Chris Kameka

Experience

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  Brain Injury Community Re-entry

  Oct 2007 - Aug 2008

  Rehabilitations Counsellor

  • Facilitated the re-integration of adults with acquired brain injury into the community• Gained valuable insight into the effectiveness of a strong HR presence• Developed a knowledge base in areas of rehabilitation, documentation, health and safety, brain basics, behavioural principles & practices, participant safety, medication administration and crisis intervention management• Enhanced Individual Support Plans for program participants

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  Insurance Bureau of Canada

  Jul 2008 - Jan 2009

  Administrative Assistant

  • Provided a professional and welcoming environment to visitors, callers and employees as the central point of contact for the IBC head office • Researched available performance management systems for the HR director• Promoted Health & Safety in the workplace by creating attractive posters to present Health & Safety concerns and instructions to employees

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  Ontario Ministry of the Environment

  Apr 2009 - May 2009

  Human Resources Assistant, Strategic Business Unit

  • Interpreted, analyzed, and reported on data from organization-wide Employee Engagement survey results and offered suggestions to management on improving Employee Engagement • Completed research and synthesized data from various sources to develop short reports• Formulated Organizational Structure charts using Microsoft Visio• Designed framework for applicant evaluation based on resumes, telephone interviews, and face-to-face panel interviews.• Personally performed entire selection process and selected successful candidates Show less

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  Ontario Public Service Executives

  Nov 2009 - Dec 2016

  Ministry of Health and Long-Term Care Clients:• Direct Services Division (DSD) - Largest operational division, over 1,000 employees• Health Services Cluster (HSC)• Health System Information Management Division (HSIM)Role:• Provide expert advice, planning and project management services to ministry executives in the areas of talent, performance and succession management, strategic labour relations, workforce and human capital planning and organizational effectiveness;• Assess, develop, monitor and evaluate overall Human Resource strategies and risk management approaches associated with ministry business plans to deliver on change or transformation agendas;• Develop and maintain effective business partnerships with clients in order to understand and integrate their policy, program and business needs with appropriate HR services and supports, including engaging other areas of the OPS HR or legal community to achieve business outcomes for clients.Additional Responsibilities:• Lead: Diversity Career Champions Program (DCCP)• Lead: Learning Management System (LMS) Implementation• Branch Lead: Employee Engagement Show less Providing human resource management support to Cabinet Office clients, including:• Responding to all HR related inquiries and providing sound HR advice• Managing and supporting the recruitment of ministry personnel• Leading modernization projects and driving change• Drafting and processing hiring documents for all ministry personnel • Active member of the ministry's Labour Disruption Contingency Planning team• Advising clients on employee relations issues• Coordinating pay and benefits Show less As a recruiter in the Executive Talent Search Unit, I provided end-to-end support to hiring executives with the recruitment of top-tier executive talent for the Ontario Public Service.Specifically:• Provide timely strategic advice to clients (Directors and Assistant Deputy Ministers) on executive recruitment related decisions and processes, including evaluation of candidates• Lead strategically focused meetings with my clients to evaluate their needs, present them with options, advise them of potential risks and support them in coming to decisions• Utilize corporate perspective on talent and knowledge of executive recruitment methodologies, principles and tools in providing creative solutions for clients• Build, maintain, and leverage strong relationships with various business areas to ensure clients are receiving timely and reliable advice• Interpret and apply HR policies, executive recruitment practices and relevant acts• Take a customer-focused approach to executive recruitment, utilizing strong interpersonal skills, tact and judgement in all communications with clients, candidates and general public• Led innovation through the introduction of LinkedIn as a recruitment tool for the OPS• Track and monitor success of social media recruitment tools to demonstrate value for money spent• Responsible for managing all OPS content/ pages on LinkedIn• Help to develop a culture of knowledge transfer and learning by creating learning opportunities and mentoring team members, college co-op students, and OPS Learn and Work program participants Show less • Worked on several new projects for the unit, such as updating business processes, linking service standards to performance measurement to ensure the unit is able to consistently provide an excellent client-focused service• I led an initiative to modernize the way our unit recruits top level talent for the OPS • Received and processed applications for multiple job competitions, including preliminary check of eligibility, entering information into recruitment system and acknowledging applicants• Prepared letters/memoranda, reports, metrics, presentations, briefing materials and charts through the effective utilization of desktop software such as Word, Excel, PowerPoint, Publisher, Outlook, Internet Explorer, and OPS internal applications• Pre-screened resumes for executive positions and offer recommendations to clients and consultants• Coordinated interview/ assessment logistics, including forwarding information/ accommodation requests, inviting candidates to participate in the selection process and closing competition files in accordance with established business process Show less

  • HR Strategic Business Advisor (HR Business Partner)

    Jun 2015 - Dec 2016

  • HR Consultant

    Jan 2014 - Jun 2015

  • Executive Recruiter

    Apr 2010 - Jan 2014

  • Executive Recruitment Assistant

    Nov 2009 - Apr 2010
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  Ontario Public Service

  Dec 2016 - now

  Talent Management Program, Office of the Public Service Commission• Acted as Manager, OPS Talent Management for 3 months.• Led the successful re-imagining of our corporate Talent Management Program, including the complete design and build of a new cloud based Talent Management application called 'FORTE' (8,500 users), using a user-centred service design approach. Found additional capacity/expertise from across the organization through creating key partnerships.•OPS Performance Assessment Framework: Leading a project team of 5 people, to shape the way the organization defines great employee performance, and how manager's interpret and apply performance ratings to their employees. Held user-consultations, brainstormed, and designed the new Performance Assessment Framework that embeds our organizational values as well as new future-oriented desirable behaviours in performance assessments. Developed communications and change management plan, and implemented the change within the timeline. Personally presented to HR Director's Forum, CAO Forum, and the Executive Committee to receive buy-in and approval. In addition to the key projects described above I...• Demonstrate leadership and take an active role in supporting the development of my colleagues• Provide Talent Management Program related advice and support to a portfolio of clients• Continue to provide advice to interested groups on recruiting digital talent and innovation in government• Advise on applying digital/design thinking concepts and methodology to HR programs/processes• Develop branding, and communications materials for the Talent Management Program Show less Digital Talent Team, Ontario Digital Service (ODS)Key Responsibilities:• Develop, deploy, test and evaluate leading digital talent strategies, practices, assessment criteria and tools• Develop performance metrics to measure the effectiveness and efficiency to inform future strategies• Participate in various phases of the recruitment process, including resume screening and in-person interviews, to evaluate candidates and identify areas for improvement• Research best practices for digital recruitment and retention to inform strategies• Report regularly to the leadership team on progress, performance, barriers and recommendations • Support the development of a broader talent strategy to support evolving needs• Help embed agile practices (test, measure, assess and ongoing iteration) into ODS recruitment practices Show less

  • Manager, Talent Management

    Jan 2021 - now

  • Senior Consultant, Talent Management

    Aug 2017 - Jan 2021

  • Digital People Strategist

    Dec 2016 - Aug 2017