Mo Elsohemy, CHRP

-Guide and direct all aspects of the employee/labour relations, including and advising leaders on the interpretation of applicable legislation, collective agreements and company policies -Support managers in determining appropriate resolutions for issues -Develop, lead and drive human resources initiatives through to implementation effectively by delivering HR strategy -Through analysis and data collection,I prepare for and lead the negotiation of collective agreements

-Lead full-cycle recruitment and onboarding across seven divisions in Ontario, focusing on roles within engineering, finance, IT, health and safety, sales and project management -Advise internal teams on market competitiveness, share information on talent barriers and hiring challenges -Consult within HR, provide feedback on corporate policies, recruitment processes, and the current labour market

-Lead the full-cycle recruitment of 150+ maintenance positions annually, including apprentices, certified skilled trades, engineers, waste water plant operators, utility system operators, and technologists -Partner with leaders to forecast attrition and, in turn, develop targeted attraction strategies -Collaborate with the Organizational Development team to develop and administer succession plans for key talent -Drive to reach a KPI of 90% roles filled within 90 days, coupled with KPI of 95% retention in first two years

• Led the Competency Based Learning System Development Initiative for the training and development, knowledge transfer and career development paths for 600+ tradespeople across 8 different trades • Partnered with internal and external stakeholders to ensure training compliance to meet safety and legal requirements, such as TSSA standards • Performed job analysis (Design a Curriculum (DACUM) & Systematic Curriculum and Instructional Development (S.C.I.D.)) to be used for training purposes, establishing career paths, creating job profiles, redesigning jobs and documenting the transfer of best practices across various business units • Facilitated the creation of Standard Operating Procedures, Work Orders, Work Instructions and Job Aids for various skilled trades groups to support organizational knowledge transfer initiatives • Supported the change management activities associated with the deployment of the World Class Continuous Improvement Projects to eliminate potential waste of time, money and resources within the Central Trades Department • Developed the needs analysis methodology for all skilled trades to determine the critical path for learning for new employees

• Led a team of recruiters who effectively screened resumes, conducted phone and face-to-face interviews, and reference checks • Trained and supervised managers on interview techniques and Human Resources Policies to ensure a positive and professional hiring process for all candidates • Tracked applicants and employee referrals from client through recruitment process outsourcing and various software platforms • Developed sourcing strategies through internal and external databases in order to fill vacant positions

• Sourced candidates from internal and external databases by conducting phone evaluations, face-to-face interviews and reference checks. • Led the training on Referral and Sales Lead Generation and mentored new recruiters