Work History

Work History

Head of Store

http://www.gapinc.com/content/gapinc/html.html

As Head of Store with Gap Inc, over 4 years human resources planning, training & development, recruitment, retention and recognition experience and accountabilities.

With Gap Inc., role involved a direct reporting structure with 70-75 employees, and 5 Associate Managers trained to complete all HR objectives (execute consistent HR processes and legal regulations, quality on-boarding, training, and legal compliance, and holistic performance management processes, OHS measures, compensationand benefits management, policy and procedure).

Delivered training/development of all managers and employees by brokering organizational development objectives between corporate office and field managers.

Responsible for recruitment / retention / recognition of world-class talent at all levels, through HR planning and determining optimal census requirements for managers and staff both Victoria Government St. locations.

Conducted quarterly individual needs assessments, diagnosed and evaluated performance of managers through goals and action steps for developmental needs.

Developed high-performance teams and culture through recognition programs geared at personalized acknowledgment and tailored opportunities.

Drove accountability for disciplined execution of all operational processes, training (payroll, scheduling, expense control, operational audits, loss prevention, cash handling, risk management), to ensure maximum productivity, profitability and compliance with company procedures.

Developed HR electronic/paper tools for performance management: succession planning, performance reviews, coaching and feedback, self-assessment, stakeholder feedback.

Aug 2009 - Present

Manager, Corporate Engagement

BC Public Service
As the Manager of Corporate Engagement in the Public Service Initiative, I am responsible for developing and implementing public-service wide programs, events, and activities that advance corporate engagement priorities. My work integrates with internal communication efforts, and supports the objectives of Deputy Minister’s Council on the Public Service (DMCPS) and Transformation and Technology (DMCTT). Specifically, my work involves the following:
  • Lead the research, program design and development, and implementation of large, often multi-component, complex corporate engagement projects and programs with an emphasis on advancing the on-line employee experience through the use of social media/social networking solutions where appropriate
  • Identify gaps in current corporate employee engagement programming and prepares program / project proposals for consideration by ministry or public service executive decision makers
  • Research and analysis of internal and external employee engagement approaches and trends in order to support the creation of best practice-based employee engagement strategies and to update existing corporate engagement programs
  • Contributes to the development of an annual strategic corporate engagement work plan that aligns with medium and long term corporate engagement, communications, technology, and human resource / workforce planning priorities
  • Leads the formation and ongoing evolution of the Employee Engagement Community of Practice (EECOP) in order to increase awareness of employee engagement theory and practice, inform ministry contacts about corporate engagement priorities and plans, and provides central point of direction on corporate engagement and recognition events
  • Actively contributes to the ongoing education and knowledge base of the corporate engagement team by leading and arranging subject-appropriate learning activities
  • Supports other members of the Corporate Engagement Team, where appropriate, with the annual delivery of corporate recognition events including the regional and provincial Premier’s Awards and Long Service Award programs
May 2007 - Aug 2009

Strategic HR Advisor

BC Public Service

As Manager, HR Planning, over 3 years strategic human resources experience leading/managing projects, developing and implementing strategic and business planning processes and related planning and measurement tools.

A demonstrated knowledge of a wide range of human resource practices such as organizational effectiveness, employee relations, workforce planning and HR metrics, and training & development. Sound grasp of government priorities and direction, including the Corporate Human Resource Plan. Co-author of annual ministry HRMP.

Effective relationship building skills with a diverse clientele. Discreet and professional with demonstrated superior interpersonal skills. Strong analytical skills that can translate theory into practice. Effective oral and written communication abilities.

Proficient in the use of Word, Excel, advanced PowerPoint and internet research skills as well as Mac OS and related software. Familiarity with MS project, MS Visio.

Knowledge and proficiency with Web 2.0 tools such as web-based communities, hosted services, and web applications (e.g. social-networking sites, video-sharing sites, wikis, blogs and folksonomies).

Education

Education
Sep 2005 - Dec 2006

B.A. Psyc

University of Victoria

Bachelor of Arts Psychology University of Victoria (Convocation 2007).

  • Focus on Organizational and Social Psychology, with Political Science.
  • 8.1 GPA / 9.0 in work-based material,6.8 overall GPA (2005scale).

Volunteer

Enjoyment from over 14 years annual involvement in corporate fundraising and volunteering with various projects for non-profit organizations (PCSEF, United Way, Aids Vancouver Island, Native Friendship Center, and others).

  • Lead organizer of 2003's "AIDS Walk Victoria's" 3rd highest team contribution (with Gap Inc.)

Profile

Jamieson Dunlop is a strategic, results-oriented HR manager educated in innovative engagement solutions.With over 20 years of professional experience in both private and public sector organizations, he brings proven success in human resources, operational excellence and brand standards.Jamieson has worked for and excelled with a few of the most recognized brands and progressive employers in North America: Gap Inc, Ralph Lauren, BC Public Service, Roots Canada, Ministry of Environment and more.He is a deadline-sensitive, interpersonally insightful leader with experience developing managers of others, supervising hundreds of employees in various locations over his career.As a result, he has learned employee engagement is one way of the few ways to increase productivity without additional headcount or technology. While competitors can access capital, resources and markets in the same ways, organizational culture and an engaged workforce are things that cannot be acquired or outsourced.

Interests

Professional

  • Social network analysis
  • Knowledge management
  • On-boarding and Orientation
  • Workplace recognition practice
  • Work Environment Survey

Personal

2008-2009 Running

  • 20:11 5K, Esquimalt Family Run
  • 43:11 10K, Times Colomist
  • 99:39 1/2 Marathon, Royal Victoria

Apple computers, video, audio, networks, online communities, music mixing/recording.

Soccer, hockey, rollerblading.

Core Competencies

Teamwork and Collaborative Skills- works cooperatively across organization to achieve company goals by communicating effectively and collaborating with others.

Results Focus- measuring results through success and development of others in addition to deadlines, productivity, and profitability markers.

Exercises Leadership- communicates ideas to justify position, persuades and convinces others, responsibly challenges existing procedures and policies.

Service Orientation- understands internal/external customer service, focusing on anticipating, meeting, and exceeding client expectations.

Exceeds Comfort Zone- self-confidence in new professional territory; constantly developing needed skills and knowledge when required.

Works with Diversity - works well with men and women from diverse backgrounds.

Certifications

Certifications
2008

Organizational Design Program

Queens University, Industrial Relations Centre
2000 - 2005

Management Development Program

Gap Inc
2003

Active Leadership Program

Gilmore Training
2000

Basic Principles for a Collaborative Workplace

Gap Inc.