Sarah Iosipchuk

Strategic Business Partnership -People and Organization Business Partner to Directors, VPs, and C-suite executive -Serve as a trusted advisor to senior leaders and executive leadership, providing strategic counsel on complex people and leadership decisions -Partner closely with leaders to shape and challenge thinking, translating business strategy into effective people outcomes Leadership Development and Organizational Effectiveness -Own and oversee leadership development and learning strategy, aligned to business priorities and needs -Design and evolve leadership and manager development initiatives that strengthen impact and effectiveness -Advise on organizational design, role clarity, decision making, and ways of working to improve scalability and performance -Provide strategic guidance on performance management, succession planning, and workforce planning

Leadership Development -Coach people leaders on strategies for growth, fostering effective team leadership and career progression -Partner with leaders on performance management, team development, recruitment, and communication strategies -Implement learning opportunities that align individual aspirations with organizational goals, promoting continuous growth -Oversee performance management, addressing challenges and driving actionable feedback -Model continuous learning by refining personal growth plans People Operations and Delivery -Develop and execute people strategies aligned with business goals, enhancing team member experience and talent management programs -Lead the Leadership Development program through consulting, coaching, and training to strengthen leadership practices -Manage total compensation programs, ensuring competitive pay and benefits -Optimize onboarding programs to accelerate new team member integration -Foster a strengths-based culture through CliftonStrengths coaching and training -Analyze data to uncover trends and improve processes, boosting organizational agility -Drive internal projects, including change initiatives, program rollouts, and communication plans Team Member Experience -Design initiatives that promote engagement, inclusion, and a high-performing workplace -Contribute to the Mental Health and Wellbeing Centre of Excellence, embedding mental health initiatives into organizational strategies -Serve as a trusted partner, guiding team members through challenges and opportunities

-Responsible for growing and managing the day-to-day performance and delivery of the People Operations Team across Canada -Partner with and coach people managers on various employee related matters including employee morale and engagement, succession planning, performance concerns, team structure, and resource-needs forecasting -Provide the knowledge, tools, and training to people managers on effective people management while keeping employee morale a high priority -Work with key department managers in ensuring our employees have the best possible experience throughout their FDM journey by introducing new initiatives and programs -Employee relations – create and maintain a collaborative working environment while focusing on Human Resources issues and employee morale

-Responsible for managing the day-to-day performance and delivery of the People team across Canada -Coach and support department managers on various employee issues such as performance management and terminations -Manage and oversee the Canadian healthcare plan and review the plan design regularly -Ensure all policies are 100% compliant with Canadian employment legislation -Work closely with the Canadian Payroll team to manage and submit accurate reporting and documentation -Continuously develop and review policies and procedures surrounding employee engagement -Ensure smooth client onboarding and maintain existing client relationships from a People perspective

-Associate Relations - Build collaborative relationships with the leadership team, bargaining unit partners and employees to support workforce engagement and issues resolution. Keep human resources issues and morale priorities at a high level. -Lead in hotel recruitment efforts for all departments, assuring qualified associates are recruited and hired for positions. -Participate in job fairs and community activities in conjunction with creative marketing efforts to ensure the most talented individuals are attracted. -Plan and coordinate reward, recognition and associate involvement programs and events. -Input and maintain records in the HRIS associate database, and work closely with payroll and department management. -Oversee the administration of health, retirement and other benefit programs. -Conduct benefits orientation and training for new associates. -Claims Management - Manage the administration of WSIB claims and monitor return to work programs. -Work closely with operational managers to drive service quality and consistency initiatives throughout property, and ensure associate and customer satisfaction scores are maintained and improved.

- Management of the HR Department and all of its supporting functions. - Direct recruiting activities for all departments assuring qualified partners are recruited and hired for positions. Have a general understanding of the legal and regulatory factors affecting recruiting and selection. - Develop HR Forecasting and maintain systems to forecast hiring needs using past employment trends and management's current prediction for future needs. - Monitor partner performance appraisal and wage programs to ensure compliance and effectiveness and make recommendations as appropriate. - Have a general understanding of legal and regulatory factors affecting compensation and benefits. - Partner Relations - Create and maintain a sense of community, keep human resource issues and morale priorities at a high level. - Review all disciplinary actions, to ensure consistency. Provide counsel and guidance in issues of employment law. - Assist Management Team with Succession Management and maintain internal system of job posting and succession/career planning - Develop and implement safety awareness programs. Have a general understanding of legal and regulatory factors affecting safety.

-Coordinate safety awareness programs and ensure proper reporting of work related accidents -Coordinate and conduct all safety training, including physical aspects such as proper bending, lifting, and stretching procedures, as well as any related follow-up necessary to maintain compliance in these areas -Complete implementation of the Corporate Safety Manual, safety procedures, checklist and audits as per Cintas Internal Health and Safety Regulations and OHSA Requirements

"The human resource management (HRM) option provides students with an in-depth knowledge of the three HRM functions most critical in organizations: personnel management, labour relations and organizational behaviour. It emphasizes both practical and conceptual skills to enable students to work in all areas of HRM in the private, public and not-for-profit sectors"​ "HRM students can choose specific courses to fulfill the academic requirements of the Certified Human Resources Professional (CHRP) designation."

"The three-year Ontario College Advanced Diploma Business Administration program provides students with the business knowledge and employable skills required for a rewarding career. In the six levels of study, students gain a solid foundation in all of the business functions, as well as the communication, planning, teamwork and analytical skills that are in high demand by the business community. Through an active advisory committee of business professionals and close relationships with employers, the program is continuously updated to meet the current demands of today's organizations."