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CANDACE COVENT, CHRL

Senior Human Resources Professional

Summary

“Unyielding commitment to continuous improvement initiatives”

Vice president of Human Resources with extensive experience across various industries who has a client centric approach to aligning human resources strategies in support of strategic corporate goals.

  •  A trusted leader, advisor, coach and mentor. Possesses a remarkable work ethic, practices good judgment and maintains the utmost confidentiality.
  • Successfully navigates dynamic, matrixed, multi-service/site workplaces through change and transformation with a practical and collaborative approach. Influences without authority, achieving win-win results.
  • Thrives under pressure and successfully manages multiple projects simultaneously, can be relied upon to meet or exceed deadlines.

Work experience

20172019

Vice President, Human Resources

AST TRUST COMPANY

Reported to the EVP, Human Resources and dotted line to the CEO. Supported 200 employees across five provinces. Directly managed a team of 2 HR Generalists HR and the Office Manager. Supported the EVP, HR by leading and coaching the U.S. HR team consisting of 10 HR Specialists and 2 HR Directors.

  • Provided strategic guidance, direction and coaching on human resources to the CEO and Senior Management Team. Took a proactive and fair approach to address employee related concerns and issues. Provided coaching on how to lead difficult conversations and manage change.
  • Ensured all HR programs, initiatives and systems were maintained to achieve corporate and human resources objectives and legal/regulatory compliance.
  • Successfully outsourced the Canadian payroll function to reduce cost and increase the efficiency and effectiveness of the HR department.
  • Contributed to monthly senior management meetings, advising on current internal and external HR issues and trends. Highlighted improvement opportunities and related corrective actions.
  • Managed the compensation program by driving the annual merit and incentive process for both Canada and the US businesses.
  • Ensured the departmental expense budget was achieved by thoroughly reviewing previous years expenses to set realistic targets, maintaining excellent vendor relationships and actively managing the tracking of invoices.
20122017

Director, Human Resources

AST TRUST COMPANY

Directly managed a team of three, including two generalist HR professionals and one payroll and benefits specialist. Responsible for all aspects of HR for the Canadian business. Supported the U.S. HR team through leadership changes, organizational growth and redesign. Built solid relationships achieving high employee engagement and retention.

  • Actively contributed to the HRIS optimization project by: reviewing and evaluating vendor proposals, negotiating terms of the master service agreement, working with the vendor, external consultants, internal stakeholders and the enterprise HR team from planning through to implementation.
  • Led various initiatives for both Canadian and American businesses including the design and implementation of the Performance Management Program and the design of a Job Evaluation System.
  • Worked within the Office of the Superintendent of Financial Institutions (“OSFI”) guidelines designing a succession planning program focused on sustaining the safety and soundness of the business. Presented the program to the CEO and Board of Directors for approval and provided quarterly status reports to the Board.
20102012

Manager, Human Resources

AST TRUST COMPANY

Directly managed a team of three including two generalist HR professionals and one payroll and benefits specialist. Responsible for all aspects of HR for the Canadian business.

  • Developed and implemented the human resources policies and procedures for a startup HR department. Solicited cross-functional managers to participate in a Policy Review Committee. Ensured compliance with employment legislation across five provinces and collaborated with HR in the U.S. to achieve consistency where applicable.
  • Built strong relationships with all levels of management in both Canada and the U.S. to support the transformational and cultural changes resulting from an acquisition. Developed workforce planning and retention strategies and supported management through the execution of an operations transformation including relocating work from Toronto to Calgary, Montreal and Brooklyn, NY.
  • Led the strategy, development and implementation of GREAT Week, an annual enterprise wide employee engagement and appreciation CEO directed initiative.
  • Introduced a co-op program for both high school and college students ensuring a meaningful work experience for the students and mentorship opportunities for employees.
  • Actively participated in and mentored the Joint Health and Safety Committee.
2009-102010-06

Human Resources Generalist (contract)

CN TOWER

Reported to the Director, Human Resources and supported the support function client groups such as finance, marketing, facilities and IT.

  • Led full cycle recruitment for client group including, preparing position proposals, developing job postings, attending job fairs, conducting interviews and preparing, negotiating and presenting offer letters.
  • Participated in a company-wide pay equity review to support a formal response to the Pay Equity Commission.
  • Launched a job shadowing program for the HR department with the objective to increase the department’s visibility and knowledge of the business as well as positively influence employee morale and engagement.
20072008

Human Resources Manager

CLOSURE METAL PRODUCTS (Magna International)

Reporting to the plant General Manager, directly managed a team of two including a HR Generalist HR and Health and Safety Specialist. Responsible for all aspects of HR supporting over 300 employees over 3 shifts.

  • Developed HR department initiatives in line with corporate objectives. Projects included: leadership development, annual employee opinion survey action plan, employee handbook and policy revisions, and health, safety and environmental improvements.
  • Analyzed weekly and monthly metrics for turnover, headcount, absenteeism, training, health and safety incidents and lost time. Collaborated with the appropriate stakeholders to develop and implement corrective action plans and presented the results and progress on a monthly basis.
  • Achieved a positive feedback score of 86% on the Employee Opinion Survey by building relationships at all levels of the organization and creating daily opportunities to interact with employees.
  • Conducted comprehensive evaluation of policies and procedures for an updated employee handbook following the merger of two divisions. Presented the executive team with recommendations and an action plan, incorporating estimated impact to employee relations and significant cost reduction opportunities
20052007

Senior Human Resources Generalist

WINDO-MOTION (Magna International)

Reporting to the HR Manager, supported a production and office workforce of up to 700 regular and temporary employees over 3 shifts. Represented the HR department as the sole HR practitioner for a satellite facility with over 150 employees.

  • Assisted HR management with the assignment of HR team projects accounting for individual strengths and development opportunities. Coached the team through planning, and setting milestone targets and objectives.
  • Designed and conducted workshops for the leadership team such as: conducting performance appraisals, interviewing techniques and effective performance management. Achieved active participation through role play and case study discussions and identified best practices through peer collaboration.
  • Enhanced the effectiveness of onboarding new employees by introducing a detailed checklist, revising the new hire presentation, and changing the timing of orientations from within 90 days to the first week of hire. Solicited start-stop-continue input from stakeholders throughout the project timeline to ensure sustainability of the new process.
2005-022005-07

Senior Human Resources Generalist

BENTLER AUTOMOTIVE

Reporting to the HR Director, supported a production and office workforce of 300 employees over 3 shifts.

  • The first point of contact for all labour relations concerns. Frequently walked the production floor to build relationships with employees, leadership and union representation. Ensured the consistent application of the Collective Agreement including implementing a standard process for management to address grievances in a timely manner. Responsible for working with the Grievance Committee and compiling historical evidence to support management’s position to resolve over 200 outstanding grievances over a four-month period.
20012005

Human Resources Generalist (2001-2003 HR Assistant)

ANOTECH (Magna International)

Reporting to the HR Manager, supported a production and office workforce of up to 450 regular and temporary employees over 3 shifts.

  • Managed the administration of HR processes including: HRIS maintenance, payroll and timekeeping, job descriptions, orientation, training statistics, performance appraisals, and benefit programs. Implemented a standardized internal recruitment process including: written and practical testing, behavioural based interviews and quantitative candidate feedback. Improved the application of company policies and procedures by introducing a Supervisor’s Handbook.