Renee Cheng

• Enhanced employee engagement by implementing innovative HR programs and initiatives.
• Streamlined recruitment processes for increased efficiency and reduced time-to-fill rates.
• Developed comprehensive onboarding programs to improve new hire retention and productivity.
• Established strong relationships with key stakeholders to ensure alignment of HR goals with business objectives.
• Reduced turnover rates by cultivating a positive work culture and addressing employee concerns proactively.
• Championed diversity and inclusion efforts, fostering a more inclusive workplace environment.
• Conducted thorough workforce analyses to identify areas of improvement and develop targeted solutions.
• Oversaw benefits administration, optimizing offerings while controlling overall costs.
• Designed effective retention strategies by analyzing exit interviews and other relevant data sources.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.

• Being the first and most senior Human Resources person in Canada, responsible for setting up Canadian entity and creating HR infrastructure including HR Compliance, policies and procedures, HR operations in three major provinces in Canada (Ontario, Quebec and British Columbia)
• Responsible for Process Improvement for the AMERS HR teams by establishing quality standards and protocols including enhancing cross-functional collaboration, change and risk management, communication and compliance and governance for each location.
• Leading and coaching a team of 6 HR Operations Specialists and HR Generalists in Americas (4 in US Los Angeles, California, 1 in Canada Toronto, Ontario, and 1 in Canada Vancouver, BC)
• Responsible for overseeing whole Americas (Canada, US and LATAM) HR Operations functions including onboarding, offboarding, HR compliance and policies & procedures, employee relations including investigation, manager's coaching and mentoring.
• Facilitate the creation of Americas HR Shared Service Centre by participating in the design of the structure and leveling of SSC, choosing the location for the future SSC centre, leading and building the SSC team.
• Participating in the implementation of WorkDay HCM module ensuring the functions meet the desired service level.

• Key Achievements:
• Successfully created Immigration Program to facilitate inter-company transfer from HQ and any other Tencent LLP entities in Americas
• Redesign HR Operations functions for the Americas region based on team skill level
• Drafted and introduced Canada specific policies including severance policy based on job grade;
• Created and started East coast specific orientation program, which covers not only Canada, but East coast US and LATAM region;
• Worked with Learning & Development team to create the Canada-specific HR Compliance training program

• As the Head of Human Resources Department, reporting to the Founder & CEO to understand the business objectives and identify corresponding Human Resource strategic needs; developing and implementing HR strategies, programs and practices to support the business objectives which covers both US and Canada operations
• Leading and managing a small HR team which consists of a HR Generalist, a HR Coordinator and a Corporate Recruiter
• Key Achievements:
• Create and execute on the Company’s Emergency Response Plan and Business Continuity Plan
• Lead the team to manage Mass Temporary Layoff (Canada) and Furlough (US) actions, and maintain continuous communication with Layoff/Furloughed employees;
• Facilitated all HR aspects of NRT’s domestic and international mergers and acquisitions Including in- depth due diligence, risk analysis and evaluation, and comprehensive short- and long-term integration (Alignment, on-boarding and retention);
• Introduced and revolutionized the recruitment process and procedures for the company based on behavioral based approach;
• Created an academia approach to job-family-specific online training curriculum (NRT University) using Udemy;
• Introduced Diversity, Equity and Inclusiveness Initiative, including setting up a committee, to educate staff and solicit new ideas to better the work environment;
• Created new and rewrote all HR policies and created a policy manual for managers; revised the employee handbook based on the content of the policy manual;
• Introduced new Probationary Review and Annual Performance Review process, procedure and documentation; increased HR involvement in the review process;
• Introduced the concept of Job Family and Performance Based incentive plan; created Job Family documentation and currently finalizing all job families for the company, and creating a Market Based Compensation and Incentive structure for NRT;
• Committed and purchased Ceridian HCM (ATS, HRIS, Payroll and Time tracking) in order to automate the HR processes; responsible for the implementation and rollout of HRIS, and successfully rolled out the HRIS company-wide (Canada and US);
• Reviewed and changed current US and Canada Benefit plans and Vendors. Conducted internal employee survey, based on the result switched US and Canada Benefit Vendors which could provide higher quality service at a lower cost to the company

• As a key member of the Global HR team, responsible for three major client groups – Development, Research and Algo Risk Service, partnering and advising the management on all HR related issues including recruitment, global HR data reports, succession planning, resource management, compensation, performance management, promotion, labor law interpretation, training and development, disciplinary actions and termination
• Plays a key role in the development of HR policies and procedures including Global Relocation, Recruitment,
• Employee Referral, Background Checks, and Internal Transfer to name a few
• Plays a lead role in the sourcing, negotiating and finalizing contracts with vendors for Outplacement Services,
• ATS, Global Background Checks, Immigration process
• Key Achievements Facilitating the integration of Algorithmics and IBM HR processes during the Transfer of Employment stage for North America
• Successfully introducing Maternity Leave Top-up scheme for our global offices including Canada, USA and London UK
• Acted as a Subject Matter Expert in the implementation of Algorithmics’ first ATS (Applicant Tracking System), and standardized recruitment process globally
• Proposed a global Financial Engineer Rotation Program, which aimed at enriching Financial Engineers’ job and increase retention rate Introduced Campus Recruitment Program, currently hiring 10 co-op students every term into various departments
• Successfully reduced the Cost per Hires for North Americas by 80%, and the Average Time to Hire by 33% Successfully increase the percentage of hire through the ERP to 17% from less than 5% Successfully in introducing Campus Recruitment Program by partnering with major universities in Ontario Proposed and initiated Succession Planning for various different streams of positions
• Started with identifying attributes for each category, and integrated the attributes and desired behaviors into all recruitment and selection tools, and performance management tool.

Prior to 2004 – held a variety of Human Resource roles for CIBC and various software firms located in the Greater Toronto area.