Nidhi C.

Serve as senior HR Business Partner to executive and operational leaders, supporting strategic and operational priorities across a large, and complex enterprise. • Partner closely with Directors, VPs, and executive leaders to diagnose organizational challenges, advise on structure, role definition, workforce planning, and talent strategy, and enable teams to deliver on business outcomes. • Lead and execute people and talent initiatives aligned to departmental and enterprise strategy, balancing short-term priorities with long-term capability needs. • Support and evolve operating models through organizational design, role clarity, and leadership enablement initiatives during periods of change. • Lead annual HR cycles, including performance management, talent reviews, succession discussions, talent mapping, and compensation planning for client groups. • Utilize workforce data, engagement insights, and talent metrics to identify gaps, diagnose root causes, and inform evidence-based recommendations to leaders. • Provide proactive consulting and coaching to leaders on talent decisions, employee experience, and culture alignment. • Project manage organizational change initiatives, including stakeholder alignment, communication, leader readiness, and adoption. • Collaborate cross-functionally with Talent, Total Rewards, Learning & Development, HRIS, and Communications to deliver integrated HR solutions. • Provide strategic advisory support to senior and executive leaders on complex ER/LR matters, influencing risk-based decisions and strengthening leader capability. • Lead end-to-end ER/LR functions, not limited to including investigations, discipline, grievances, and collective agreement interpretation.

Provided HRBP leadership within a fast-paced, highly technical, and transformation-driven environment, supporting senior commercial and technical leaders and engineers. • Acted as a trusted advisor to senior leaders, supporting business strategy execution through workforce planning, talent optimization, and leadership effectiveness. • Led organizational change and transformation initiatives, including role redesign, talent segmentation, succession planning, and performance calibration. • Delivered talent programs and initiatives focused on leadership development, internal mobility, and future capability building. • Applied people analytics and organizational insights to inform business decisions related to engagement, retention, and critical role sustainability. • Enabled leaders through change management, including communication, coaching, and adoption planning. • Led multiple complex HR programs concurrently, balancing operational demands with strategic delivery. • Led full-cycle labour relations, including collective bargaining support, grievance management, mediation preparation, and collective agreement administration. • Advised senior directors and executives on labour relations strategy, ER risk, and workforce sustainability.

• Partnered with leaders on organizational design, workforce planning, performance management, and talent acquisition strategy. • Supported leaders through organizational changes, ensuring clarity, alignment, and employee engagement. • Delivered people metrics and insights to support hiring, retention, and exit strategies. • Delivered ER/LR dashboards and reporting to leadership to inform workforce and risk planning. . Provided expert guidance on labour and employee relations matters, including interpretation of collective agreements, employment legislation (OHSA, OHRC, ESA), and common law. • Acted as a trusted internal consultant and single point of contact for leaders on performance management, attendance, progressive discipline, restructuring, and compliance. • Independently handled terminations and layoffs, ensuring compliance and dignity in the process; provided HR metrics on hiring, retention, and exits to VP – HR for strategic planning.

• Designed and executed talent acquisition strategies aligned with short- and long-term business needs; managed full-cycle recruitment including job postings, interviews, offers, and onboarding. • Partnered with the Ontario Job Grant Program to organize training programs and manage learning contracts. • Played a key role in national recognition initiatives such as Canada’s Best Managed Companies and Best Workplaces in Canada, leading application and execution processes. • Served as designate to the Chief Privacy Officer, managing privacy-related complaints and ensuring compliance. • Chaired the Joint Health and Safety Committee, promoting a culture of safety and compliance across the organization. • Provided strategic HR guidance to managers on collective agreement interpretation, dispute resolution, grievance handling, terminations, and compliance with ESA and OHRC. • Participated in all stages of collective bargaining with OPSEU; drafted employer proposals, managed sign-offs, and successfully negotiated the collective agreement. • Acted as a business partner to clinic managers and site leads, coaching on performance management, conflict resolution, and personnel policies. • Led annual salary reviews and administered employee benefits programs in collaboration with compensation teams.

•Responded to inquiries regarding HR policies, and procedures for employees, and managers. •Managed grievances and participated in labour relations committee meetings •Independently managed retention of records program based on Archives of Ontario.

• Provided expert advice to leaders on labour and employment matters, including human rights, progressive discipline, workplace investigations, and terminations. • Served as the first point of contact for managers and directors on HR policies, employee handbook interpretation, and collective agreement application. • Supported performance management by assisting leaders in developing probationary reviews and performance improvement plans. • Managed full-cycle recruitment, including needs analysis, job description updates, interviews, and offers. • Administered group benefits and pension plans, WSIB claims, and disability management. • Collaborated with the Director of Finance on payroll processing for salaried and hourly employees. • Coordinated training and development initiatives, maintained training records, and facilitated employee orientations.

•Handled full 360 degree cycle of recruitment including preparing job postings, advertising on job portals and social media, connecting with recruitment agencies and colleges, managing telephonic and in-person interviews, conducting reference checks, producing written job offers and conducted orientation training. •Created employee personal files, track vacation, compile data from personnel records and prepare reports. •Conducted exit interviews and monitor employee relations. .Training & Development – coordinate and schedule all aspects of training and maintain training and certification records. .Policy Development and Formulation – AODA, Respect in the Workplace, Health & Safety

• Administered multiple collective agreements, including CUPE 4705 (Inside/Outside), CUPE 148, and ONA, ensuring consistent application and compliance across departments. • Maintained the electronic grievance management system; prepared third-stage grievance responses and documentation for mediations and arbitrations. • Participation in negotiations with five unions and the conciliation process. • Drafted employer proposals, BATNA (Best Alternative to a Negotiated Agreement), sign-offs, and final versions of new collective bargaining agreements (CBAs). • Conducted case law research and developed a comprehensive labour relations manual to support consistent and legally sound HR practices. • Acted as liaison with the Ontario Ministry of Labour for licensing processes, including Excess Hours of Work and Averaging Hours applications.

• Coordinated compensation processes for non-union and affiliate groups in alignment with organizational policies, collective agreements, and the Pay Equity Act, while addressing compression and equity concerns. • Conducted job evaluations and analyzed market data, including Ontario Hospital Association (OHA) benchmarks and comparator group data, to inform annual salary reviews and periodic compensation adjustments. • Supported pay equity compliance by evaluating compensation elements and ensuring alignment with legislative requirements and internal equity frameworks.

A. Recruitment, Selection and Orientation • Handled recruitment for all the divisions of the company through sourcing of potential profiles via internal skill inventory, job portals and references, conducting telephonic and personal interviews • Handled post recruitment activities of issue of appointment order, creation of personal dossier and organizing induction training for every department at corporate and plant level in form of introduction to the company policies, culture, employee engagement activities and updating of organizational chart. • Provided Orientation training and continuous follow-up with the new recruits on monthly basis during the probation period and conducted exit interviews. B. Policy Formulation • Designed HR Manual. • Employee recognition scheme and service awards. C. Payroll • Handled complete process of payroll.