Kate Noble - British Columbia

Kate  Noble
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About Kate Noble

Kate Noble is currently living in British Columbia, and is interested in Marketing.
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British Columbia

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Kate Noble

5630 Alderley Road

Victoria, B.C.

V8Y 1Y1

(778) 440-1183

OBJECTIVE: To join a dynamic team in an organization that has a strong
commitment to creating and sustaining a workplace culture that inspires
employee engagement and performance excellence.

CAREER SUMMARY: 25+ years as a Human Resource Management professional.
EDUCATION: English Degree

I bring a high energy, positive approach with a strong focus on employee
engagement and performance excellence, and a passion for creating a
positive and productive workplace culture. I have demonstrated expertise in
all areas of HR including: recruitment and retention, employee engagement,
succession management, performance management, compensation, work-life
balance and workplace health and safety and conflict resolution, and labour
relations. With a solution oriented focus, I offer creative ideas and best
practices to support leadership in defining and achieving their strategic
and operational people management goals.
Leadership Coaching and Consulting: As a member of the HR team in the BC
Government I provided services to a portfolio of clients. These services
included: recruitment, job classification, labour relations, training needs
assessments, employee motivation and conflict resolution. As an
independent HR Consultant for a number of years, one of the key services is
to support leadership to achieve their strategic goals. This independent
consulting role has provided me with the opportunity to hone my skills and
develop strategies and approaches to effectively coach senior management on
often-sensitive issues.
I have provided on-going assistance to management and unionized supervisors
regards human resource management fundamentals and the implementation of
general human resource practices, as well as designed and delivered related
policies, procedures, handbooks and workshops.
Change and Transition: Consultants are often engaged as \"change agents\"
when an organization is planning or undergoing change. These situations
require the ability to map a path through the change process, see beyond
the current resistance and turmoil that can be created by a change
initiative, and steadily and calmly guide and support people. In my career
I have been part of several major organizational change initiatives
including downsizing, amalgamations and privatization projects.
Work Design, Job Development & Classification: Providing expert advice on
the design, re-design and structure or organizational units to a) achieve
stated organizational goals and b) maximize efficiency and resource
allocation. Over the course of my career I have constructed hundreds of
job descriptions in numerous industries, including the health care
industry. In the early portion of my career, as a Job Analyst, I was
engaged by the Health Labour Relations Association (HLRA) on a joint
management/union pay equity initiative including the design of the job
classification system, and subsequently by BC Hydro. Later, joining the BC
Government as an HR Generalist, I was called upon to replace the
Classification Manager during a period of absence. During my years as an
HR Consultant, one of my major services has been in work design, job
description and classification.
Recruitment and Selection: During my career my role in recruitment and
selection has been to:
. Consult with management to assist in clarifying recruitment
. Ensure the job is described accurately, appropriate
qualifications and competencies are defined and it reflects the
current priorities and needs of the organization.
. Develop posting and advertising materials and place
appropriately to reach the target audience.
. Develop screening criteria and screen applications with a
summary for management review.
. Develop interview questions, in consultation with the
recruitment panel, and propose a rating guide.
. Chair/participate in recruitment panels and ensuring employee
standards regulations are adhered to.
. Conducting reference checks and advising panel regarding
Labour Relations: As an HR Consultant interpreting and understanding the
terms of a Collective Agreement(s) is critical in order to advice
management accordingly. In the BC Government I worked with the Assistant
Director of Human Resources to create the first Strike Contingency Plan for
the Ministry of Attorney General, including an Essential Services Plan. I
believe strongly in creating and supporting an employee relations
environment wherein grievances are minimized and are dealt with at an early
stage. In my experience most grievances are the result of poor
communication and relationship building, and I focus my support and
coaching to management in this area. If a grievance progresses, accurate
and timely documentation is essential.
I developed a Grievance Handling Workbook for management, conducted
research to support management in arbitration hearings, drafted responses
at various steps of the grievance process, worked with Legal Counsel on
case preparation and dealt directly with Union Representatives to negotiate
Employee Performance and Engagement: One of my passions in this profession
is in contributing ideas, and supporting the implementation of strategies
to continually nurture internal working relationships and employee
satisfaction. In the early part of my career employee engagement was
defined strictly in terms of performance. Current HR theory and practices
view engagement more broadly to encompass the working environment and
internal culture, which supports higher performance levels.
As an HR specialist I have coached managers with regards to conducting the
often-dreaded Performance Review, encouraging open communication and
innovative approaches to enhance the meaningfulness of the process for both
Career Planning/Training: Career counseling is an area of HR that has
unfortunately been somewhat neglected, in my experience, over the past 20
years. One of the projects I have been engaged in involved out-placement
of a large group of employees whose positions were being privatized. I
assisted individuals to identify and articulate their knowledge, skills and
talents and then to create effective resumes and develop job search
strategies. For a short period of time (1 year) I filled the role of a
Career Counselor at the Esquimalt Opportunity Centre, working with
individuals who had significant barriers to employment. I have conducted
training needs analyses and either developed or advised others on the
development and implementation of training plans
Succession Management: As an HR Consultant to a government Ministry, I
worked with a member of their HR team to create a Succession Management
strategy for a specific organizational group. In my experience Succession
Management is an area of HR that is often on the wish list, but resource
limitations restrict the amount of effort and time available to create and
assist management with the implement of the plan.


1984 - Present - K. Noble HR Consulting
Providing a full range of HR management resource services to public and
private sector clients.

Additional HR related roles assumed during my career:

2000 - 2003 - Small Business Advisor - Engaged by the Columbia Basin Trust
Business Advocates Program to provide business-consulting services to a
variety of small businesses in the West and East Kootenay region.

1999 - 2000 - Employment Counsellor (Esquimalt Opportunity Centre)
Primary functions to provide employment counselling services to job
o Conduct one-on-one sessions to identify and respond to
employability issues
o Facilitate group training sessions focussed on building
employability skills
o Assist clients in preparing for job search and providing on-
going support
o Persuade and negotiate local employers to secure their
participation in
employment programs
o Monitor employment contracts, identifying and resolving
workplace issues
o Network with other community based employment services
o Market programs to increase awareness in the community

1982-1984 - Human Resources Officer - Central Personnel Services Division

Ministry of Attorney General, B.C. Government.

o Provide human resource management and administration advice and
guidance to a client group on all aspects of HR including recruitment,
performance management, job description writing and classification,
labour relations, absenteeism and turn over analysis,
o Contribute to developing the first strike contingency plan for the
Ministry by meeting with senior management to define essential
services chairing recruitment and selection panels for union and
management positions for all branches of the Ministry, including
ensuring compliance with employment equity standards.
o Assist clients in resolving numerous organizational issues impacting
achievement of program goals and objectives including
organizational structure and design.
o Provide advice regarding labour relations issues such as grievance
handling and
resolution and preparing for arbitrations.
o Analysis of turn over and absenteeism.
o Adjudication of job classification submissions (including a
temporary assignment
as Classification Manager)
o Special project assignments including 1) temporary management of a
regional HR office and 2) re-writing personnel policies and procedures
for presentation to the Director of Human Resources.

References: (contact information provided upon request)

Michelle Rowsell - Client - (currently with the Public Affairs Bureau)
Ielean Spanos - Consultant (private HR consultant to government ministries)
Marg Sorensen - Client (currently with the Ministry of Finance)

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Kate  Noble
Name: Kate Noble
Location: British Columbia,Canada

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