Jennifer Russell Ricci

Current

Board Position - President Elect & Vice President, Employer at CACEE
Assistant Vice President, Corporate Human Resources, Corporate Services at Manulife

Past

HR Business Partner at SAP Canada
Manager, People at Workbrain
Manager, Human Resources (Formally Janna Systems) at Siebel Systems

Sr. Consultant - HR at CIBC

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Education

Laurentian University/Université Laurentienne
Lockerby Composite School

Recommended

13 people have recommended Jennifer

Connections

500+ connections

Industry

Human Resources

Websites

Twitter

Jennifer Russell Ricci’s Summary

Multi-faceted, entrepreneurial, business-oriented strategic human capital professional with proven experience identifying, developing and implementing strategic, targeted solutions which contribute to the organization’s achievement of business objectives. Most recognized for driving and supporting high human capital growth and development at software companies from start-up to IPO, mid-size to hugely profitable acquisitions in ambiguous, complex environments

Jennifer Russell Ricci’s Specialties:

Workforce Planning, Management Coaching, Organizational Structures and Effectiveness, Strategic Talent Pipeline Development, Sales Compensation & Ops, Performance Management, HR Systems, Project Management, Vendor Management, Total Reward Strategies, Change Management, Employment Branding

Jennifer Russell Ricci’s Experience

Board Position - President Elect & Vice President, Employer

CACEE

(Human Resources industry)

June 2007 — Present (2 years 2 months)

The Canadian Association of Career Educators and Employers (CACEE) is a national non-profit partnership of employer recruiters and career services professionals. Our mission is to provide authoritative information, advice, professional development opportunities and other services to employers, career services professionals, and students.
Assistant Vice President, Corporate Human Resources, Corporate Services

Manulife

(Public Company; MFC; Insurance industry)

February 2007 — Present (2 years 6 months)

Responsible for channel management in building and optimizing key talent pipeline into the organization in response to the annual talent planning results and projected future growth. Examples of the strategic channels include Campus, Targeted Campaigns, Corporate Alumni, Vendor Management and Alliances. Acting as a ‘trend-spotter’ and educator on market drivers and competitive intelligence, i.e. Multi-generational recruiting. Accountable for implementing recruiting standards, techniques and guidelines which enable recruitment and business partners to leverage the most effective sourcing methods.
HR Business Partner

SAP Canada

(Public Company; 10,001 or more employees; Information Technology and Services industry)

April 2004 — February 2007 (2 years 11 months)

Responsible for strategic and operational client manager and employee support. Through close alignment relationship with LOB/BU leadership, acted as the day-to-day primary contact who proactively gains
understanding and addresses client/business challenges, objectives and roadblocks relative to demand planning, talent acquisition, retention and management, change management, organizational structure, and in support of SAP and business unit goals. Responsible for management of the rollout and execution of strategically-aligned HR processes, including program delivery, issue resolution and
management/employee coaching and enablement.
Manager, People

Workbrain

(Public Company; 201-500 employees; Information Technology and Services industry)

April 2001 — April 2004 (3 years 1 month)

During a time or rapid growth from 50 employees to 400 and a successful IPO, was responsible for the design, development, implementation and marketing of people programs and processes within the business units, including talent resourcing & retention, performance management, employee satisfaction initiatives, leadership and employee development, total rewards.
Manager, Human Resources (Formally Janna Systems)

Siebel Systems

(Public Company; 5001-10,000 employees; SEBL; Computer Software industry)

December 1999 — April 2001 (1 year 5 months)

Over a period of profitable growth at Janna Systems from 100 to 320 employees and a 1.1 Billion US dollar acquisition by Siebel, was responsible for identifying, assessing, developing, and implementing business process improvements in the areas of, recruitment, resource planning, retention, salary administration, and employee development
Sr. Consultant - HR

CIBC

(Public Company; 10,001 or more employees; Banking industry)

April 1997 — December 1999 (2 years 9 months)

Responsibilities included both external recruitment and internal redeployment at all levels for a number of client groups from Electronic Banking to Insurance through effective utilization of salary surveys, exit
trends and market data. Consulted on strategies where required as a specialist in a national shared services environment.