• Lead the TTC’s participation in Canada’s Top 100 Employer’s competition, and secured 3 consecutive years as one of Toronto’s Top 100 Employers• As a key stakeholder in the implementation of a contemporary HRIS management system, lead the development of compensation functionalities, and also played a key role in the development of related recruitment modules of SAP, including system specification and user acceptance testing.• Defined and managed a data project that resulted in the consolidation of 1,300 unique job descriptions into approximately 600 generic job descriptions, and resulted in the implementation of Position Management.• Supported Diversity and Equity initiatives by updating Compensation policies and practices, and providing data and reports on same.• Partnered with Information Technology to create an online system for requesting and approving changes to workforce and organizational structure• Supported ongoing relations with multiple unions in terms of the interpretation and application of compensation and job evaluation CBA terminology.• Partnered with Employee Relations and corporate legal resources to review management's position on matters related to Union compensation and job evaluation, and represented the organization at related arbitrations.• Assessed the effectiveness of compensation programs, policies, and procedures, and provided recommendations for updates, and implemented changes, supported through strategic change management.• Procured and managed 3rd party service providers for regular consultative advice and ad-hoc project work,• Managed the development and implementation of a Pay-For-Performance program for non-union employees that supported a more effective and timely delivery of corporate goals (ongoing)• Conducted Pay Equity review, including analysis, reporting, and pay adjustments.• Lead a team of HR professionals through a period of rapid organizational transformation

- Conducted corporate-wide job audit of approximately 100 unionized jobs, working closely with managers, unionized employees, and bargaining unit representatives.- Facilitated and successfully lead a joint union-management job evaluation committee and the executive-level acceptance of its results and recommendations.- Managed the administration and communication of enhancements to an Executive pay structure and the individual impacts of related changes.- Conducted analysis of gender-dominance throughout the population of corporate jobs, and developed reports, executive presentations, and corporate communication materials to ensure compliance with Pay Equity legislation.- Partnered with Recruitment function to develop enhanced job advertisements designed to draw applicants who appreciate and possess the skills to deliver world-class customer service.- Partnered with colleagues at another public-sector organization to develop an online compensation survey tool and database that was ultimately used by 21 participants.- Provided support to external consultants in their analysis and recommendation of an alternative organizational design, and worked closely with executive management to implement the modified structure, including the development of job descriptions, organizational structure options, and related corporate communications.- Managed the impacts to job and organizational design resulting from the merge of GO Transit and Metrolinx in 2009.- Partnered with internal business leaders to develop and analyze Cost / Benefit scenarios for various restructuring proposals.- Researched and implemented a new Long-Service Award program for the employees of Metrolinx- Implemented the workforce planning component of the annual budget process.- Analyzed annual input to Public Sector Salary Disclosure process

- Provided interim management and support in the absence of regular manager- Managed the administration of benefits for an organization of approximately 3,000 employees- Provided reports and presentations to management and executives on program metrics- Solved and / or escalated problems and issues as identified