A Senior Human Resources professional with over 14 years of management experience, including 7+ years in Human Resources. An effective leader who applies best practices to foster an employee-oriented, high-performance culture emphasizing empowerment, quality and productivity. A skilled manager who takes pride in developing team members by playing to their strengths and working together to achieve professional goals. Communicates effectively at all levels of the organization with a track record for achieving buy-in early on from stakeholders. A respected strategic partner who values and motivates others, and employs superior analytical skills, intuition and sound judgment in decision-making and problem-solving. Key descriptors include people-person, influential, dedicated, team leader and player, energetic, self-manager, highly organized and detailed, dedicated.

HR Manager (Total Rewards, Performance & HRIS) @ • Strategically partners with Senior and Executive Management to provide high-quality, effective and meaningful Total Rewards & Performance (TR&P) programs for employees and Company. • Responsible for the management and leadership of a three-member team in all (TR&P) programs and HRIS requirements. • Responsible for the design, project management, maintenance and administration of all rewards programs including compensation, benefits, leaves, pensions, performance management and recognition; supervises the HRIS analyst responsible for data integrity, data quality, metric reporting, reporting requests from the business and the reporting needs of the HR team. • Trusted authority for 1200+ employees by delivering all Canadian TR&P communications through clear and consistent messaging. • Advises and supports all levels of employees on interpretation of TR&P programs, policies and procedures through education and effective communication. • Performs on-going evaluation of TR& P infrastructure and employs continuous improvement initiatives based on changes in policy direction and/or trend analysis, to deliver positive business value, reduce costs and ensure Company remains competitive in the market. • Collects and analyzes data and supervises the participation in multiple compensation surveys to benchmark Company’s position to market. Works closely with all levels of management on compensation strategies and adjustments. • Manages vendor relations to guarantee programs meet employee and business needs while securing best prices; monitors existing vendor relations for performance, identifying cost savings opportunities and assuring accuracy of payments. From January 2010 to Present (6 years) Payroll Accounting Manager @ • Managed a two-member team for Payroll Accounting and Recoveries. Supervised their daily activities to ensure efficient, timely and accurate completion of financial information and payroll recovery process. Ensured team members had a good understanding of all procedures, systems and routines required for accurate accounting, billing and recoveries. • Responsible for full cycle accounting of all compensation and benefit costs as well as Property Recovery process of approximately $2M per bi-weekly pay period. • Managed the monthly financial reporting requirements for all salary and benefit costs for 1,000+ employees across Canada including cash flow management, variance analysis and forecasting, ensuring Company was in compliance with government legislation. Provided reporting to Vice Presidents of Finance. • Prepared annual forecasts and business plan reports for every department and cost centre for all employee salary and benefit expenses and presented them to CFO and Vice Presidents of Finance. Also supervised annual year-end and audit activities. • Worked closely with the Director of Compensation & Benefits to develop, recommend and implement approved policies and procedures, increasing the effectiveness and efficiency of payroll and billing processes. From September 2006 to December 2009 (3 years 4 months) Vancouver, Canada AreaOffice Manager @ • Worked with site managers to strategically plan for resources and fill existing and future gaps. • Supported and collaborated with site managers to develop strategies to constructively address performance issues and nurture positive team dynamics. • Acted as a key contact for employee questions and concerns, escalating to the management team as needed. • Lead full-cycle recruitment including resume screening, conducting telephone pre-screens, coordinating and conducting interviews, reference checking and preparing job offers packages. • Coached managers and employees through the performance appraisal cycle. • Coordinated the orientation process for new hires and ensured the hiring site managers were prepared. • Conducted benefits administration for new and existing employees, and review documentation with new hires. • Managed a three-member team responsible for all administrative, payroll and bookkeeping (AR & AP) activities. Supervised their daily activities to ensure efficient, timely and accurate completion of responsibilities and ensured team members had a good understanding of all procedures, deadlines and systems. From November 2002 to July 2005 (2 years 9 months)

Amanda Malcolm is skilled in: Talent Management, Succession Planning, Employee Relations, Human Resources, Employee Engagement, Management Consulting, Strategic Planning, Performance Management, Change Management, Leadership, Management, Training, HRIS, Benefits Administration, Interviews