Roxanne Signorile

• Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
• Maintained accurate HR records in compliance with applicable laws, ensuring efficient data retrieval when required.
• Conducted thorough internal investigations, addressing employee concerns with fairness and transparency.
• Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management.
• Provided expert guidance on labor laws and regulations, mitigating legal risks for the organization.
• Processed employee claims involving performance issues and harassment.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Facilitated successful organizational restructuring, ensuring smooth transitions and minimal disruption to operations.
• Conducted comprehensive HR audits to ensure compliance with labor laws and regulations, mitigating risk of legal issues.
• Conducted salary and market benchmarking analyses to ensure competitive compensation and attract top talent.
• Supported business growth by aligning HR strategies with corporate objectives, fostering adaptable and high-performing workforce.
• Led HR team in supporting company expansion efforts, ensuring seamless integration of new employees and preserving company culture.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Instructed senior leaders on appropriate employee corrective steps.
• Structured compensation and benefits according to market conditions and budget demands.
• Devised hiring and recruitment policies for 2000+-employee company.

• Collaborate with executive and senior leadership to provide HR guidance and advice on the development and implementation of strategic HR practices designed to support the current and future people strategy across the Global Mining Practice (GMP).
• Accountable for meeting regularly with the regional business unit leaders and actively participate in operational discussions.
• Support the Head of People and Leadership in the establishment and delivery of the practice's strategic HR plan across the GMP, translating the global talent strategies into regional execution plans and tactics, and support new acquisitions in the adaptation of HR programs and policies.
• Direct the region's annual talent management, organizational design, compensation processes and programs.
• Key HR advisor to the Canadian regional executive and senior management on all HR strategy, programs and practices.
• Assume a leadership role within the HR management team to develop, plan, direct and support the execution of the people plan through continuously assessing and addressing the business's changing needs.
• Lead short and long term planning initiatives to align HR strategies to the business by partnering with executive and senior level management to identify opportunities and make recommendations on program and policy development. Initiatives include: transitioning to a competency based performance management system, the organizational redesign of the regional practice, and the creation of an integrated HR resource database.
• Recruitment Lead for Global Mining Practice, working closely with management on implementation of recruitment and retention strategies, accountability for complete hiring cycle, including candidate screening, testing, interview and onboarding.
• Member of Tetra Tech's HR Leadership Council, working closely with the HR leaders across the various business units to collaborate, and execute the company's HR programs.
• Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
• Collaborated with executive leadership to align HR initiatives with overall business goals and objectives.

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• Partner with senior leadership to identify current and future needs of the business that have implications on HR strategy and policy.
• Accountable for providing HR advice and consultation to the senior management team.
• Responsible for the leadership and development of the HR advisory team, providing direction to the team on the delivery of HR programs, policy interpretation, legislative compliance, employee relations, creation and implementation of HR reporting and metrics, organizational design, talent lifecycle, total rewards, global and domestic mobility, compensation and employee benefits.
• Guide the HR Advisor's in managing, improving and facilitating the organization's annual talent management system including: performance appraisals, career planning and development, top talent identification, succession planning and compensation evaluation.
• Lead the redesign and implementation of HR strategies across the mining practice by developing tools and practices that align to the organization's changing objectives. Alignment initiatives include an adaptation of the company's on-boarding and orientation program, leading the advisory team in an inclusive audit of the Human Resources Management System (HRMS), compensation model and overall program consequently enhancing the organization's overall organizational design model.
• Responsible for reviewing the company's existing performance management program and designing an integrated annual talent management program customized for the mining practice that reinforces the correlation between the company's goals and individual performance. This included an evaluation and revision of existing programs including Career Planning and Development, Workforce Planning, Succession Planning and the introduction of Top Talent identification.
• Trusted member of senior management team, partnering with cross functional leaders and external stakeholders to establish comprehensive HR plans and policies tailored to the strategic alliance with the company's largest commercial client, Cameco Corporation. These practices formed the basis of the company's HR strategy for domestic mobility. It also translated into establishing guidelines for working with Program Managers to capture client requirements into temporary domestic assignment agreements, customized orientation and onboarding programs, contractor compliance, and pre-access testing.
• Participate in the compensation committee as a coach to senior and executive management in the planning and execution of a revised compensation strategy for Mining & Minerals.
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• Responsible for remote work assignments as assigned by management, included benefits re-enrollments, reports such as career planning, performance appraisals and succession planning.

• Responsible for talent management and recruitment. Liaised with management to conduct needs assessments, source candidates, screen applications, conduct interviews, background and reference checks, assessments, employment agreements, negotiate offers of employment.
• Responsible for external vendor management and overall administration of both union and non-unionized company's medical, dental, and disability benefits plans as well as the pension plan and Worker's Compensation.
• Provide internal HR consulting services on a variety of managerial, employee and organizational issues including conflict resolution, employee relations, performance management and policy interpretation.
• Conduct performance management meetings with employees and facilitate departmental teambuilding, engagement and planning sessions.

• Responsible for various duties.

• Responsible for various duties.