Certified  Human  Resources  Professional  (CHRP)  offering  a  stable  eleven-­‐year  HR  career  distinguished  by  consistently  strong  performance  and  proven  results.  Extensive  background  in  HR  generalist  responsibilities,  including  experience  in  corporate  restructuring  and  aligning  talent  to  strategic  initiatives,  employee  recruitment  and  retention,  performance  and  talent  management,  job  evaluation,  employee  relations,  rewards  and  recognition,  benefits  and  compensation,  training  and  development,  succession  planning  and  HR  policies  management.  Demonstrated  success  in  collaborating  for  winning  outcomes,  developing  strong  business  relationships  at  all  levels,  developing  teambuilding  programs,  writing  manuals  and  event/  recognition  speeches,  process  planning  and  management  for  compensation,  recognition  and  talent  management  programs,  strong  analytical  and  financial  skills.      

 PROFESSIONAL  EXPERIENCE    RESTAURANT  BRANDS  INTERNATIONAL  –  TIM  HORTONS  CANADA  HEAD  OFFICE  (formerly  The  TDL  Group  Corp.)  July  2012  –  Present    Human  Resources  Business  Partner  –  Supporting  designated  senior  leaders  and  client  groups,  providing  full  spectrum  HR  generalist  support    • Provide  total  HR  business  partner  services  to  Operations  Excellence  (Customer  Service,  Operations  Training,  Restaurant  Design,  Operations  Standards,  Corporate  Restaurants,  formerly  Cold  Stone  Creamery)  and  Restaurant  Technology  for  all  levels  of  management  &  employees  (approx.  220  employees),  including  senior  leadership  strategic  people  support  &  counsel,  development  of  business  cases,  restructuring  planning  and  execution,  full  cycle  recruitment  &  selection,  talent  management  (succession  planning,  retention,  terminations,  motivation,  performance  management),  employee  relations  at  all  levels,  compensation  planning  and  strategy,  team  building,  training  and  development  and  facilitation.    

• Collaborate  closely  with  other  HRBPs,  Managers  &  HR  Specialists  in  Compensation  &  Rewards,  Talent  Acquisition  and  Organizational  Development  on  special  initiatives  such  as  Job  Performance  Evaluations  (Hay  method)  &  Market  Evaluations,  RFP’s  for  external  training  resources,  Performance  Management  Workshops,  Employee  Opinion  Surveys.  

 Key  Results:  • Successfully  partnered  with  &  supported  designated  senior  leadership  through  the  planning  and  execution  of  the  largest  Corporate  restructuring  in  recent  history,  resulting  in  achievement  of  targeted  areas  for  growth  and  streamlining.  Additionally,  supported  two  subsequent  mini-­‐reorganizations  within  one  client  group.  

• Filled  70  positions  within  client  groups  over  a  nine-­‐month  period,  many  of  which  included  internal  promotions,  new  job  creations  with  accompanied  business  cases  developed.  Approximately  40  positions  were  filled  with  external  hires.  

• Significantly  supported  the  Hay  Job  Evaluation  process  in  developing  the  JE’s  for  over  70  unique  positions.  • Developed  and  implemented  a  New  Hire  On-­‐boarding  check-­‐in  process  with  all  new  external  hires  to  improve  new  hire  retention  and  conducted  over  50  check-­‐ins  in  six  months.  Two  other  HR  colleagues  adopted  this  process.    

• Managed  a  co-­‐op  student  as  a  direct  report  in  her  first  HR  position.  • Provided  significant  collaborative  support  to  a  fellow  HR  Manager  in  the  development  of  a  business  proposal  for  a  Manager-­‐in-­‐Training  program  that  received  executive  &  budgetary  approval.  

•  

 

Melanie  Belletrutti,  CHRP  288  Duff  Cres,  Milton,  ON  

(289)  878-­6782  mbelletrutti@gmail.com  

 PASSIONATE  PROFESSIONAL,  EXPERIENCED  SENIOR  HR  GENERALIST  

 

HR  SKILLS  Restructuring  Planning  &  Execution  Senior  Leadership  Strategic  Support  

&  Counsel  Performance  Management  Professional  business  writing  

Succession  Planning  &    Organizational  Development  

Facilitation  

Employee  Relations  and  Coaching  Recognition  &  Rewards  Programs  Financial  &  Budget  Analysis  

Team  Building  Planning  &  Events  Employment  Legislation  

Lominger  Competency  Model  Certified  Predictive  Index  Analyst  

Orientation  &  On-­‐Boarding  

Project  Planning  &  Management  Recruitment  &  Selection  

Compensation  Analysis  &  Strategy  Training  &  Development  

HRIS  Systems  HR  Policies  &  Procedures  

Leadership  Wheel  Six  Sigma  Greenbelt  

MAPLE  LEAF  FOODS  Inc.  –  September  2003  to  July  2012    Human  Resources  Manager,  Performance  Management,  Employee  Relations  &  Compensation,  Consumer  Foods  Division  (November  2010  –  July  2012)      Performance  Management:  Responsible  for  the  broad  spectrum  of  activities  pertaining  to  the  annual  performance  management  process,  including  systems  training  programs,  training  feedback  survey,  analysis  and  future  recommendations,  employee  and  management  communications,  compliance  and  quality  audits,  one-­‐on-­‐one  coaching  for  employees  and  managers.    Employee  Relations:  Assist  Sr.  HR  Employee  Relations  Manager  is  executing  the  various  annual  Employee  Relations  Programs  including  the  Annual  Awards  program  and  the  Holiday  Employee  Appreciation  Letter  &  Coupons  Compensation  (stepped  in  as  acting  Compensation  Manager  for  a  period  of  4.5  months):  Responsible  for  managing  the  annual  bonus  payout  program  for  over  1,000  employees,  provided  compensation  review,  risk  analysis  and  recommended  strategies  to  an  HR  Manager  for  their  client  group,  initiate  plan  and  prepare  the  annual  Merit  Review  process.    Key  Results:    

• Achieved  a  95.6%  compliance  score  for  performance  assessments  being  completed  and  signed  off  by  all  employees  and  levels  of  management  across  Consumer  Foods.    

• Piloted  a  new  and  successful  ‘Development  Action  Plan’  drop-­in  program  to  receive  one-­on-­one  coaching  by  HR  professionals.    

• Developed  the  ‘branding’  for  the  2011  Annual  Awards  Event  and  wrote  the  event  program  and  winning  nomination  speeches  for  the  Awards  Event  and  received  feedback  from  the  Sr.  HR  Manager  that  they  were  the  most  well  written  speeches  he  had  seen.    

• Achieved  zero  preventable  errors  in  the  execution  of  the  annual  bonus  payment  program  for  over  1,000  employees  while  overcoming  the  challenge  of  a  completely  redesigned  process  in  it’s  first  year,  after  not  having  been  involved  in  compensation  for  nearly  four  years.    

• Successfully  launched  the  annual  Merit  Increase  program  and  took  it  to  a  state  of  ‘ready  to  execute’  as  the  permanent  HR  Compensation  Manager  returned  from  maternity  leave.    

 Human  Resources  Manager,  Client  Services,  Consumer  Foods  Division  (October  2008  –  November  2010)*  Human  Resources  Advisor,  Client  Services,  Consumer  Foods  Division  (November  2007  –  October  2008)    *Responsibilities  for  both  roles  remained  the  same;  Promotion  to  HR  Manager  was  in  acknowledgement  of  level  of  skill  and  experience  proficiency  demonstrated  within  a  client  services  HR  role.    • Provide  complete  HR  business  partner  services  to  Marketing  and  Product  Development  for  all  levels  of  management  (approx.  180  employees)  including  Recruitment  &  Selection,  talent  management  (succession  planning,  retention,  motivation,  performance  management),  employee  relations,  team  building,  HR  aspects  to  strategic  planning,  training  and  development,  compensation  planning  and  strategy.    

• Collaborate  with  HR  colleagues  on  various  HR  strategic  initiatives  and  projects  –  highlights  include  strategic  in-­‐depth  project  on  retention  and  the  ‘generations’  in  the  workplace  and  change  management  tools  for  HR.    

• Provide  cross-­‐functional  training  on  various  HR  programs  such  as  performance  management.      Key  Results:    • Built  very  strong  collaborative  business  relationships  with  Marketing  &  PD.  • Filled  30  Marketing  professional  vacancies  in  2008  with  an  average  vacancy  length  of  7.5  weeks,  with  only  five  

positions  requiring  the  assistance  of  an  external  recruiter  • Piloted  a  new  employee  orientation  and  breakfast  with  SVP  for  new  marketers  during  a  high  recruitment  phase  for  

client  group.    • Collaborated  on  a  Change  Management  tool  ‘road  map’  for  HR  to  use  with  client  groups.    • Took  the  lead  role  on  executing  and  completing  a  diagnostic  and  recommendations  project  on  understanding  and  

branding  the  workplace  to  become  an  attractive  employer  to  the  various  generations.  Received  positive  praise  after  presenting  to  Sr.  HR  Management  and  several  recommendations  are  now  in  place.    

• Created  an  in-­depth  presentation  to  HR  team  to  help  them  understand  the  function  of  marketing  and  the  strategic  challenges  and  plans  within  the  business.    

• Successful  and  smooth  coordination  of  annual  talent  &  performance  management  processes,  compensation  reviews,  muscle  building  the  team  through  quality  recruitment,  employee  retention  through  survey  analysis  and  recommendations.    

         

Human  Resources  Supervisor,  Client  Services,  Fresh  Foods  Division  (November  2005  –  October  2007)          • Responsible  for  providing  a  broad  spectrum  of  HR  generalist  services  to  eight  client  groups  and  four  functional  

executives  (approx.  110  employees)  including  recruitment  and  retention,  talent  and  performance  management,  employee  relations  and  coaching  for  muscle-­‐building  or  top-­‐grading  initiatives,  policies  and  procedures,  annual  ‘Leadership  Edge’  (talent  management)  processes,  terminations,  prepare  and  deliver  training  initiatives  and  source  training  solutions,  relocations,  compensation  reviews  and  recommendations.    

• Manage  an  HR  Coordinator  and  an  HR  Student,  providing  direction,  coaching  and  feedback  • Facilitate  execution  of  Divisional  and  Corporate  Programs  including  Leadership  Edge  Annual  Awards,  Leadership  

Academy,  Pork  101,  Employee  Relocations,  Rewards  for  Excellence,  Annual  Merit  Review,  ML  Listens,  ML  In  Focus.  • Analyze,  recommend  and  implement  improvements  to  existing  HR  processes  and  procedures  (specifically  to  

compensation  management,  merit  review  process,  relocation,  RFE  management,  recognition  programs,  succession  planning)  and  assist  with  integration  of  HR  processes  resulting  from  the  ML  Pork/ML  Poultry  merger.  

• Support  and  participation  on  HR  driven  projects  as  required.  • Review,  reconcile  and  provide  budgetary  recommendations  to  VP  of  HR  on  several  HR  General  Ledger  accounts  

including  recruitment,  relocation,  training  and  development.    

Key  Results  • Successfully  integrated  and  executed  the  new  Maple  Leaf  Fresh  Foods  PAD  Training  Deck  and  Maple  Leaf  Fresh  Foods  

Annual  Awards  program  against  tight  deadlines.  • Successfully  lead  a  team  on  the  planning,  development  and  execution  of  the  Annual  Plans/Annual  Awards  event  for  Maple  

Leaf  Fresh  Foods,  which  involved  the  coordination  of  a  live  broadcast  event  from  seven  sites  across  Canada,  with  approximately  800  employees  in  attendance.  

• Co-­managed  the  planning  and  development  of  the  2005  Maple  Leaf  Fresh  Foods  Leadership  Edge  Summary,  which  was  given  a  “Gold  Standard”  rating  by  the  Board  of  Directors  for  Maple  Leaf  Foods.  

• Developed  a  compensation  scorecard  concept  to  enable  HR  to  assist  managers  in  making  objective  compensation  decisions,  and  provided  leadership  and  direction  to  the  HR  Student  responsible  for  developing  the  tool  in  Excel.  

• Co-­managed  a  detailed  compensation  analysis  of  the  Pork  and  Poultry  salaried  population  to  identify  areas  of  concern,  which  enabled  the  ability  to  make  recommendations  to  Management  Committee  on  equitable  compensation  changes.  

• Actively  drove  Six  Sigma  further  into  HR  through  the  usage  of  specific  Six  Sigma  tools  and  methodologies  (i.e.  Bravo  Bonus  project,  Compensation  tool,  Annual  Awards  process).  

• Successfully  lead  and  executed  the  2006  RFE  payout  process  and  Merit  Review  process  for  Maple  Leaf  Fresh  Foods  with  zero  preventable  errors  occurring  from  HR’s  end.    

 Human  Resources  Coordinator  (December  2004  –  November  2005)  Human  Resources  Administrator  (December  2003  to  December  2004)  Receptionist/  Office  Administrator  (September  2003  to  December  2003)    COMPUTER  SKILLS  • Microsoft  Office  1997,  2000  and  XP  (Word,  Excel,  PowerPoint,  Publisher,  Visio,  Outlook),  Adobe  Photoshop  7.0,  

Windows  ’98,  XP,  NT,  HRMS,  ReportNet,  Cognos  Upfront,  Managing  My  Performance  (MMP),  VIP,  SAP.    EDUCATION  &  CERTIFICATIONS  

• 1999  –  2003:    Ryerson  University:  Bachelor  of  Commerce;  Major:  Human  Resources  Management  • Final  GPA:  3.51  (Sept  03);    • August  2004:  -­  Level  1  Health  &Safety  Certification  with  IAPA  • November  2005:  Certified  Six  Sigma  Green  Belt,  Level  1  –  Maple  Leaf  Fresh  Foods  • August  2007:  Completed  OH&S  course  through  Humber  as  final  credit  required  for  CHRP  • January  2009:  Achieved  CHRP  Designation  

 PERSONAL  ACHIEVEMENTS  • Received  two  Bravo  Awards  in  2005  for  Having  a  Bias  for  Action  and  Being  Performance  Driven.  • Inducted  into  the  Ryerson  University  Chapter  for  the  Golden  Key  International  Honour  Society  in  March,  2002  (top  

15%  of  students  invited  for  membership)  • Nominated  for  the  2001  Jacqueline  Atkins  Scholarship  for  Excellence  in  Business  Writing  • Won  three  English  awards  including  the  Intermediate  Literacy  Award,  the  Intermediate  English  Proficiency  Award  

and  the  Grade  12  Advanced  English  Proficiency  Award  • Won  the  Grade  11  and  Grade  12  Advanced Business Award for Desktop Publishing