Daniel Gravel

Daniel A. Gravel
Toronto, ON, Canada.
E-mail: dan.gravel@gmail.com

Skill Profile
• 16+ years of HR/Recruitment management experience within multinational companies and agencies.
• Managed HR business functions on a national level.
• Reported to US and Japanese Parent companies.
• Extensive experience in all HR disciplines both strategically and “hands on”.
• Reported directly to President/CEO’s, CFO’s and Executive Group.

Career Experience

DAG Consulting
Principal
November 2006 – Present

Position Description
• HR and Recruitment Planning.
• Succession planning development.
• Employee Relations.
• Organizational Development.
• Executive search – national and international
• Planning and delivery of General Industry account development.
• National and International recruitment strategies.
• HR Consulting Services (Human capital planning, OD).

Current Contracts:
Novo Nordisk Canada - HR Consultant


Completed contracts:
The Mason Group - Strategic Search Consultants (www.masongroup.ca)
Trillium Talent Resource Group (www.trilliumhr,com)


Hitachi Canada Ltd., Mississauga, Ontario (www.hitachi.ca)
June 2002 – November 22, 2006
Manager, Human Resources

Position Description
Reporting directly to the President and CEO I was responsible for driving the Strategic planning and execution of all human capitol services nationwide across five business divisions (Consumer Electronics, Power and Industry, Medical Services, Optical Security, Finance and Administration).

Selected Major Accomplishments
• Designed and developed a comprehensive recruitment strategy based on the succession planning needs of the company.
• Identified 5, 10 and 15 year succession planning challenges and implementing a strong and clear plan to mitigate any risk to business continuation.
• Successfully lead HR function as it pertained to Sarbanes-Oxley implementation and compliance.
• Completed two HRIS implementations and one Payroll implementation on time and under budget.
• Initiated and developed a company wide Emergency Plan in response to SARS and Avian Influenza.

Responsibilities
Recruitment Management
• Managed all recruitment planning and recruitment initiatives across Canada and across multiple business divisions. Positions ranged from Finance, Sales, IT, engineering (nuclear and thermal) to administrative support.
• Recruited for positions in Calgary, Mississauga, Ottawa and Vancouver.
• Handled projects with salaries ranging from 35K to 120K annual.
• Developed a comprehensive recruitment lifecycle process including vendor management, testing and background checking.
• Implemented recruitment metrics to improve quality service delivery.

HR Management
• Plan, implement and oversea employee benefit and pension plans ensuring legal compliance and government reporting. Evaluate supplier services to ensure best performance on investment.
• Corporate team lead on two ADP product implementations.
• Development, management and interpretation of all company policies.
• Liaison with Japanese Head office on HR and Expatriate issues.
• Developed and implemented standardized company wide management training (Results Centered Leadership Program).
• Develop and implement HR strategies to address the key concerns of Consumer Electronics, Power and Industry, Medical, Optical/Security Products and Finance and Administration Divisions.
• Driving core functions including: performance management, compensation planning, employee relations and training and development.
• Provide services and tools to assist employees to obtain answers to their compensation, benefits, and HR policy questions, and resolve problems.
• Advise Executive on current HR trends, developments, government legislation, regulations, legal issues, and prevailing practices among similar organizations to ensure company practices are compliant with all regulatory agencies and company culture.
• Maintain and advise all divisions on budget matters concerning hiring, training, and retention. Present budget actuals and forecasts to Executive Committee semi-annually.

Sarbanes Oxley
• Member of the Internal Audit Committee
• Completed all internal process mapping of HR and payroll functions
• Developed and implemented an additional 13 policies

Risk Management
• Provided strategic planning for the Executive Committee on issues of Employee development, termination and succession planning.
• Emergency Plan Development (SARS and Avian Influenza) National Response, Hitachi Canada Ltd. and Hitachi Group Companies.

Expatriate Relations
• Responsible for all Expatriate relations, including liaison with Japan head office.
• Lead all legal work pertaining to the initiation, processing and issuing of new Work Permits to Japanese Ex-Pats and families as well as any renewals.


DAG Consulting
Sanofi-Synthelabo Canada Inc., (now Sanofi Pasteur) (www.sanofipasteur.com)
November 2001 to April 2002
Pharmaceutical Recruitment Consultant, People Development (CONTRACT)

Accomplishments
• Successfully managed the recruitment of 15 pharmaceutical sales representatives across Canada for a new product launch (first solo product launch for the company and first in a new therapeutic area)
• Reviewed and redesigned current reporting structure and function for the recruitment and HR metrics process for both national and international reporting.
• Implemented a new Applicant Tracking Module for the existing SuperHR system.
• Led the implementation of InMagic Learning Library software.

Responsibilities
• Coordinate the human capital development for a new urology product Xatral nationally.
• Review and redesign existing recruitment “best practices” strategy.
• Establish new reporting structure based upon standardized HR metrics for departmental, national and international (Paris Reports) human capital.
• Integrating redesigned process practices and controls into key business operations, and to assist senior executives in building an infrastructure with all levels of management, and staff.


Borderfree Ltd. (www.borderfree.ca) – E-commerce
July 2000 to October 2001
Director of Human Resources and Recruitment

Accomplishments
• Eliminated the use of all third party recruitment services and hired 25 new employees at a cost savings of $300,000.00 for the company.
• Complete redesign of corporate website career section (Phase II not yet implemented) with an online application system directly linked to Recruitment Tracking Software.
• Designed and led the Human Resources infrastructure encompassing compensation, benefits and payroll administration, recruitment, and organizational development.
• Mitigated legal risk by successfully managing four rounds of company reorganization while maintaining a less than 15% voluntary turnover rate.
• Designed and implemented a proprietary HRIS and Applicant tracking system that eliminated the use of all third party recruitment vendors, reduced benefits administration costs and streamlined orientation costs.
• Successfully coordinated an inter-departmental effort (Finance and HR) in the transition of benefits plans from National Life to Sunlife, and Payroll systems from Ceridian to ADP.

Responsibilities
• Design, implementation and management of human resources policies and practices in areas including recruitment and selection, employment contracts, employee relations, classification and pay, promotion, leave, diversity goals, benefits, and discipline and grievance procedures, employee development, performance measurement.
• Development and coordination of departmental long-range planning, databases, and fiscal management as it pertained to issues of headcount, training and development and retention planning.
• Responsible for designing and implementing organizational development and employee relations initiatives focused on succession planning, recruitment and retention, organizational structure, job design (re-design) and resource planning.
• SHRM responsibilities for metrics analysis concerning head count planning (including fiscal forecasting, bonus accrual, stock options vesting and plan administration), employee turnover, retention strategies, compa ratio design and analysis.
• Risk management and legal compliance solutions regarding employment legislation, contract/consultation agreements, and employee contracts.
• Development and implementation of Strategic Human Resources Metrics head count planning (including fiscal forecasting, bonus accrual, stock options vesting and plan administration), employee turnover, retention strategies, compensation ratio design and analysis.
• Identification of organizational performance measurements to improve productivity. Analyze and recommend changes to organizational structure.
• Third party recruitment vendor selection, evaluation, and relationship building/management.
• Establish partnerships with various educational institutes in a proactive recruitment environment.


Chapters Online Inc. (www.chapters.ca) – E-commerce, Canadian “Amazon.com”
April 1999 to July 31, 2000
Recruitment Manager/Resource Manager

Accomplishments
• Developed and implemented a recruitment strategy that resulted in a reduction in agency fees by 1.5 million dollars.
• During the period of July 1999 to March 2000, personally responsible for adding 155 individuals to the head count of COL, both contract and permanent.
• Developed and implemented recruitment procedures and policies for COL, recruitment strategic planning, including career fair participation, co-op relationships and aggressive Internet strategies.
• Developed procedures for the prioritization of projects, resource tracking/assignment, BRD and scoping requirements, as well as project management guidelines.
• Successfully managed the human capital transition of call centre services from a third party vendor to an in-house operation totaling 200 employees.

Responsibilities
• Manage the design and implementation of a progressive recruitment strategy leveraging existing corporate branding, and piloting an aggressive marketing/public relations thrust to traditional print and internet mediums with the objective of movement from a reactive to proactive recruitment plan.
• Design and implement a proprietary recruitment Tracking Software system.
• Manage a team of a team of two permanent, one part time and two contract recruiters while maintaining recruitment activities across all business units.
• Coordinate the re-design and continued evolution of career section of the website.
• Vendor management of third party recruitment sources including the evaluation recruitment tracking/vendor management software including PeopleSoft, SAP, and GTS (now NJOYN).
• Negotiated all new employee contracts and conducted all exit interviews of voluntary separations.
• Responsible for resource management and project planning reporting to the President as co-chair of daily status update meeting of all senior management (President and VP's) including identifying resource critical issues, project barriers and solutions.

D.A.G. Consulting (1990 -1999)
November 1997 to April 1999. Title: DIRECTOR, (contract) Employer: Employment ACCESS – Recruitment Firm.

Accomplishments
• Implemented and managed the start-up phase of a 3 year (C$1.25 million dollar/year) Federal Government. (HRDC) seed project to establish a recruitment/placement agency for persons with disabilities. This project was launched from the ground up and at the end of two years had expanded to a satellite office and was proceeding towards a profit making Private Sector Company.
• Spearheaded a marketing strategy that resulted in a 240% increase in the customer base over planning projections.


Responsibilities
• Recruitment of IT professionals for internal projects such as database development, web design.
• Built and managed a team of four recruitment specialists, two business development managers, one training and development officer, and administrative support.
• Development of evaluation and budgetary protocols, and general standards of service via the creation and presentation of “best practices” to shareholders resulting in total quality assurance procedures for service delivery.
• Lead the development an implementation of strategic planning for marketing/PR (brand development), procedure and policy development, human resources, daily operations, service contracting, Board/stakeholders reporting. De-facto member of the Board of Directors.


October 1990 to November 1997. Title: CONSULTANT, Human Resources Training and Development. Employer: Federal and Provincial Governments.
Accomplishments:
• Designed and delivered over 350 training sessions on workplace relations, organizational development and rights in the workplace.


Education
• HRPAO Course credits in Finance and Accounting (Tier I); Employment Law (Tier II)
• 1990 B.A. in Cultural Anthropology. Laurentian University, Sudbury, Ontario


Professional Development/Technical Skills
• National Coalition Building Institute (1993)
• Lotus Notes 5.0, Office 2003 (Advanced to expert level in all applications), ACCESS DB Design and Development, VISIO.
• SAP
• People@work (HRIS system), Pay@work (payroll system), HR Resource Partner (HRIS system).

Other Skills
Fluent English
Basic Polish language skills