Erin Lourie

Erin Buchanan- Street NW, Edmonton, Alberta, T5Z 0M6 - | - CORE COMPETENCIES Persuasive, solution orientated leader with highly effective collaboration and communication skills. Strategic thinker with a track record for building and implementing successful integrated recruitment strategies and teams. Demonstrated ability to manage full-life cycle recruitment effectively and efficiently from entry level positions up to and including executive level roles. Demonstrated ability to apply fundamental HR principles and interpret legislation. Demonstrated ability to lead and manage high performing HR and Recruitment teams. EDUCATION N.A.I.T Human Resource Management Certificate Completed 01/07 N.A.I.T Supervisory Development Certificate Completed 06/06 N.A.I.T Business Management Diploma Completed 05/08 IMP Registered Professional Recruiter Designation Completed 03/12 University of Athabasca Labor Relations Degree Currently Ongoing CAREER ACCOMPLISHMENTS Transformed previously disorganized, under-performing HR/Recruitment departments into a well-functioning, cost efficient and highly utilized entities as evidenced by decreased turnover, low cost-to-hire and below industry average time-to-hire metrics. Designed and executed the global organizational talent acquisition stagey including building long term candidate pipelines, search strategies and implementation of recruitment best-practices and long-term retention programs. Developed and communicated the EVP through internal and external communication channels including creating print and digital media and disseminating the message through web, print and social media channels and other brand awareness activities. Created and re-vamped internal employee referral programs and reward and recognition structures. Eliminated recruitment/temp agency fees from over $500,000 to $0.00 per annum in over an 18-month period by revamping recruitment policies, processes, and strategies by bringing this function in-house. Implemented, integrated, and maximized usage of new Applicant Tracking and Global Onboarding. Assisted in bringing the project in on-time and on budget by developing training material and delivering training internally across 35 operating units and 3 countries; and additionally, developed all training content in the form of classroom materials, job aid and videos. Evaluated and analyzed student recruitment activities to implement a more targeted approach to new-grad, internship, coop, and trainee hiring initiatives in addition to creating and implementing training programs. Led a multitude of focus groups, training, and town hall meetings. Designed and delivered global training content for a variety of different Programs and Human Resources Programs including but not limited to leadership development, performance management, operational excellence, recruitment training (9 modules), social media, team building, and reward and recognition. In partnership with marketing designed and executed the global branding strategies as it relates to recruitment. EMPLOYMENT SUMMARY AutoCanada Director Talent Acquisition 10/2019 – 07/2020 Finning Recruitment Manager 05/2018 – 10/2019 Tetra Tech Director Global Talent Acquisition 05/2013 – 05/2018 ATCO I-Tek Recruitment Team Lead 11/2011 – 05/2013 ATB Financial Corporate Recruiter 12/2010 – 04/2011 ATB Financial Trainer / Facilitator 04/2009 – 03/2010 ATB Financial Regional Staffing Advisor 06/2008 – 04/2009 Government of Alberta Senior Human Resources Consultant 06/2007 – 06/2008 ATB Financial Regional Staffing Advisor 06/2006 – 06/2007 Upside Software Human Resources Manager 04/2005 – 04/2006 EXPERIENCE TEEMA GROUP July 2020 – Current Senior Associate – Client & Talent Manager Developing staffing/recruiting business for TEEMA, selling services to prospective clients. Working directly with other members at TEEMA, client and candidates to fill job requisitions in a collaborative way. Pursue, maintain, and grow a book of business.  AutoCanada Inc.October 2018 – July 2020 Director – Talent Acquisition Developing and driving the recruitment strategy across the organization. Driving the development of innovative activities to enhance and promote AutoCanada’s recruitment brand. Leading a team of tactical recruitment specialists. Researching, identifying, and recommending best practices for full cycle recruitment function, including alternative staffing strategies. Implementing sourcing initiatives to assist in building candidate base. Working with AutoCanada HR team on pre-employment processing and other HR related initiatives. Managing the company’s talent acquisition process including posting positions, candidate sourcing and screening, selection and offer process. Ensuring positive candidate experiences from initial contact to offer to hire and onboarding. Partnering with other stakeholders for new hire onboarding and orientation sessions. Acting as a business partner and advisor to the hiring managers in completing workforce planning and identifying gaps and positions to hire for. Coordinating and leading recruitment training for managers throughout the company. Collaborating, in a timely manner, with hiring managers to identify immediate and future staffing needs, job specifications, duties and responsibilities, competencies, qualifications, and skills. Building and maintaining a pool of key talent, engaging with talent continuously to build a strong pipeline. Developing targeted recruiting relationships, sources, and other vehicles to increase brand awareness and generate passive candidates. Working closely with HR and Hiring Managers to ensure that job descriptions and compensation structures are established and on file for all open requisitions. FinningMay 2018 – October 2018 Recruitment Manager – Finning Canada Leading a high functioning team of 12 talented individuals across Canada. Planning, designing, and maintaining the Attraction, Recruitment and Sourcing Strategy’s. Working closely with stakeholders to develop and implement effective recruitment processes, tools, methodologies, and assessment and selection tools. Developing innovative and scalable approaches to attract the highest quality of talent in a timely, cost effective, sustainable manner. Leading, coaching and support a very talent team of recruitment professionals. Develop and design marketing strategies and materials related to sourcing candidates using the support of the internal marketing group. Accountable for the overall design and strategy of Head Office Careers Site. Accountable for finding the best ways to leverage various social media channels with respects to recruitment and meeting the needs of the business. Sourcing new vendor relationships and maintaining vendor relationships. Managing costs and staying on budget. Developing and managing multiple talent pipelines for high volume critical positions. Managing relationship with 3rd party agencies and to other recruitment related vendors. Tetra TechMay 2013 – May 2018 Director Global RecruitmentApril 2015 – May 2018 Developing, communicating, and implementing the enterprise-wide recruiting strategy. From a recruitment perspective, identify changes in industry practices and business trends and advise leadership accordingly. In partnership with corporate communications and internal leaders, manage recruitment related branding messages among the various social media channels. Provide recruitment expertise in identifying markets and proactively pursuing qualified candidates based on the organization’s strategic needs. Developing and managing multiple talent pipelines for high volume critical positions. Coaching and providing recruitment and selection expertise to leaders. Developing sourcing strategies including advertising and other methods of recruiting to attract qualified candidates. Developing and delivering recruitment and selection related training and materials. Configuring and administering of ATS Modules: Taleo, Social Sourcing and Onboarding. Managing relationship with 3rd party agencies and to other recruitment related vendors. Director, Strategic Talent ManagementMay 2013 – March 2018 Lead the activities of the internal EBA Talent Acquisition team and bridge the gaps in best practices and process implementation across the greater Tetra Tech family of Companies. Participate as an integral part of the Senior Management team to support the Company’s strategic and tactical plans, specifically recruiting as it relates to succession planning, workforce planning, and strategic sourcing. Build and execute the strategic recruitment plan based on current and future needs. Plan, develop and implement the organization’s specific recruitment tactics aligned with the recruitment strategy. From a recruitment perspective, identify changes in industry practices and business trends and advise senior management accordingly. Provide end-to-end recruitment leadership, expertise, and guidance to operating groups. Through recruitment efforts, brand the organization in the marketplace as an employer of choice. Lead and coordinate all recruitment resources both internal and external and with 6 Canadian sister companies. Provide recruitment expertise in identifying markets and proactively pursuing qualified candidates based on the organization’s strategic needs. Build strong relationships with potential high-quality candidates to ensure a viable talent pool. Develop and manage multiple talent pipelines for high volume critical positions. Coach and provide recruitment expertise to managers and supervisors and fully understand their human resources needs. Develop sourcing strategies including advertising and other methods of recruiting to attract qualified candidates. ATCO I-Tek (Wipro Solutions Canada Ltd.)October 2011 – May 2013 Team Lead - Talent Acquisition & RetentionOct 2012 – May 2013 Leading the recruitment process and the overall utilization of HR staff and Recruiters. Manage Talent Acquisition & Retention Team to ensure activities align to build and deliver candidate pipelines for the business. Communicating clear performance expectations, performance measures and provides consistent feedback for improvement including the completion of performance reviews. Designing training recruitment for HR Recruiters and line managers and other ATCO Groups of Companies. Proactively work with client groups to develop recruiting strategies for current and upcoming open positions, as well as plan to achieve annual workforce hiring targets. Responsible for sourcing and building a pipeline talent pool for core business roles using a variety of active and passive sourcing strategies and tools - job boards, social media, candidate networking events, employee referrals community partnerships, job fairs to build qualified diverse candidate pipelines. Participating in interview and selection process with hiring managers and supervisors. Consulting with hiring managers, HR Business Partners, and compensation to develop salary recommendations and manage the offer process. Presenting offers to candidates explaining the total compensation philosophy and benefits programs. Accountable for the quality and timeliness of the new hires and placements. Designing, developing, and maintaining the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, and taking appropriate actions to close gaps). Monitoring and constantly looking for ways to reduces the costs of the recruitment process. Designing, building, and implementing innovative recruitment programs in conjunction with ATCO Group of Companies. Building Relationships with Talent Management and Enterprise recruitment teams to maintain synergies and leverage ideas/resources. Ensuring on boarding processes delivers a great first day and premium first cycle experience for the new employees. Maintaining an understanding of the competitive recruitment landscape Responsible for understanding business needs and working to develop recruitment strategies reflective of those needs within the client areas. Responsible for creating a social media strategy to attract individuals to the organization. Setting the social media communication strategy for different job profiles and functions in the organization. Responsible for the full utilization of the social media recruitment and the entire social media communication of HR in partnership with Marketing. Integrating, and configuring talent management systems, processes, and tools in collaboration with ATCO Group of Companies. Leading recruitment banding initiatives to raise brand awareness and continue to promote ATCO I-Tek as an employer of choice. Manage relationships with post-secondary institutions with respects to Campus Recruitment including new graduate recruitment program, co-op placement program and internships. Manage relationships with 3rd party recruitment agencies to negotiate contracts, ensuring competitive rates and manage contingent workforce strategies and evaluating vendor performance. Leading strategic planning of new initiatives, tactics, system developments, and future enhancements. Managing all aspects of immigration pertaining to Onboarding new employees in addition, enabling the procurement of work permits and VISA for employees traveling to provide services to external client. Identify a new Enterprise Wide ATS and act as a functional lead on implementation. Executed on Enterprise and Corporate projects related to recruitment and selection. ATB FinancialMarch 2009 – October 2011 Corporate Recruitment ConsultantMar 2009 – Oct 2011 The primary function of this position is to find high quality professional and executive-level top talent for ATB in hard-to fill position instances. This position is primarily responsible for assisting ATB’s Corporate Departments but also supports hard-to-fill roles throughout the organization. This position ensures that delivery is focused on specific business needs, while maintaining consistency with the overall corporate approach. Specific accountabilities include: Consult with senior leaders, hiring managers and HR Business Partners to assess recruitment needs and ensure clear and consistent understanding of the requirements of hard-to-fill roles Manage searches and work directly with the internal clients at the discretion and direction of the supervisor. Build; and execute appropriate recruitment strategies and sources of external candidates for hard-to-fill roles, through analysis of successful staffing and recruitment activities, proactive research and networking; in-house ATS and Leverage online recruiting resources (examples of online resources activities include: searching specialty professional networking sites such as LinkedIn; Jigsaw; using Online Company directories to locate prospects; using advanced Google Search Syntax and data mining in the Monster & Workopolis databases). Proactively sought out candidates from various sources including: directories, contact lists, databases, leads, newspapers, magazines and personal and professional networking. Recognized and expanded on seasonal/market condition trends and related staffing needs. Attended industry related functions for networking opportunities Review Sourced applications with LOB's & determine next steps and move forward; provide additional screening support for corporate positions Provide feedback to leaders and hiring managers on market conditions, competitive human resource landscape and effectiveness of sourcing strategies. Provide subject-matter expertise, guidance and direction as appropriate for related HR programs, including training programs related to recruitment and selection and the Rewards Programs Determine when all resources have been exhausted and engage external search firms. Be the primary contact for vendors throughout the RFP process which includes debriefs, client meetings, signing of contracts and administration of the program at ATB. Work on special projects as required such as job fit tool and standardized interview templates. Be the primary contact for the business schools and organize career fairs and networking events that are part of the overall recruitment strategy. CORE Trainer (Secondment)Dec 2010 – Apr 2011 Assists in the development and delivers role specific SAP/CORE training programs (In class and via WebEx). Considers a variety of learning methods and determines appropriate delivery methods to achieve defined business outcomes. Evaluates outcome of learning initiatives and makes adjustments based on information gathered during the evaluation. Structures learning programs to facilitate the achievement of learning objectives. Facilitates the delivery of the SAP/CORE course content to the defined target audience. Ensure that existing course content is current and reflects business needs. Maintains and updates the existing SAP/CORE training as new functionality is enabled. Regional Staffing Advisor, Rural AlbertaJun 2008 – Mar 2009 Developed and implemented an overall recruitment plan for Northern & Central Alberta. Consulted with senior leaders, hiring managers and HR Business Partners to assess recruitment needs and ensure clear and consistent understanding of the requirements of key roles. Proactively sourced most candidates via determining appropriate sources of external candidates for key roles, as identified by the recruitment strategy, through analysis of successful staffing and recruitment activities, proactive research and networking. Provided subject-matter expertise, guidance and direction as appropriate for related HR programs, for targeted searches for specialized and hard-to fill positions. Created and Implemented a Local Market Prospecting Workshop to support hard-to-recruit-to initiatives. Identified tools, services and processes to enhance the selection process, including assessment tools for key positions Pre-screened applications for vacant core and trainee positions based on posted qualifications; conduct pre-qualification interviews. Assess unsolicited applications for potential suitability for current and future vacancies within the organization. Coordinated recruitment for training programs within the region. Participate in interviews for trainees, professional and service roles. Completed reference checks and request completion and verification of credit and background checks. Communicated with candidates during and after the recruitment process. Development of behavioral based interview plans. Prepared advertisements for vacant positions; coordinate placement in newspapers and on internet sites. Organized and attend relevant career fairs across Canada. Built relationships with Post-Secondary institutions and their student base. Provided and/or coordinated research for targeted recruitment searches for leadership roles, undertaken by the Regional Office. Made salary recommendations, within HR Salary Administration guidelines, and preparation of offer documentation. Acted as a liaison between the regional office and Human Resources, facilitating activities and identifying and addressing common concerns. Worked in conjunction with all regions and HR to devise and initiate new recruitment and retention strategies and initiatives. Participated as a member of both the HR Business Partner team and the regional office team, providing recommendations to improve internal processes and supporting process improvement. Government of Alberta, Service AlbertaJune 2007 – June 2008 HR Consultant Worked collaboratively with a portfolio of clients to deliver staffing services that supported the attraction and retention of a qualified and suitable workforce. Consulted with line manager to ensure current job information and classification, and to identify any special occupational requirements. Consulted with line manager to ensure current job information and classification, and to identify any special occupational requirements. Consulted with line manager to determine the recruitment process needed to ensure a selection of qualified applicants is identified. Developed and implements recruitment strategies for hard-to-recruit-to occupations and/or job locations. Managed the appropriate recruitment strategy, which included the use of the competitive process, redeployment, the reassignment of work, or employee exemption or secondment. Provided assistance and support to line managers and staff in situations where recruitment has been delegated, through advertisement preparation, receipt of applications, correspondence screening, interviewing, reference checking, candidate selection recommendations, preparation of exemption documentation, and maintenance of competition files. Ensured salary recommendations are appropriate and equitable. Reviews and signs off on letters of offer. Responsible for Job Classification, ensuring positions in the Ministry both management and non-management, are assessed and evaluated in a fair and equitable manner and compensated appropriately. Assisted in job description writing, job evaluation, job analysis, and recommendations, participation in class series reviews, maintenance of position data, and preparation for appeals. Assisted with the administration of the Management Job Evaluation Plan within the Ministry by participating in the analysis and recommendations of management classification allocations. Reviewed and allocate non-management positions using existing classification plans to ensure equitable job evaluation and compensation for employees. Provided employee relations support; ensuring issues were investigated and solutions proposed in a manner designed to solve workplace issues before escalation to the formal grievance process. Provided advice on problem resolution, grievance, collective bargaining, interpretation and advice of collective agreement(s), Code of Conduct and Ethics; citizenship, multiculturalism, and individual rights legislation, conduction of investigations, and coach/train management on responsibilities associated with employee relations. Provided Labour /Employee Relations advice for all employee groups to resolve issues related to performance, employee issues including supervisor issues, LTDI, ESRA and WCB issues, discipline related issues, grievance process and interpretation of personnel directives, the collective agreement and relevant legislation, to assigned areas of responsibility. Participated on investigations into harassment complaints, interview all parties, and prepare a report on findings and recommend course of action. Provided support to Ministry management at various levels of the grievance process. Provided training for line employees and management on job description writing, classification, job evaluation, performance management, employee relations, and appropriate related issues. ATB FinancialJune 2006 – June 2007 Regional Staffing Advisor, Northern Alberta Pre-screened applications for vacant positions based on posted qualifications; conduct pre-qualification interviews. Assess unsolicited applications for potential suitability for current and future vacancies within the organization. Coordinated recruitment for training programs within the region. Participate in interviews for trainees, professional and service roles. Complete reference checks and request completion and verification of credit and background checks. Communicated with candidates during and after the recruitment process. Development of interview plans. Prepared advertisements for vacant positions; coordinate placement in newspapers and on internet sites. Organized and attend career fairs across Canada. Built relationships with Post-Secondary institutions and their student base. Provided and/or coordinate research for targeted recruitment searches for leadership roles, undertaken by the Regional Office. Consulted with hiring managers and District General Managers on salary recommendations, within HR Salary Administration guidelines, and preparation of offer documentation. Acted as a liaison between the regional office and Human Resources, facilitating activities and identifying and addressing common concerns. Worked in conjunction with all regions and HR to devise and initiate new recruitment and retention strategies and initiatives. Participated as a member of both the HR Business Partner team and the regional office team, providing recommendations to improve internal processes and supporting process improvement. Upside Software Inc.April 2005 – July 2006 Human Resources Manager Responsible for all aspects of recruiting including: Reviewing incoming resumes / identifying resources Tracking & reporting candidate activity/progress Coordinating with department heads to determine recruiting requirements Assisting in managing candidates form various co-op and practicum placement programs Creating job descriptions and postings Posting available opportunity on via various web-based resources Overseeing testing process for potential candidates Overseeing booking of interviews Conducting interviews New Hire Preparation and Orientation Preparation of employment documents (employment agreements, confidentiality agreements) Conducting new hire orientation Facilitated employees termination/departures process Created / Update Company Policies & Procedures Research and draft new policy requirements in accordance with legislation Maintained Employee handbook Created Management Handbook Researched and draft new policy requirements Benefits and RRSP administration Stock Option administration Employee inquiries Responsible for Contract management including: Processing Mutual Non-Disclosure Agreements Processing of Escrow/Insurance Agreements Entering into Contract management Software System Maintained office environment; oversee all purchasing and procurement Supervised the Finance / Administration Team Liaised with building maintenance staff Oversee all Logistics; shipping and receiving Organized and facilitate all Company Travel bookings Implemented and Chair the Social Committee Chaired annual United Way Campaign Organized coordinator annual Corporate Challenge activities Tracked contracts through contract management software. COMMUNITY INVOLVEMENT 2020 - Junior Achievement Volunteer Since 2008 – Current, Coach Girls Community Soccer (Indoor and Outdoor) Since 2016 – Director at Large, Lago Lindo Community League – Board of Directors Since 2011 – Volunteer with Junior Achievement of Alberta 2015 United Way Campaign Chair CERTIFICATES / AWARDS 2005 Community Service Citation - United Way REFERENCES Available on Request