carrie sullivan

* As an HR Consultant, I helped small local companies with their HR related issues - from compensation reviews, performance management, employee issues, HR policies and staffing. Working with Knightsbridge, I provided Career Solution and Organizational Leadership Solution Services * Provided leadership and support in the areas of recruitment and staffing * employee relations * performance management * compensation and benefits administration * employee orientation * policy development and documentation and employee terminations.

* Human Resources leader for the Canadian and Global Sales operations, provided strategic HR consultation in order to optimize people, structure, process and culture programs in a complex environment. * Prove ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company * Managed activities associated with workforce planning, performance management, learning and development, and compensation planning including classroom training and facilitation

* As the first dedicated HR resource, transformed HR from an administrative role to a strategic business partner, including working with management to drive key business initiatives. * Conducted extensive analysis of current casual HR initiatives and developed policies in line with business needs. * Led the implementation of HR processes and policies for vacation, benefits renewal, US and Canadian payroll processing, compensation strategy, developed an Employee Handbook and recruiting processes.

* Extensive preparation and report analysis for Executives on all key Human Resources initiatives such as strategic recruiting, performance management, compensation, communication, termination processes and training initiatives. * Managed both strategic and transactional processes. Strategic work comprised of initiatives for future employee and HR growth, developed a recognition program, and handled all daily transactional tasks. * Lead a team of office support professionals to support the business needs.

Led all campus recruitment programs and initiatives across Canada, resulting in 1200 top talent campus hires from 25 schools on an annual basis. - Collaborated with business leaders and led recruiting professionals responsible for driving talent initiatives in accordance with our national business strategy and talent agenda. - Developed, implemented and continuously improved campus recruiting policies and procedures, ensuring streamlined processes and maximum operational efficiency and effectiveness. - Implemented innovative methods to acquire talent while building eminence internally and externally; focused on growing Deloitte’s reputation as the company where the best in the industry choose to work.

Coached managers and employees in understanding and applying Human Resources tools to improve organizational performance through enhanced employee engagement and manager effectiveness while ensuring legal compliance. - Supported strategic initiatives to build organizational capability through the attraction, development and retention of top talent. - Ensured the performance management practices are fully integrated and that processes are completed to raise the performance bar.

* Completed the full recruiting cycle for a wide range of clients. * Developed new accounts as well as service existing accounts. * Sourced qualified professionals and located top talents in the field of expertise required in the job. * Mentored junior staff on the recruiting process, sales and customer service.

* Responsible for all aspects of human resources as it applies to employee relations, compensation and benefit inquiries, performance management, coaching and development, partnering with Senior Leadership * Ensure human resources practices and objectives provide an employee-oriented, high performance culture emphasizing empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce; * Ensure successful implementation and delivery of services and policies related to performance management, including professional development and succession planning; * Ensure successful implementation and delivery of services and policies related to compensation management;