About

Technology sector Fewer than 50 employees Project, then ongoing

What I was asked for

The company had several needs at once and no idea where to start. So I began with an HR audit, which brought out a list of projects. Some of them were urgent.

What I did

I started by writing the total compensation policy and building the salary administration system. I then redid the job inventory and its descriptions. After that, I put in place a performance evaluation system and a training program compliant with Quebec's Act to promote workforce skills development and recognition. As at the end of any sound mandate, the managers were equipped to keep every piece up to date.

What changed

The HR function realigned with the company's strategy, and it is now solid enough to support growth that had become exponential.

Technology sector 50 to 150 employees Ongoing

What I was asked for

I was first called in for recruitment. Digging a little further, we quickly saw that the rest followed: performance management, compensation, work organization and HR procedures. The company also had to comply with Quebec's Act to promote workforce skills development and recognition.

What I did

I started by rebuilding the entire staffing process, from the posting through welcome and onboarding. I then added a performance management program and redid the job inventory. I finally built a training program and wrote a remote work policy.

What changed

Given that HR was entirely beyond them at the start of the mandate, the managers made the tools their own and became the champions of best practices.

Manufacturing sector Fewer than 50 employees Project

What I was asked for

The company wanted to rebuild its HR practices from end to end, and wanted to start with policies and procedures.

What I did

I started by writing the employee handbook, then about ten policies (including occupational health and safety, workplace civility, work schedules and leave, and disciplinary measures). I then put the file-handling procedures in place and revised the employment contract template.

What changed

The processes are uniform and aligned with the company's long-term strategy.

Non-profit organization Fewer than 50 employees Project

What I was asked for

The organization wanted to rethink its HR practices.

What I did

I wrote the employee handbook, the policies and the file-handling procedures, then the employment contract template. I adapted every document to the reality of a non-profit organization. That is when new practices took shape, notably for work schedules, task assignment and the recognition of both employees and volunteers.

What changed

The rules are now written down and the same for everyone. When a delicate situation comes up, the organization knows what to lean on.

Business services sector Fewer than 50 employees Project

What I was asked for

The company wanted a complete total compensation program, policy and salary structure included.

What I did

I started by analyzing the jobs and benchmarking them against the market. I then evaluated the jobs and proposed the salary adjustments. I finished with the increase policy. It is the approach I follow in all my compensation mandates.

What changed

Increases are no longer decided case by case, but on a common basis, and fairness between employees improved as a result.