Denise Bodnaryk: Director, People Services in Calgary, AB

Reporting to the CEO and member of the senior management team, provided strategic planning and operational oversight for all human resources programs for a complex employee structure of 300 full-time, 900 year-round part-time and 3,500 Stampede-time employees, five unions and over 2,300 volunteers. Led a People Services team of multi-disciplinary professionals who design and support talent acquisition and development, employee engagement, labour relations, talent management, total rewards and guest experience strategy. Built strong relationships with key stakeholders to influence the development and design of strategic human resources initiatives. ? Led the development of the Talent Management Framework, Talent Acquisition Strategy and Guest Experience Strategy. ? Led the development of the Stampede’s Succession Management planning model and the Leadership Learning Program which is built on foundational leadership learning principles. ? Developed RFP and guided the design of new Workforce Management System and new flexible benefit program. ? Developed labour strategy and act as chief negotiator for collective bargaining ? Developed positive employee relations and employee engagement strategies. ? Provided organizational design expertise that support Strategic Plan initiatives.

Partnered with Sr. Vice-President, Operations to develop HR strategies based on business priorities for Western Canada that impact 125 stores and over 30,000 associates. Developed strategic talent plans and create succession plans to attract and retain a diverse workforce. Built HR field structure to support business needs and, through a team of 10 District People Managers and over 35 Store Human Resources Managers, provided HR support to retail operations. Influenced key management stakeholders through communication and development of HR programs. Supported compliance management, HR programs and process across multiple functions in the Region. Built relationships with external partners to promote Walmart’s brand within the community. ? Designed and implemented strategic workforce planning model. ? Developed Leadership talent development tools which increased the capability of store level leaders and improved succession planning and retention for key leadership roles. ? Developed recruitment specific models by province which increased applicant flow and improved attraction and retention of diverse workforce. ? Designed engagement strategies to mitigate third party risk and improve associate retention.