Calgary, Alberta, Canada
25 years progressive human resources experience. Known for an open approach and style, a recognized leader who encourages constructive debate, adaptability and innovative approaches to achieve strong team results. Consistently displays a wide range of high-value consulting, influencing and coaching skills alongside proven communication and organizational capabilities.
Leading the team responsible for Learning & Development, Employee Experience, Workforce Planning & Analytics. Succession Plaining, Talent Attraction, Early Talent and Culture
• Lead leadership development, talent acquisition and technical training teams. Evaluate and manage development programs from leadership training, coaching and development, succession planning, talent reviews and performance management process • Implemented new leadership behaviours and assessment. • Responsible for MEG Belonging program and DEI initiatives. • Enhance culture and development of MEG's talent.
• Lead Total Rewards team, HR Business Partnering and HRIS. • Lead benefit renewal, ADP upgrade to Workforce Now, improvements to HCM processes in Workday • Supported Senior HR VP in development of rewards strategy and executive compensation • Strategic business partner to the executive team, senior leaders and employees in all areas of HR including compensation, benefits, organizational change, employee relations, employee investigations, performance management and workforce planning • Facilitated organizational restructuring, MEG employee engagement survey, non-executive benchmarking and gender pay analysis • Completed several policy updates
• Providing senior HR Business Partnering support to Environmental & Safety Management and Waste & Recycling Services (Strategic Services and Infrastructure/Program Management) for the Utilities & Environmental Protection department along with some support to Human Resources. Duties have included workplace investigations, respectful workplace investigations, working with unions CUPE 38 and CUPE 37/709 partnering with labour relations, supporting policy owner in grievances for City vaccination policy, workforce planning, workplace restoration, supporting diversity & inclusion initiatives, recruitment assistance and coaching.
-Led Canada/United States cross-border HR Services team of five, supporting employees and leaders across the company -Managed optimization of Workday and Ovintiv's contingent management practice to increase efficiency of business process improvements and system updates. Worked to streamline complex approval processes along with manual advancement of the system to increase productivity. Oversaw updating new contingent workforce vendors following purchase of Newfield Exploration in US States new to the company -Led communication project team regarding implementation of the new Canadian benefits plan including the creation and facilitation of employee training and intranet communications. -Evaluated HR service delivery model while balancing technology and resource constraints. Conducted internal voice of customer reviews, examined best practices and put forward recommendations for consideration
-Led Canada/United States cross border team of four with oversight of talent acquisition, campus recruitment and the new grad program, including rotations, corporate contract support and brand awareness -Collaborated with team member to spearhead the development, implementation and internal change management of a new company-wide contingent workforce practice that enabled understanding of number of Contractors working at Encana, enhanced strategic decision making regarding new hires and tracked associated workforce costs. Project increase work segment visibility, allowed for financial and safety reporting, reduced the number of vendors supplying contractors to Encana allowing for more auditing of vendors and eliminated costs due to employment litigation. -Worked with the Development team to support the technical development process and supported the Engineering and Geological Sciences chief organization in capability/capacity review of technical professionals. -Led Staffing strategy project to review talent acquisition components and alignment with overall HR strategy. Included external and internal hiring process, branding and campus recruitment review. -Supported HR Advisor with British Columbia variance applications for multiple worksites.
-Provided HR Advisory support to the Chief Operations Officer and Operations leadership team, and HR Advisor for Supply Management team. -Supervised six HR Advisors, three in Calgary and three in Denver, ensuring consistent delivery of advisory support to Operations teams. -Supported 2015 and 2016 downsizing initiatives. worked with COO and his leadership team to reduce the workforce by 20% overall. Facilitated organizational design conversations, reviewed all staff roles and led Canadian HRA's in divestiture activity as part of strategic realignment of company assets. Coached HR team to support leaders on decision making and worked with Centers of Excellence to complete staff reductions within three-week time periods. -Worked with Canadian Operations Vice-President on organizational design to merge two Canadian Business Units. -In 2014, supported Vice-President Supply Management on strategic initiatives to transform the objectives and service delivery of the team. Facilitated session to discuss objectives, team effectiveness and team culture. Facilitated a conflict style session to help open dialogue within the team. - Member of HR project team to develop and implement the HR Service Center. -Conducted thorough and objective workplace investigations with the Investigations Committee. -Facilitated talent review and succession planning processes. -Assisted with two major acquisitions in Texas (Eagle Ford and Permian assets). Collaborated with HR Advisor who assumed employees as part of the acquisition to work through deal terms and understand employee implications. Supported Vice-President moves to help integrate new employees and assets to Encana business practices and culture. -Advised, consulted, coach and influenced leaders, with specific focus on organizational effectiveness, leadership development, change management, performance management, workforce planning, compensation and employee relations.
-Supervised nine HR Advisors, provided direction to HR Analysts supporting the Advisory team and functioned as the HR Advisor to the Human Resources team. -Clients included the Chief Information Officer and Executive Vice-President Corporate Services, Executive Vice-President Corporate Development & EHS, Executive Vice-President Investor Relations, Communications & Community Investment, Vice-President of Natural Gas Economy -Advised clients in areas of performance management, employee relations, compensation, employee and leadership development, employee investigations, recruitment, workforce planning, change management, organizational effectiveness, payroll and benefits, health and wellness, and HR programs and policies. -Worked alongside Executives to streamline their organizations and execute staffing and team-build decisions following the introduction of the new CEO in 2013 and subsequent organizational transformation and initiation of Encana's first downsizing project. -Supported leadership with resourcing strategies, organizational design and employee engagement follow Encana company split and resultant formation of Cenovus Energy.