• Responsible for the setting the vision, strategy and leading talent acquisition to align with IBM’s focus as a Cloud and AI Company – This includes working with business leaders on realizing their talent road map, leading the marketing of the IBM Talent Brand, developing strategies and initiatives to source and engage diverse talent across key segments and providing thought leadership on talent initiatives.• Use a data driven approach and analytics to make decisions around optimizing our operating model, sourcing, candidate attraction and selection. Responsible for business outcomes such as hiring quality, client advocacy, service excellence, talent market share, productivity and other Talent Acquisition measurements. • Coach and enable the team to enhance skills, amplify creativity and innovation. • I am also responsible for deploying several key TA initiatives across Canada which include: i. STEM – Re-Entry: A program, for talented technical professionals who took a break from the workforce and are looking to restart their careers. ii. IBM’s P-TECH Program a new approach to education providing a direct connection between high school, college, and career. iii. Implementing and championing AgileTA – The next generation operating model for Talent Acquisition.

• Responsible for TA strategy and lead the talent acquisition operations encompassing hiring in 20 countries – Scope included contingent, campus, professional and executive recruitment.• Led the development of the global talent brand and sourcing strategy focused on leveraging social media, digital marketing and engaging with talent communities across key markets.• Brought forward industry best practices, competitive intelligence and benchmark data to advice and influence senior business leaders on talent initiatives.• Worked closely with business leaders on workforce planning and developing/leading an optimal recruitment operating model to support the Company’s strategic and growth initiatives.• Managed the tracking and delivery of meaningful metrics to measure success, operational performance and ROI in the areas of candidate experience, quality of hires, and impact on business goals. • Responsible for worldwide vendor and partner relationships - Track and analyze vendor performance to ensure effective delivery of services, globally. • Repatriated the recruitment function from an end-to-end outsourced model - Effectively managed the exit of the outsourced provider, re-built the entire global recruitment platform from the ground up, hired a global team of recruiting professionals in 10 countries and led the enterprise wide change management efforts associated with this global transformation.

• Executed all duties related to building and maintaining a world-class talent acquisition structure to support hiring initiatives in the Americas, EMEA and APAC regions. • Cultivated and fostered relationships with internal business partners to construct comprehensive staffing strategies including professional, campus, contingency and executive recruiting.• Developed and implemented workforce plans and enterprise wide solutions; new sourcing channels, RPO and vendor strategy, campus recruiting programs and employment branding campaigns.• Performed in-depth market research to gather and present market intelligence on talent availability and developed targeted sourcing strategies.• Designed and developed client engagements models, capacity plans and models and managed recruitment metrics and key performance indicators (KPIs). • Provided leadership, coaching and maintained development responsibility for a team of up to 22 talent acquisition professionals with a capability to fill 2000 positions annually.

• Led a team of talent acquisition professionals engaged in the support of a global delivery model.• Spearheaded the formulation of talent acquisition strategies, resource/capacity planning and development of internal client relationships.• Recognized as subject matter expert (SME) in recruitment and talent process.• Reported team progress to internal clients and executive management.• Created and deployed social media strategies and campaigns to extend IBM’s employer brand.• Offered thought leadership and solutions pertaining to diversity hiring, forecasting and talent warehousing.• Ensured adherence to service level agreements (SLAs).• Identified continual improvement opportunities to decrease delivery time, boost productivity and manage costs.• Maintained compliance with corporate, audit and security policies and guidelines.

• As a Human Resource Business Partner to the C-Team, advised the senior executives on human resource matters including workforce management, talent assessment, performance and corporate alignment. • Devised, implemented and ensured adherence to corporate policies.• Created an enterprise-wide talent acquisition process to attract and retain top-tier talent.• Forged relationships with staffing providers; negotiated employment and vendor contracts.• Aligned compensation and incentive structures with overall corporate objectives.• Reduced health care plan costs by 20% by moving from a self-insured plan to an indemnity plan while maintaining benefit and service levels.

• Increased total headcount +130% and offer acceptance 37% through comprehensive talent acquisition strategy for enterprise software company focused on developing an application for new product development. • Ensured workforce management, employee relations, recruitment and retention initiatives were aligned with core business objectives.