Canada Lands Company / Société Immobilière du Canada

Planning, organisation and implementation of strategies, policies, programs and services related to organisational design, DE&I, accessibility, and psychological health and safety within all divisions and affiliates of the company, including the real estate division/head office of the CN Tower, Parc Downsview Park Inc. and Société du Vieux-Port de Montréal Inc.
DE&I:
-Governance review
-Company-wide self-identification campaign
-ERG support
-DE&I committee activities and support
-Workforce planning for better representation
Psychological Health and Safety:
- Implement PHSMS (training, communication, tools) - using the ''Standard with 13 psychosocial factors''
- Integrate PHS into JHSC work
- Accountability measures, PHS KPI tracking and analysis (IRS)
- Employee relations for psychological health and safety
Culture Integration:
Integrate uniting statement across divisions
Develop tools, templates, communication
Accessibility:
-Participate in Accessibility Community of Practices
-Implement multi-year accessibility plan (OADA, CNSST, ADA)
-Promote inclusive language on ableism and accessibility
-Accommodations

Corporate Culture Manager 

Follow us on  Facebook ''AlliÉes de la diversité et inclusion en milieu de travail""

There is no diversity without inclusion, there is no inclusion without social justice and equality, none of it matter if there is no ownership nor accountability:
-Whose opinion is not heard 
- Who is not around the table/ where is everyone else? why is just "us"? 
- Does our company reflect the making of our society top down, lateral, every other way
-Do qualified employee we hire represent the making of schools demographic
- Is the culture of our company inclusive? Who is hired? who gets promoted? whose project gets funded?

Diversity, Equity and Inclusion Consultant

La Gouvernance au Féminin - Women in Governance

Senior Program Manager

Hydro Québec

Disability Case Manager at Hydro Québec:
-Diagnosis doesn't equal incapacity 
-Sometimes accommodation and flexibility can equal wellness 
-With the right teams, the right support and coordination, a disability doesn't mean the end of a career
-Unions.and their representatives, managers and HR advisors, employees should always team up for the best outcome 
- Strive for prevention : workplace safety at all level physical, psychological, work -personal life balance, small but mighty step can reduce absence rate.

Disability  & Accessibility Case Manager

SRA Staffing

Montréal is booming with Start up Tech companies, small and medium ones trying to attract the most qualifies or as qualified as the giant.

Helping companies find the misfits that complement their teams 
Representing candidates and making sure the pay is equal
Helping clients with needs assessment

IT Recruiter

Téo Taxi

Human resources management in a start-up:
-Pay and compensation review post merger, job analysis and classification, competence definition, salary adjustments recommendations
-Disability and Workplace accident monitoring work accidents CNESST, from report to return to work accommodation including.
-Coordination of Benefits with government programs (CNESST, EI, SAAQ, ...)
-Everything and anything : training, system implementation

Human Resources Coordinator (contract)

Branson Centre of Entrepreneurship - Caribbean

-Created a human resource management plan for the Branson Centre, an organization that focuses on supporting the activities of developing entrepreneurship in the Caribbean islands.  
-Aligned of the human resource management plan to the Branson Centre’s strategic plan by assessing the current practices in recruitment, employee engagement programs, compensation and recognition, gap analysis, planning and elements of implementation of the plan.

Contract: Human resource Management Advisor (Contract)

The Co-operators

-Management of client service department, people, financial, operational management  
-Project implementation of the CRM system 
-Project transfer of document management system to other departments
-Participating in the working from home pilot project
-Managing the employee recognition project that increased the employee's engagement.

Client Service Manager

-Project management: Planed, implemented and managed the launch of group benefits in Québec by reviewing the project offerings, ensuring compliance with Québec laws and regulations, documenting adjustments and language control. 
-Review group product offering to evaluate competitive advantage, review documentation, claims processing practices in accordance to RAMQ, taxes
-Review of complex cases of disability, health and dental claims. Making business decision taking into consideration service cost, reputation and processes internal

Group insurance manager (Benefits)

Nexim Canada Inc.

-Building and maintaining relationships with brokers and other business sources. 
-Managing the day-to-day operations  including but not limited to rates evaluation, premium compensation to brokers as well as to the carrier
-Identifying and negotiating plan changes (plan design), renewal conditions, and assist in claims.
-Participated in the project of  making the program national in 2009.

Account Manager: Group Insurance (Employees benefits)

VSO/GIC Avenir Femmes

-Supported the process of implementing project activities on HIV&AIDS, the project had few components: advocacy, promoting prevention, voluntary testing, and healthy positive lifestyle as well as caring with HIV/AIDS patients, orphans and vulnerable children
-Built a team of a project coordinator, four supervisors who worked with the community volunteers to coordinate care of people living with HIV &AIDS 
-Provided training and support on programme development (including advocacy and lobbying), proper and transparent management of human resources and finances, by facilitating the elaboration of human resources and financial policies
-Adapted and implemented the VSO Cameroon systematic approach to capacity building and partnership development. that allow partners to assess their areas of strength and weaknesses
-Developed HR and financial reporting tools to comply with VSO and CARE Canada requirement for financing a local organisation

Organisational Development Advisor/Project Coordinator

I have evidence of outcome to:
•	Launch strategic HR roadmaps tailored to evolving portfolio needs
•	Customize HR programs ensuring compliance with corporate standards
•	Design, develop, and deploy HR programs using change management frameworks and stakeholder engagement (ISO)
•	Create and implement governance frameworks through incremental and agile approaches
•	Embed HR initiatives into operations by mobilizing internal allies and influencers
•	Monitor program adoption, measure effectiveness, and advise HR CoEs on strategic enhancements
•	Liaise across Business HR and HR CoEs for insights and program relevance
•	Champion consistency and alignment through sharing best practices within HR teams & operation   managers and employees 
•	Drive continuous improvement through collaborative development of HR tools and processes
•	Coach stakeholders in HR management and program delivery for seamless execution
•	Foster engagement by keeping teams informed, involved, and celebrating milestones
I have delivered HR projects in EDI/DE&I, Corporate Culture, Psychological Health and Safety and operational project implementation

Yvonne Sesonga MPA, CRHA

EQUIIDA

Senior Partner

Partner

YSC Consulting

Managing Consultant and Co-Lead Inclusive Leadership Practice (EMEA)

DDI | Development Dimensions International

As a Senior Consultant at DDI, our core focus is on helping organisations to maximise leadership capability and therefore increase their ability to deliver on strategic goals, by deploying tools and techniques to help surface, activate, accelerate potential. I manage significant global client consulting engagements and support clients the area of talent strategy and talent management, executive assessment and coaching, leadership development and performance management.
I am involved in product development and business planning, as well as taking an active role in the development of our team.

Senior/ Principal Consultant

Luckwinder Goulsbra CPsychol Ltd

Organisational Psychologist offering executive coaching, strategy development and implementation of solutions for learning and development, leadership development, talent assessment and development and succession planning.   Experience in design and delivery of  high potential development programmes and development of core leadership skills modules. Extensive experience in senior leadership assessment, profiling and coaching to support leaders in removing barriers to success and fulfill their potential.
Mainly working in the UK, with some international clients.  Clients across a range of sectors, including, a number of private Exec Coaching clients and organisations such as, Compare the Market (BGL Group), First Community Health Care (Surrey), The Premier League (working with Leicester City Football Club), Nationwide Building Society and Ovo Energy.

Organisational Psychologist and Leadership Coach

Nationwide Building Society

Strategic HR/OD consulting on implementing capability frameworks and links to people development processes. Working with the Treasury Division and other parts of Finance, to support the design and implementation of divisional and organisation-wide Capability Frameworks.

Talent and Assessment Consultant (Interim)

The Stuart Feakins Trust

A great cause in honour of a dearly departed friend supporting projects for young people with limited resources and support or who just need a helping hand. Supporting projects in and around Hackney where Stuart ran mentoring schemes for children and young adults and a range of other UK/Global initiatives that meet the values that Stuart embodied.

Trustee

OVO Energy

Supporting the organisation in achieving our core aims around Customer Service and Employee Engagement through the design and delivery of our core People Engagement and Development Programmes.  
Focussing on:
- Assessment, coaching and development support for high potential senior leaders.
- Instilling a stronger Performance Management culture. Developing the tools and skills for more effective Objective Setting and improved conversations around performance, to enhance accountability and development.  
- Design and delivery of Senior Leaders Core Development Programmes
- Design and delivery of Fast Track Leadership Development Programmes
- Ovo Functional and Operational Graduate Programmes
- Team Development 
- Continued focus on developing the Talent and Leadership Development strategy as the organisation enters the next critical stage of growth.

Head of Talent (Interim)

Having already comitted to another role and organisation, I undertook a short-term interim position to cover the Talent, Assessment and Succession role while the business recruited for the role. 
- Design of 360 survey to bring the measure in line with new capability framework. 
- Review of supplier costs and developed several options across the team to help maximise internal resources, thereby reducing unnecessary spend. 
- Design and build of tools for HR business partners and Leadership and Talent Development managers, to enable technical capability design and support talent management best practise. 
- Aggregate data analysis and development recommendations made, based on organisational data, psychometric data and 360 surveys for development of key senior leadership groups.

Talent, Assessment and Succession Consultant (Interim)

•	Responsible for leading the Learning and Development strategy across ARK’s growing network of schools across the UK. 
•	Successfully managed and delivered the ARK Schools annual Summit event for 1100 delegates in October 2011.  This involved some design, but mostly management of suppliers and internal teams to deliver 23 development workshops to 1100 delegates on one day. 
•	Successfully managed and delivered the ARK Network wide hub event, in February 2012.  This event involved scoping out 23 workshops, across 5 schools and involved around 700 delegates. 
•	Design and programme management of the Aspiring to Headship programme, a high potential programme for 18 senior leaders.
•	Design and delivery of a coaching skills course, with a Train the Trainer element for 8 middle managers.

Learning and Development Director (Interim)

Independent travel

4 months independent travel across India, East Coast of Australia, Singapore, Vietnam and Cambodia.

Independent Travel

An Organisational Psychologist, Leadership Coach, and Talent, Learning and Development Consultant with a strong focus on delivering excellent client service whilst paying close attention to commercial and strategic outcomes.

My aim is to help organisations and individuals thrive and excel by combining psychological and ethical principles with a practical approach, that is sensitive to the commercial realities faced by most businesses today.  

Specialising in: Leadership Assessment, Coaching, Design and Delivery of Talent and Leadership Development programmes, Team Development Coaching, Leadership Skills Training and Delivering Excellence in Performance Management for organisations. 

Experience working across the UK and Internationally and in a range of sectors including Engineering, Financial Services, Manufacturing, Pharmaceutical, Partnerships, Retail, Utilities etc.

Specialties:  Leadership Assessment and Development, Leadership Coaching, Performance Coaching, Design of Selection Processes, 360 Degree Survey, Change Enablement, Employee Engagement

Level A and Level B qualified and experienced in the use of several key psychometric tests including the following tools:
- Belbin Team Roles
- Firo B
- Hogan Personality Inventory
- Hogan Development Survey
- JCA Emotional Intelligence tool
- GMA-A
- Myers Briggs Type Indicator (MBTI)
- NEO (5 factor) Personality Inventory
- Watson Glaser Critical Thinking Appraisal

taplio

The Battle

Yvonne Sesonga MPA, CRHA

Lucky Johal-Goulsbra

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