Rizak Mangat

Talent Acquisition & Workforce Planning

• Designed and delivered recruitment training sessions to 20 or more hiring managers, improving interview effectiveness, and reducing early turnover by standardizing candidate evaluation.
• Reduced average time-to-fill from 36 to 21 days by streamlining the requisition and interview process and implementing proactive sourcing strategies.
• Partnered with department leads to forecast headcount needs and prioritize critical roles, resulting in 95% fulfillment of staffing plans within target timeframes.

Employee Relations & Engagement

• Served as the primary contact for employee relations concerns, providing resolution guidance that supported a respectful, compliant workplace.
• Worked with managers to identify root causes of early turnover, implementing 30-/60-/90-day feedback loops that improved new hire retention.

Compensation, Benefits, & HRIS

• Developed the company’s first career ladder and compensation structure, creating internal equity, and clarifying promotion pathways.
• Conducted a pay equity and market comparison review, advising leadership on necessary compensation adjustments to remain competitive.
• Maintained accurate records of personnel data in the HRIS system.

Compliance & Policy Development

• Updated core HR policies and procedures, ensuring compliance with BC Employment Standards, WorkSafeBC, and internal audit standards.
• Provided investigation support and policy interpretation during employee disputes and disciplinary actions, maintaining documentation for legal readiness.

• Assisted hiring managers with full cycle recruitment by writing job postings, screening resumes, scheduling interviews, creating offer letters and sending employee agreements.
• Wrote company wide KPI reports that went through the data and analytics of diversity of recruitment numbers, and engagement survey results.
• Utilized creative sourcing strategies and recruitment branding to identify, engage and attract top talent.
• Trained and mentored newer recruiters in successful strategies for interviewing and qualifying candidates.
• Conducted exit interviews and new hire follow-ups to provide feedback to management.
• Built and maintained network of potential candidates through market research and relationship management.
• Acted as the first point of contact for all Employees for benefits, policies, office questions
  and general inquiries
• Conducted the entirety of employee onboarding, offboarding and termination. Including 30 and 90 day check in and exit interviews.

• Led the creation of Scrubbi's first performance management system with the VP of Human Capital. The main focus of the system was conducting effective 1-on-1’s, career progression plans and annual reviews. This project included:
  ○ Researching which systems aligned with Scrubbi's requirements
  ○ Finalizing systems through company's culture values
  ○ Demoing selected platforms for performance
  ○ Presenting our performance management system to our employees
  ○ Setting up focus groups to trial platforms
  ○ Collecting data from feedback sessions and conducting surveys
  ○ Implementing the system through policy and presentations
• Created and updated key policies, including a hiring guide for hiring managers, continuous learning budget policies, and remote work policies.
• Created documentation and video tutorials for our Human Resources Information System (HRIS), hiring platforms, and performance management systems.
• Designated recruitment team lead which included conducting mentorship sessions and workshops for team members while managing the end-to-end recruitment life cycle.
• Mentored new recruiters through weekly meetings and workshops to help them establish best practices and effective approaches for a successful recruitment life cycle; this included time management, interpersonal skills development, and sourcing.
• Created real time performance dashboards for every team member and utilized data analysis to effectively identify the strengths of each individual on the team. Utilized these reports to refine the recruitment process and methods, resulting in a 37% increase in retention rate in 2022.
• By conducting an in-depth market analysis and meticulously comparing third-party background check pricing with industry rivals, I skillfully negotiated a deal that yielded an impressive annual profit boost of $65,000.
• Aligned and built close relationships with leaders and employees to enhance performance, foster and support talent, and in general to develop people solutions that aligned with organizational objectives.
• Led company wide projects, such as first performance management system roll out, new benefits programs and employee remote engagement projects.
• Conducted 30 and 90 day check-ins with new employees along with exit interviews for outgoing employees; involvement with onboarding included creation and application of new employee orientation presentations.

• Performed daily end-to-end recruitment for technical and non-technical roles. Recruitment included: resume screens, phone screens, sending assessments, candidate outreach, conducting value fit interviews, references, creating offer letters and completion of employee agreements.
• Being highly motivated and possessing excellent communication skills contributed to the ability to attract and retain top talent and succeed in an environment focused on quantifiable metrics.
• Attained a 95% annual retention rate of recruited employees.
• Liable for reviewing and updating new hires documentation including background checks, payroll & personal information ensuring extreme confidentiality and accuracy.
• Managed and documented payroll, vacations, absenteeism, PTO, turn-over in-house as well as for contractors working with Scrubbi across Canada using ADP, MS Excel.Provided new hires with necessary information and resources through orientations to begin their job effectively.
• Influenced the strategy of candidate experience initiatives by creating candidate experience surveys through Salesforce platform, and then making adjustments based on feedback.
• Created comprehensive SOP documents, including step-by-step procedure and presentations, to share all the knowledge and experience I gained in my current role with new team members. This was done prior to my promotion to the next position within the company.