enhancement or innovation within the department.
• Leveraged job boards to advertise open positions and engage with potential candidates.

Monitored human resources (recruitment, compensation, benefits, employee relations, labour relations) activities and information in a variety of databases. Trained new staff on performance evaluation system. Coordinated work visas for partners and staff across Canada, proactively expediting the collection and processing of information between staff and immigration lawyers and tracking required renewals.

• Cultivated positive relationships with vendors to deliver timely and cost-effective supply of services and materials.
• Generated reports detailing findings and recommendations.
• Maintained accurate documentation of company policies and procedures for easy reference by all employees.