RAJITHA BEJUGAMA

People Management (55%)

• Serve as an advisor on people management matters, ensuring compliance with employment legislation and minimizing organizational risk.
• Oversee the staff hiring process to ensure fairness, transparency, and consistency.
• Lead the hiring process for consultants, interns, and Toronto-based volunteers.
• Manage and update the onboarding process in line with organizational goals.
• Recommend promotions, transfers, contract negotiations, job classifications, and employee relations per policies.
• Develop and implement performance management, identifying staff development needs and managing talent and succession planning.
• Lead the Job Evaluation process, chair the Job Evaluation Committee, and train new members as needed.
• Facilitate the Joint Health and Safety Committee, coordinate workplace inspections, and manage membership nominations and action plans.
• Lead staff well-being initiatives, such as the Social Committee.
• Facilitate training programs and collaborate with the Director, Anti-Racism, Diversity, Equity, and Inclusion on their design and development.
• Analyze benefit programs and act as the primary contact with service providers.
• Implement compensation practices and lead compensation surveys and analysis.
• Execute people programs like staff engagement, training, and surveys that support internal equity and inclusion.
• Recruiting and onboarding of new hires into workday and peoplesoft HR system.
• Advise on succession planning for unforeseen staffing changes.HRIS
• Analyze KPIs and report on staffing activities, including benefit costs, staffing levels, turnover, absenteeism, recruitment, compensation, promotions, and performance management.

Organizational Development (30%)

• Advise the Senior Leadership Team and people leaders on organizational development initiatives.
• Contribute to policy and guideline formulation and review, embedding anti-racism, diversity, equity, and inclusion throughout the organization.
• Research new developments in People & Culture and propose and implement relevant projects.
• Identify emerging issues and trends affecting organizational policies and programs.
• Address issues impacting organizational health, including morale, effectiveness, turnover, absenteeism, and productivity.
• Workday system implementation, writing business requirements, data base management. Testing the application.

Operations Management (15%)

• Collaborate with the Finance team on semi-monthly payroll, ensuring accurate reflection of changes and recommending process improvements.
• Act as the primary contact for employee benefits program administration and maintenance.
• Ensure the security and appropriate retention of employee records(Record management)
• Oversee the development and maintenance of HR administrative systems and processes.
• Seek continuous improvement in operational work processes related to People &

Culture

• Processed HR transactions in PeopleSoft.
• Conducted onboarding for new hires and maintained document verification.
• Managed Neo case queue and record management.
• Supported HR issues for Canadian Tire retail stores.
• Performed background checks and data validation.
• Knowledge working on ATS tool.
• Data base and record management.

● Coordinated claims for non-occupational and occupational absences.

● Managed COVID-19 related absences and WSIB claims.

● Supported managers with pay coding and absence documentation.

Follow up with the employees and managers for status and special accommodations.

● Processed HR transactions in PeopleSoft and conducted new hire onboarding.

● Maintained document verification and database management.

Entered HR data into Workday and PeopleSoft.

● Supported the insurance team and facilitated onboarding processes.

● Ran and analyzed HR reports and managed HR transactions.

● Assisted with benefits enrollment and global HR transactions.

Client Service Professional

Welcomed clients and assigned them to Tax Professionals.

● Managed cash transactions and scheduled appointments.

● Ensured client needs were met and maintained client database.

• Strong Understanding of recruitment Life cycle.
• Sourced and screened profiles from job portals.
• Conducted preliminary screenings and managed client feedback.
• Organized job fairs and maintained the candidate database.
• Performed reference checks.
• New hire and Terminations Data entry into Peoplesoft HR
• Employee onboarding and database management.