-CYPA602 Foundations of People Analytics -CYPA604 From Numbers to Knowledge: Strategic Application of People Analytics

-Envision and develop the first postgraduate courses offered at the Chang School- CYPA601 Foundations of People Analytics- CYPA604 From Numbers to Knowledge: Strategic Application of People Analytics

-Lead the creation of a curriculum framework in People Analytics for the first Postgraduate Certificate at the G. Raymond Chang School of Continuing Education- Active member of the CC; bridge the connection between employers and education- Leverage deep subject matter expertise and industry experience to advise curriculum, employer needs, and industry needs

Reporting dually into the CHRO and CIO, I was the Head of HR Technology, Analytics, and Operations. I took on this role as part of the HR Operating Model / Tiered Model transformation - all work that I led with my team. My team and I were responsible for creating and delivering solutions across all 3 tiers of the HR Operating model. Tier 1: Employee Experience Contact Centres, Payroll Operations, and on-demand HR access channels, Tier 2: Specialized HR Services Operations (incl. disability case management, leave management, employee relations, Talent Acquisition offer hub management, and learning operations, and reporting), Tier 3: HR Platforms and People Analytics, and strategic HR solutions / planning. In this role, I also owned HR Governance Control. During this time, I was also the lead for Group Benefits and Total Rewards strategy.

Reporting directly to the CHRO, I was the leader of the HR Shared Services and Insights function at Co-operators Financial Services Group. My team and I were responsible for creating and delivering solutions across the following areas: HR Platforms and Technology, People Analytics and Talent Insights, HR Solutions and UX Design Infrastructure, Employee Experience Contact Centres, Payroll Operations, HR Governance and Control, as well as HR Strategy, Planning, and Target HR Operating Model design.

As the leader of Agile Organization Design COE for TD Bank - I am proud to be shaping the Design strategy for TD's Next Evolution of Work program - the largest Agile @ Scale transformation in the North American financial services sector. I am responsible for the Bank's organization design strategy, methodology, and delivery outcomes.I lead a pod of experienced HR professionals that are collectively responsible for delivering sound organization design advice, governance counsel and organizational design strategy for the enterprise on all items related to building agile journeys, platforms, and practices across the Bank

As the leader of HR for TD's Enterprise Shared Services function, I was responsible for delivering high-impact colleague, capability, and talent solutions to support the Canadian, American, Insurance, and Wealth Management Contact Centres as well as enterprise Financial Crimes and Fraud Management, Collections, ATM, and the Shared Services Business Management Group. In this capacity, my team and I were responsible for delivering on key items tied to our People and Talent agenda, including: North American Talent Acquisition Strategies, Cross-Border Diversity curriculum, North American Role-Base Learning programs, Future of Work strategy, and efficiency planning.

Reporting dually into Head of HR for Global Wealth Management, and the Head of HR for the US Consumer Bank (America's Most Convenient Bank), I act as the HR Leader for the Canadian Wealth Shared Services function, as well as the entire US Wealth Management business. In this capacity I lead a team and varying COEs to deliver on key items tied to our People and Talent agenda, including: North American Talent Acquisition Strategies, Cross-Border Diversity curriculum, North American Role-Base Learning programs, FTE efficiency planning, and Target Operating Model design for the Wealth Management business.In this capacity, I continue to support the Canadian Shared Service portfolio, along with incremental businesses including: American Wealth Distribution (Private Wealth Management and Financial Planning), US Wealth Governance & Control, US Wealth Shared Services, and US Wealth Practice Management. As the HR Leader for the American US Wealth business, I am the Talent Transformation Lead on all Cross-Border Wealth Management Transformation initiatives, including mergers and acquisitions.

Acts as the trusted advisor to the Wealth Chief Operating Officer around creation and delivery of an effective end-to-end talent agenda, including: Talent Acquisition, Diversity, Business / Role-Based Learning, Talent Management (assessment, selection, and planning), FTE efficiency, and designing org structures to evolve the Wealth Shared Services Interaction Model. I currently support 6 businesses in this capacity: Wealth Governance & Control, Wealth Experience Delivery Group (Client and Colleague Experience), Wealth Product, PAIR, and Strategy, Wealth Operations, Wealth Data & Analytics, and Wealth's unique Strategic Editorial Content function.As the HR Leader for Canadian Wealth Shared Services, I am also the Talent Transformation Lead on Wealth's back-office and regulatory transformations. In this capacity, I am responsible for delivering the following: • Target Operating Model Redesign centred around technology and talent• Redeployment office and up-skilling curriculum to equip colleagues to cope with change, and learn across key critical dimensions • Creating and delivering a virtual development curriculum that rested on self-service learning as well as in-person / virtual webinars • Competency model build and development for all Operations groups across TD BankHighlights of this assignment include: • Creation of scalable and automated reporting for Talent Review• Creation and Delivery of People Leader and 'All-Colleague' curriculum to support various roles across Wealth and the Bank• Transformation Blueprint and Playbook that was first used in Wealth and then applied to different areas across the Bank (including 'America's Most Convenient Bank')

Global consulting experience in Canada, the US, the Middle East, and Asia. Experience working in the energy and financial services industries on multi-year, global HR transformation programs, including HR Shared Services strategy, business case development, operating model and service delivery design and implementation. Engagement highlights are below:• Global HR Operating model re-design, including: HR Technology Strategy, HR Tech Selection, re-deign of HR Service Delivery model, and Technology Architecture strategy for a Global Mining Company • National HR Shared Service Delivery strategy including: selection of HR Technology platforms, re-deign of over 150+ HR processes, HR Technology Legacy strategy, and stand up of HR Service Delivery Hub and Spoke Model • Global HR Strategy Re-design and implementation for an Insurance Firm, including: Strategic HR Vision Statement, alignment of HR Strategic direction with Senior Executive Team, Key Performance Indicator Selection, and resource off-shoring strategy • Global Workforce Planning and Resource Strategy to increase the use of gig / contract workers across an HR Operating model for a Financial Services Firm Firm Contribution Included: • Lead on HR Shared Services Design Blueprint framework • Lead on HR Technology Selection and Implementation Strategy• Lead on Deloitte's Human Capital Bench-marking work around leading HR Key Performance Indicators

Project and Engagement Highlights: • Global HR operating model design with focus on HR Shared Services Design / Stand-up for multinational bank• Global and Canadian based HR service centre design for multinational bank• Global HR organization design for Consumer Packaged Goods firm• HR cloud technology support model and organizational structure design for global bank• HR technology strategy and vendor assessment for public sector and global consumer packaged goods• HR strategy, roadmap, and operating model re-design for public sector• Enterprise HR technology strategy design and vendor evaluation for global mining company

• Partnered with business leads and executives within the Consumer Care Contact Centres to address the talent needs of over 5000 employees including: performance management, collective agreement interpretation / labour negotiations, compensation, and talent acquisition• Worked collaboratively with a national human resources team to ensure that policies are delivered and implemented consistently across the enterprise• Recipient of the 2016 Human Resources Business Impact Award for designing and implementing a strategy targeted at reducing national call centre absenteeism rates month over monthHR – Net Promoter Score (NPS) Project Lead • Collaborated with business partners nationally and across business segments to determine how HR could adopt NPS into HR Shared Services design to improve internal employee experience HR –National Absenteeism Project Lead• Supported business leaders and HR executives across Canada as the lead HR Business Partner responsible for designing and implementing a program geared toward continually decreasing the percentage of employees that are away from work