Lisa Yanni - Customer Service Trainer, Federal Government

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Work Background

Financial Consumer Agency of Canada (FCACan)Senior Financial Literacy Programs Officer, Research, Policy and Education

Feb. 2017Ottawa, Ontario, CanadaIn my current role, I am responsible to develop, lead and implement financial literacy strategies, initiatives, and programs to strengthen the skills and behaviours of Canadians that will lead to greater financial resilience and improve their financial well-being. My main focus has been developing FCAC’s financial wellness in the workplace strategy. The objective of this initiative is to promote the importance of financial wellness and financial education in the workplace to both employers and employees, its link to mental health and overall well-being. In addition, I have engaged Canadians through behavioral challenges, built relationships with internal and external stakeholders (non-profit organizations, private sector organizations, and national associations), and contributed to regional, national, and international financial literacy initiatives, as well as industry events, webinars, and conferences. Achievements and responsibilities include: -Secretariat for the National Financial Literacy Working Group for the Workplace comprised of the public sector, industry, consumer, and professional associations. -Conducted extensive research on financial wellness and financial education in the workplace, including academic and non-academic sources, implemented pilots, helped develop evaluations, identified and compiled best practices a framework. -Developed, project managed, and implemented a new Financial Wellness in the Workplace web resource for Canadian employers and employees -Provide recommendations and advice to senior management through briefings and presentations -Promote financial wellness in the workplace through various channels. -Build relationships and collaborate with internal (Government of Canada) and external (provincial, national, and international) stakeholders. -Contributed to the development of the OECD Policy Handbook on Financial Education in the workplace -Speaker at various International ,National, Provincial events

Canada PostSenior Officer Policy, Pension & Total Compensation

Mar. 2009 - Jan. 2017In this role, I was able to create and implement business initiatives and standardize HR policies relating to Total compensation. I had the opportunity to work on a lot of projects which were at the forefront of change and cost-saving strategies within the Corporation. For eight years, I led, collaborated, and oversaw many flagship initiatives such as: -Project management and implementation of a new Defined Contribution (DC) Pension Plan and overseeing its growth to 1,250 plan members (representing execs, management, and bargaining agents) with assets of approx. $50M. -Developed a multi-channel, targeted communications and education strategy (based on behavioural insights) that nudged and increased plan member savings rates by 20% and tool usage by 250% (This effort was recognized by a nomination for the Insurance and Financial Communicators Association award). -Assisted with the negotiation of the DC Pension plan with different bargaining agents and successfully project managing their integrations into the plan. -Oversaw implementation of additional retirement savings programs -Wrote the DC plan and Voluntary Savings Programs sections of CPCpension.com -Project lead for the Request for Proposals Capital Accumulation Plans. -Part of various corporate committees as a subject matter expert -Facilitated and developed presentations and executive summaries for senior leaders, the Board and pension committees -Change management of leave of absence policies like vacation, sick leave, work options, and the onboarding process for new hires. -Conducted training for HR and learning and development staff -Project managed over 65 pre-retirement seminars across Canada annually. Developed metrics, analyzed data, and streamlined the process on many fronts for maximum efficiency and cost savings. Based on my work, Canada Post reduced the number of seminars per year from 90 to approximately 65 while optimizing attendance levels.

Great-West LifeManager

Jan. 2004 - Dec. 2009As Manager, in the Ottawa Disability Management Office, I led a team of 7 employees. Achievements and responsibilities include: - Successfully oversaw the change management and integration of files, documents, and contracts following the acquisition of other insurance companies such as London Life, Canada Life. -Conducted training sessions with employees across Canada tracking their progress and performance. -Led team-wide meetings, oversaw workloads, assigned tasks to employees - Fostered collaboration among teams and across departments. - Built and maintained good relationships with clients and ensured my team provided excellent client service. -Ensured all projects were completed in a timely manner, managed deadlines, timelines, and employee schedules - Conducted interviews, employee performance management assessments and gave continuous feedback. -Conducted audits on files of benefits calculations; communicating decisions to relevant parties -Communicated complex contract provisions and other information in a simplified manner to ensure that written or verbal explanations provided to employees and external clients were understood, accurate and clear.

JDSUManager

Jan. 1999 - Dec. 2003Ottawa, Canada AreaAt JDS Uniphase, I managed a team that grew to over 30 employees (with three production coordinators) in a lab environment. I was promoted to a managerial role shortly after joining the organization. Accomplishments and responsibilities included: •Overseeing rapid growth and demand, focused on taking products from research and development and bringing them into production •Establishing work shifts, writing work processes for all steps of production with engineering and coordinating employee training for all work quarters for my assigned product lines. •Conducting interviews and assisted in hiring for new staff during a time of rapid growth. Resolved complex human resource issues. •Conducted annual performance assessments for all staff and provided regular feedback and coaching •Maintaining production-related schedules for assigned areas, making recommendations to improve work processes, contain costs and improve product quality. •Maximized team member knowledge and productivity by effectively coaching, monitoring performance and leveraging employee strengths. •Conducted regular meetings and training with staff to ensure they were always informed, and ensured that quality and health and safety standards were met JDS Uniphase went through a great deal of change, including a merger with an organization based in the US. During my last 18 months with the company, I had to downsize my team, shift the focus to transferring product lines to China and had a team training Chinese engineers, to take over their production responsibilities. Experience in managing a team during great growth and also managing and motivating a team during downsizing periods. This was a rewarding experience, and I learned how to lead others through times of great changes and challenges. JDS Uniphase was a designer and manufacturer of optical communications networks, communications test/measure equipment, lasers, and optical solutions