Treena Richards

• Manage a high-performing team of 6 Talent Acquisition Specialists, fostering professional development opportunities, setting performance goals, and providing continuous support for success.
• Increased the quality of new hires by refining job descriptions, setting clear expectations, and establishing performance metrics for success.
• Evaluated and updated company recruitment practices to ensure alignment with industry best practices and compliance with applicable laws and regulations.
• Coordinated job fairs and campus recruiting events to attract top talent from diverse backgrounds.
• Incorporated diversity inclusion initiatives within the recruitment process by partnering with our DEIB Specialist and community organizations focused on underrepresented groups in the workforce (eg. indigenous, neuro-diverse).
• Utilized advanced recruitment tools such as applicant tracking systems and social media platforms in order to attract better candidates and reduce time-to-fill.
• Maintained up-to-date knowledge of employment laws and regulations, ensuring compliance throughout the recruitment process.
• Conducted compensation conversations with human resources and hiring managers to foster internal and external equity.
• Collaborated with HR team members to ensure a seamless onboarding experience for new hires through effective communication and coordination of orientation programs.
• Implemented innovative sourcing techniques to identify passive candidates and expand talent pipelines for hard-to-fill roles.
• Managed all aspects of the interview process including scheduling, conducting interviews, providing feedback, and negotiating offers with candidates.
• Improved company branding efforts by developing compelling content for career websites and social media channels that highlighted organizational culture and values.
• Mentored junior recruiters in best practices for efficient candidate sourcing, interviewing techniques, and relationship building with hiring managers.
• Improved candidate experience throughout recruitment process, ensuring clear communication and timely feedback at every stage.
• Fostered culture of continuous improvement, regularly seeking feedback from new hires and hiring managers to refine recruitment processes.
• Developed strong relationships with hiring managers to understand departmental goals and required candidate profiles, leading to more accurate talent matches.
• Managed a recruitment budget of >700k through prudent decision making and renegotiating vendor contracts to reduce annual spend.
• Manage a high-performing team of 5 Learning Facilitators and 1 Team Lead, fostering professional development opportunities, setting performance goals, and providing continuous support for success.
• Alternated training methods (eg. in-class instructor-led, virtual instructor-led, self-paced e-learning, etc) to diversify instruction, strengthen learning opportunities, and enhance program success.
• Monitored and evaluated training performance to determine quality and cohesiveness.
• Collaborated with other departments to align training programs with organizational goals and objectives.
• Organized and edited training manuals, multimedia visual aids, and other educational materials.
• Spearheaded design and implementation of multiple training courses to establish successful onboarding of new employees.
• Evaluated the effectiveness of training programs using various assessment tools, providing valuable feedback for continuous improvement initiatives.
• Collaborated with cross-functional teams to develop customized training solutions, ensuring alignment with organizational goals and objectives.
• Developed comprehensive training modules for enhancing employee skills, leading to improved job performance across departments.
• Reduced training costs without compromising quality by optimizing use of in-house expertise and digital resources.
• Led transition to blended learning approach, combining online and in-person training methods for more flexible learning options.
• Managed new employee orientation training process for more than [Number] employees each year.
• Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for new employees.
• Coordinated and prioritized required training courses for [Type] employees per year.

Direct management of a team of 9 training staff including:

• Build, implement and ensure successful completion of performance management plans that align individual goals to department and corporate initiatives.
• Provide regular coaching in order to ensure staff are suitably knowledgeable, skilled, engaged and motivated to achieve objectives.
• Encourage team members to continue to improve their skills through individualized learning and development plans.
• Identify training needs within the organization and allocate training resources to address these needs across all regions
• Gather relevant training metrics that measure effectiveness in training programs for reporting and planning purposes.
• Oversee the Corporate Onboarding process in order to ensure an engaging, consistent and insightful process for all new employees.
• Oversee all corporate training initiatives as they pertain to product and/or service delivery launches and ensure timely deliverable of learning requirements.
• Supervise course development project teams to ensure programs are delivered within established budgets, timelines and quality guidelines.
• Work with branch and department managers to create individualized learning and development plans for their front-line employees
• Partnered with HR colleagues to ensure that Learning and Development initiatives were aligned with overall talent management strategies.
• Collaborated with cross-functional teams to develop effective training materials and resources for various departments.
• Assisted in the creation and ongoing management of a operational and capital budget >$700k.
• Coached managers on effective techniques for providing constructive feedback during performance reviews leading to improved employee performance.
• Promoted a culture of diversity and inclusion by incorporating diverse perspectives into the design and delivery of training programs.
• Evaluated the effectiveness of training programs through regular feedback sessions and data analysis, making adjustments as necessary to ensure optimal results.
• Leveraged instructional design best practices to create engaging and impactful learning experiences for employees at all levels.
• Revamped outdated training manuals by incorporating interactive elements such as videos, quizzes, real-life scenarios to keep learners engaged throughout the process.
• During the pandemic, spearheaded the implementation of e-learning platforms, increasing accessibility to training resources for remote employees.
• Established strong relationships with external vendors to provide specialized training services when required.
• Worked with business leaders to define role specific competencies and proficiency levels.
• Enhanced employee development by implementing comprehensive learning strategies and programs.
• Maintained our centralized Learning Management System, providing employees with easy access to relevant training materials and resources.
• Developed onboarding processes that streamlined new hire orientation and integration into company culture, reducing time-to-productivity rates.
• Managed new employee orientation training process for more than [Number] employees each year.
• Led the people development component of large-scale corporate initiatives (eg. mergers, banking system conversions, LOS implementations).

• Actively promote a sales culture among all branch staff
• Train, develop and coach all sales staff to meet and/or exceed individual and branch targets particularly in the areas of sales, product knowledge and credit investigation, underwriting and documentation
• Approve credit facilities within prescribed limits and recommend those above said limits to superiors
• Control pricing of credit and deposit products to ensure both member satisfaction and branch profitability
• Recognize and act on opportunities to acquire new business
• Ensure member complaints/concerns are addressed promptly and efficiently
• Ensure members’ financial needs are addressed appropriately and suitable financial solutions are offered
• Develop and promote in branch marketing campaigns.

• Develop internal courses and learning materials and facilitate workshops
• Develop internal sales training program and facilitate workshop
• Design and implement an amalgamation training program for the YCU amalgamation
• Support corporate initiatives of new products and services with training materials and facilitate information rollouts
• Present information to Branch Managers, Supervisors and Personal Bankers as required.

• Facilitate member requests for consumer loans and mortgages Assist members with investment planning including mutual funds Assist in training and coaching of junior staff Make credit granting decisions within prescribed limits Assume managerial duties in the absence of the Branch Manager

• Delinquency Control Mortgage administration including payout statements, renewals, transfers, CMHC tax requirement follow-up Training of staff during conversion to Prologic Computer banking system Y2K software compatibility testing