Greater Toronto Area, Canada
With over 14 years in a Human Resources, I bring a blend of strategic insight and operational expertise to propel company growth. I believe a successful company is built on a foundation of empowered individuals and a vibrant culture. My approach is rooted in authenticity, curiosity and a relentless drive to achieve results. I excel in navigating the complexities of people, processes and products to deliver tangible business growth. I thrive in dynamic environments where I can leverage my logical thinking and strategic mindset to translate business goals into impactful strategies. From fostering employee engagement to driving organizational change, I'm committed to making a positive impact at every level. Beyond work, I am personable by nature, love to tell stories and aspire to make others feel welcome and appreciated. I'm dedicated to bringing my whole self to every situation, whether it's as an inspiring leader, loyal team member, or supportive friend and parent. Expertise: - Leadership coaching, manager training, career development planning - Change management and Compensation Analysis and Equity - Strategic development and implementation of compensation & performance management strategies - Data analysis to elevate employee engagement - High emotional intelligence and deep understanding for successfully navigating dynamic employee relations - Strong communication skills & trusted leadership partner I’d love to connect and explore how I can contribute to your organization's success
Leading HR operations across Canada and the U.S. in a fast-paced manufacturing environment during a period of rapid growth and organizational transformation. Acting as an HR Architect by designing and building scalable people processes, workforce programs, and operational frameworks that support multi-site operations across both countries. Driving strategic and hands-on HR initiatives including HRIS implementation, Canadian and U.S. compliance, WSIB administration, workforce planning, policy development, employee engagement, talent acquisition, process optimization, and organizational culture initiatives. Partnering closely with leadership teams to strengthen operational efficiency, improve employee experience, and build sustainable HR infrastructure that supports business growth. Experienced in developing scalable processes, navigating complex employee relations matters, and supporting cross-border HR operations with a strong focus on compliance, continuous improvement, and people-first leadership.
Spearhead employee termination processes, ensuring risk mitigation, compliance with legal standards, and respect for individuals while driving appropriate resolutions. Develop and implement HR policies and programs aligned with organizational goals and provincial/federal legislation to foster a fair and compliant workplace. Provide strategic direction on employee relations, advising leadership on best practices to enhance employee engagement, retention, and satisfaction. Lead talent acquisition efforts by collaborating with recruiters and hiring managers, ensuring alignment with workforce planning strategies. Oversee and participate in recruitment processes, including interviews, reference checks, and crafting competitive job offers to attract top talent. Design and implement comprehensive onboarding programs to ensure new hires integrate effectively into the company culture and achieve productivity quickly. Partner with leadership to identify and address workforce development needs, succession planning, and performance management strategies. Drive organizational change initiatives, fostering a culture of continuous improvement and adaptability in response to business needs. Utilize HR metrics and analytics to inform decision-making, track progress, and optimize people strategies for business growth.
• Strategically partnered with senior leadership and management teams to advise on talent, career coaching and planning/development, performance management, organizational and team changes, compensation, employee retention, engagement, organizational structure, communication, led talent acquisition on senior or complex roles • Led and collaborated on key engagement driver activities on a cross functional Employee Engagement Committee to influence employee engagement and internal talent development; areas included Career Development Project to promote internal growth and development mentorship, job shadowing and rotational programs •Developed succession plans and leadership development programs to identify a bench of emerging leaders for the future and equip them with resources, networks and training from across the business • Elicited manager and employee feedback to inform workforce planning and talent management solutions, advocate for the voice of employees at leadership meetings, and secure buy-in for new strategic initiatives •Worked to ensure that DE&I is embedded into each aspect of the organization including business strategy, culture, annual performance reviews, talent management, and Talent Acquisition. •Integrated and implemented processes, policies and guidelines leveraging market best practices while minimizing risk. Includes: implementing competencies, performance ratings, enhanced benefits program, maternity leave policy, working remotely and vaccine policy. • Evolved relationships and initiated 1-1 meetings and skip level meetings at all levels of leadership and employees • Partnered with Talent Acquisition to develop a Recruitment kit to connect best practice with corporate values and strategic business objectives and build competency models; resulted in consistent approach to sourcing top candidates created monthly recruitment tracker and metrics; collaborated with Centre of Excellence to incorporate best practices for accommodation and inclusion
Conceptualize and carry out talent management strategy and programs in collaboration with cross-functional leaders. Gain real-time insights of skill and knowledge gaps to develop training programs that align with business strategy. • Performed internal consulting for management in organization design, HR policy development, employee engagement and retention tactics, and long-term learning and development strategies • Oversee companywide recruitment activities, utilizing best practice selection processes. Ensuring the process is effective and results in the right people in the right place at all levels of the organization. • Implemented employee engagement plan that increased the frequency of employee touch points for management to accurately track and measure engagement throughout the employee life cycle • Spearheaded company’s human resource requirements including, but not limited to, employee engagement, organizational design and development, compensation and benefits, performance management, training and development, health and safety and AODA and OSHA requirements. • Developed succession plans; provided leadership development opportunities to identify a bench of emerging leaders within the company and equip them with resources, networks, and trainings for continued development • Incorporated manager and employee feedback into workforce planning and talent management solutions Spearheaded training and development programs including curriculum development, instructional design, and educational presentations to enhance employee career development • Partner closely with operations leadership on oversight of safety, worker’s compensation, employment laws and other related risk management functions.
• Handling end to end of recruitment life cycle: Sourcing, screening, scheduling, interviews & offer roll-out • Maintain accurate records of employee attendance, overtime, vacations leaves, etc on Agendrix tool. • Maintain all employee files with strict adherence to confidentiality policies and legislation • Conduct effective onboarding and Induction for new joiners. • Respond to employee questions regarding company policies, practices, programs and processes relating to the employee experience • Ensure weekly payroll is submitted in a timely manner • Look continuously for opportunities to enhance culture and employee experience. • Participate on committees such as Health & Safety Committee and Social Events.