Certified Human Resources Professional with a progressive generalist/ HR Business Partner background in the food industry.

1.
Melanie
Belletrutti,
CHRP
288
Duff
Cres,
Milton,
ON
(289)
878-­6782
mbelletrutti@gmail.com
PASSIONATE
PROFESSIONAL,
EXPERIENCED
HR
GENERALIST
Certified
Human
Resources
Professional
(CHRP)
offering
a
stable
nine-­‐year
HR
career
distinguished
by
consistently
strong
performance
and
proven
results.
Extensive
background
in
HR
generalist
responsibilities,
including
experience
in
employee
recruitment
and
retention,
performance
and
talent
management,
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
teambuilding
programs,
writing
manuals
and
event/
recognition
speeches,
process
planning
and
management
for
compensation,
recognition
and
talent
management
programs,
strong
analytical
and
financial
skills.
HR
SKILLS
Recruitment
&
Selection
Employee
Relations
and
Coaching
Project
Planning
&
Management
Performance
Management
Recognition
&
Rewards
Programs
Compensation
Analysis
&
Strategy
Professional
business
writing
Financial
&
Budget
Analysis
Training
&
Development
Succession
Planning
&
Team
Building
Planning
&
Events
HRIS
Systems
Organizational
Development
Employment
Law
HR
Policies
&
Procedures
Orientation
&
On-­‐Boarding
Lominger
Competency
Model
Leadership
Wheel
PROFESSIONAL
EXPERIENCE
MAPLE
LEAF
FOODS
Inc.
–
September
2003
to
July
2012
Human
Resources
Manager,
Performance
Management,
Employee
Relations
&
Compensation,
Consumer
Foods
Division
(November
2010
–
July
2012)
*currently
completing
maternity
leave
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.

2. 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).

3. • 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)
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