Greater Calgary Metropolitan Area
I am an HR and workforce insights professional with 20 years of experience helping complex organizations improve employee experience, talent processes, and reporting. I use my experience in HR, workforce data, and business analysis to turn complex information into practical insights that improve decision making. My background includes advising senior leaders and HR teams across 16 business units, supporting annual talent programs with 20 HR Business Partners, and contributing to succession planning for 50 senior leadership roles. I have also strengthened executive and leadership reporting so the right information is easier to understand and use. At Enbridge, I helped build an employee listening framework to track experience indicators and inform program design across the employee lifecycle. At Chevron, I received a President’s Award for reorganization implementation support that saved over $800K in external consultant fees through internally designed workforce planning processes. I value the human impact of this work. Leading volunteer teams and nonprofit consulting groups, coaching analysts, and supporting HR partners across functions strengthened my facilitation, mentoring, and ability to bring people together around practical outcomes. I bring that same approach to HR and workforce insights by building trust in the data, asking better questions, and translating complex insight into decisions people can use with confidence. I am known for asking thoughtful questions, building trust with stakeholders, and helping people work through complexity with a steady, collaborative style. Core strengths: workforce analytics · data governance · employee listening · talent programs · HRIS and integrations · process improvement · coaching and mentoring
• Counsel senior leaders and HR teams across 16 business units by translating quantitative and qualitative workforce insights into practical recommendations that support strategic and operational decisions • Facilitate annual corporate talent programs by engaging 20 HR Business Partners and providing rollout guidance, reporting, and senior leadership presentations, including succession planning for 50+ senior leadership roles • Enhance metrics and reports through facilitated working sessions and incorporating client feedback, improving relevance and usability of insights for 200+ users • Coached analyst team of 3 on data quality, scalability, and benchmarking through targeted development feedback, improving consistency, responsiveness, and service delivery • Spearheaded analysis and review of diversity & exit survey projects; worked with cross-functional team to design, test, and refine data collection and reporting standards, including identifying 10 best-practice elements
• Designed reports and visualizations on headcount, demographics, diversity, retirement forecasts, and turnover for business stakeholders • Led review of existing PowerBI workforce dashboard through user interviews; recommended changes to core metrics and reporting practices • Automated 5 recurring workforce reports including a gender dashboard to track progress against organizational strategy
• Led functional requirements, testing, and rollout for cloud-based analytics tool (Visier) implementation; partnered with IT and an external vendor to onboard Workday and other HR data, ensuring data integration, reporting, and analytics outputs met business needs • Analyzed and monitored key HR metrics, including recruitment, succession, turnover, diversity, and employee surveys, and external labour market data; delivered strategic insights and identified business impacts • Led office relocation analysis; assessed commute impacts and workforce patterns to inform leadership decisions • Built an employee-centric listening framework and supporting data flows to capture employee voice and track employee experience indicators, enabling data-informed improvements across the employee lifecycle • Trained 40 HR users from multiple disciplines remotely to use a self-service reporting tool, reduced ad-hoc requests by 25% while improving adoption and analytics capability across HR teams
• Defined reporting standards and implemented 32 best practice metrics, including identifying data sources, building definitions and interpretation guides, and reporting processes, to deliver a consistent client experience • Built succession, performance, and churn reports integrating data from multiple systems; conducted impact analysis of talent movement and tracked outcomes that directly informed talent program design • Automated 10 major enterprise reports using advanced Excel, reducing senior leadership reporting cycle by 2 weeks per quarter and saving 150 hours annually on compensation reporting • Coached a team of 4 analysts on client management, data quality, continuous improvement, root cause analysis, and sustainable process design
• Received President's Award for reorganization implementation support that saved $800K+ in external consultant fees through designing and facilitating workforce planning processes internally • Improved recruiting, development, and compensation processes through data analysis and process reviews that identified root causes and reduced time to hire by 2 weeks for hard to fill roles • Analyzed employee survey feedback and tracked action planning outcomes, contributing to employee experience discussions and follow-through on improvement opportunities • Directed data integrity audit processes during reorganizations; audited and validated 1,200 HR position and employee records and strengthened governance controls to improve data quality and system update timelines • Led strategic workforce planning with business and finance partners to support headcount budgeting and decision-making; created templates to align workforce and business plans, forecasted workforce supply and demand, identified gaps and mitigation strategies, and streamlined processes by 50% through optimization
• Led small to medium projects (<$100K) and contributed to SuccessFactors implementation; key liaison between HR and technical teams by documenting requirements, managing vendors, and supporting UAT and cutover • Designed and implemented automated compensation letter solution that reduced turnaround by 3 weeks • Partnered with HR centers of expertise and HR leadership to ensure solution design aligned with system requirements, fixes, and enhancements, improving operational effectiveness through HR systems and tools