Canada
I help leaders build great software. Currently, I am a Senior HRBP Partner at Shopify within the Office of the CTO. Over my journey as a BP, I have led HR/talent across 650-750 Engineers at any given time. Outside of my current role, I spent the last decade partnering with Managers, Directors and VPs across UX, Product, Engineering and Data across many industries (e-commerce, HCM and banking). Over the years, I've sat in Talent Acquisition, HRBP and embedded in CTO/CIO orgs. I consider myself as a "full stack" HR practitioner with experience leading Early Talent Hiring, Full-cycle R&D recruiting, L&D facilitation, HR analytics, merit cycles, performance management & succession planning, terminations and offboarding. I am trained HR professional in North America (Canada/US) with an academic background in Human Resources and a number of certifications through SHRM and HRPA.
I spent the last 5 years at Shopify gaining progressive HR experience supporting R&D leaders, with 4 years in Recruitment and currently 1 year as a HRBP/PBP ⭐ TA journey (2021-2025) - Hired over 200+ individuals into the organization, technical & non-technical roles globally. Roughly 90% offer acceptance. Time to fill - 40-50 days dependent on role/level. On top of holding a req load, I led the Engineering Early Talent Programs (Co-op, Internship & New Grads) filling around 150 Engineering requisitions per year by leading 2-3 recruiters on a rotational basis - Coach & Mentor a team of 10+ recruiters & sourcers through onboarding, coaching & peer-to-peer learning, lunch and learns, case studies, paired sourcing, etc. - Also shipped Recruiter Onboarding Refresh, Ashby Implementation, Internal Movement Standardization, Hiring Manager Sourcing Enablement, Interviewer Program Refresh, React Native Hiring Experiments, Hiring Experiments in North Africa & Eastern Europe, Compensation Training for TA ⭐ HRBP journey (2025-Present) - Proven track record helping guide leaders through org design, workforce strategy, succession planning, complex ER cases and more - Shipped over the years: Managerial onboarding resources, Technical Learning Summits, ML mentorship programs, Interviewer training Programs, Levelling frameworks, Internal Movement Process Guidelines and more - Led performance reviews & merit cycles, promotion processes, succession planning and talent calibrations multiple times per year - Led a rehaul of our exit interview process to increase qualitative signal for leaders, including HR training and talent systems build - Support leaders in solving Employee Relations issues through effective coaching, problem solving and ensuring compliance with employment legislation. Reduced business risk and legal costs
Orgs I supported: NORAM & EMEA - Engineering, Product, UX, Data, IT (100%) - Exceed hiring goals by 190% each quarter - I averaged around 22-25 hires per quarter or 90 R&D hires per year. Time to fill around 45-55 days depending on the role. 85% offer acceptance rate. - Facilitated Learning & Development workshops for the Product & Technology Organization. Topics included product localization, newest tools and frameworks, etc. - Partnered with CMO to deliver ERG programming throughout the year - align with comms group for rollouts. - Provided adhoc support to the Early Careers Lead for Early Talent Programming & Recruitment Events Outcomes: - Awarded equity as part of a Long term incentive (LTI) program by the Leadership Team for demonstrating organizational values & exemplary impact
Orgs I supported: NORAM - Engineering, Product, Security, UX, Data - Full cycle experience - depending on the season, I would have higher recruiter or coordination responsibilities: requisition creation on ATS (800+), managed posting strategies and school partnerships, screening applications, interview scheduling (1900+), generating and extending offers, pre-employment screening checks. Campus would own 650+ annual hires per year. - Onboard and offboard 300+ students each year on top of organizing orientation week. - Worked with Compensation Team to administer campus salary grid and HRBPs on Workforce planning to ensure the TA team was aligned on critical roles. Provided ad hoc HC reporting to various HR CoEs. - Worked with Diversity & Inclusion Partners to lead TA events at the campus level and was the relationship manager for inclusion partnerships at the school level to source top talent from underrepresented communities. - Executed on Execution Referral Management process for Early Talent/Campus Recruitment Outcomes: - Promotion & conversion to Jr Campus Recruiter around June 2019
- Supported Hiring Managers for operational TA tasks such as posting new roles, screening applications, processing offers and administrative work. Coached Hiring Managers on employment law and recruitment best practices. - Noticed a gap in resources for students from underrepresented communities in job search and career development so worked to integrate more accessibility resources into our Enablement programs. - Supported Academic Offices & leadership team with program evaluations & analysis through Excel and Powerpoint presentations. - Coordinated the performance management process for the co-op cycle - collecting and triaging hiring manager concerns.
• Tracked, organized and updated systems to reflect accurate student data • Organized International Orientation Week - responsible for managing the onboarding & orientation process of 100+ international students • Organized biweekly promotional booths on-campus with the purpose of connecting students to career resources, marketing upcoming events, and provide feedback to students on resumes and cover letters • Supported event logistics for employer networking events, career fairs, and speaker panels. • Consulted with students on job search practices, including resume & cover letter critiques, social media branding and networking tips