Postability Inc. is a bespoke software development firm focused on the development of NC post processors for Mastercam CAD/CAM Systems, which are used in the programming of computer-controlled machine tools.As a Mastercam Business Partner, Postability works through the global Mastercam Reseller channel to support clients in all precision manufacturing industries including but not limited to automotive, aerospace, consumer products, defense, heavy equipment, medical, and power generation.

Led a 'rock star' team to develop & implement a strategy focused on two critical areas in Talent Acquisition:1. Marketing our Manulife employee brand both internally and externally to attract and retain the "best talent" to join our evolving organization.2. Enhancing the recruitment journey 'user experience' from sourcing to onboarding for hiring managers and candidates - both internal & external.Strategic initiatives included: COVID-19 virtual recruiting & onboarding program; Refreshing our employee narrative, inclusive of diversity, equity & inclusion; Reimagining the New Hire 100 Day Onboarding Journey aligned to Manulife's values; Background Check Program Optimization; Recruitment Policy and Standards realignment.

This is a dual role. As an HR Partner, recognized as a 'Change Champion' and 'HR Transformation Lead' in partnership with the Global Retirement (GR) and Group Retirement Solutions (GRS) Senior Leadership Teams to develop and implement a strategic talent plan for ~800 employees; in turn driving sustainable business outcomes, a shift in culture to 'new ways of working', and enabling transformation leadership effectiveness. As an HR Agile Partner, recognized as an effective partner with the Global Agile COEs, HR COEs, HRP Community, and Change Management Practice to align "People Practices" and develop "new ways of working" in the GRS+ Global Agile Pilot Program. This role is a 'test & learn' as we scale Agile.Talent Strategy Initiatives include for the dual role: - Partnered to develop & implement the GRS+ People Ways of Working (PWoW) Strategic Roadmap focused on "How We Work" to shift the culture and build capabilities.- Developed a recruitment strategy to attract & retain key technical talent reducing days to fill from 5 months to 30-60 days depending on role - Developed a GRS+ Staffing Dashboard to enable tracking of staffing costs, skills & roles by squad, mix of FTE/vendor staff, etc. Established as 'Plan of Record' for all program staffing.- Partnered to conduct a program-wide skills inventory to create a heat map on skill capabilities required to deliver business outcomes/customer value.- Developing a workforce plan to optimize the GRS+ program to have the right people mix of roles & skills to deliver repeatable & sustainable business value outcomes.- Developed the GRS "Values Activators" Tiger Team to 'champion' the new values- Effective organization design and related change management initiatives- Leadership development & executive coaching to EVP, SVP, VPs, Directors and Senior Managers- Performance management, learning & career development

A recognized 'Change Maker' Leader in Canadian Division, leading our People, Culture & Change strategic plans for Manulife's Transformation. Talent Strategy Initiatives included:- Led Canadian Division HR Strategy in partnership with the Head of HR, Canadian Division. - Partnered to develop and execute our Canadian Division People & Culture Divisional Change Plans- Partnered to develop and implement our Strategic Workforce Planning Process to enable our 'build, buy, borrow' strategies to enable our Digital Transformation- Partnered to develop and implement our Workforce Analytics/Dashboards to provide insights and inform strategic talent decisions

Recognized as 2016 Manulife Global Star Honouree for partnering with the CIO/SVP and Canadian Division Technology (CDT) Senior Leadership Team to develop and implement the CDT strategic plan for 1,100 employees; in turn driving long-lasting business results and leadership effectiveness. Talent Strategy Initiatives included:- Developed and implemented the “How We Work” strategic initiatives leading to a 9 point increase in the CDT 2016 Engagement Score- Led the Dress Smart working group to introduce the flexibility to wear jeans daily in Canadian Division, which is now Global.- Co-led the innovative recruitment marketing campaign – We Aren’t Who You Think We Are - to increase Manulife’s Brand presence in the Waterloo Region Technical Community- Effective organization design and related change management initiatives- Leadership development & executive coaching to SVP, VPs, Directors and Senior Managers- Performance management, learning & career development

Leveraged my passion for HR to coach entrepreneurs at Velocity to drive their people and talent strategies and in turn their business results.

Dual role as a strategic HR partner to senior management teams (R&D, sales, marketing & product management), and a Senior HR Program Manager Lead on cross-functional HR projects with business-wide impact for BlackBerry,Responsible for partnering with senior business leaders to provide strategic and operational HR support that drove the innovation, product development, marketing and sales of the BlackBerry suite of products and accessories focused in the areas of organizational design, effectiveness & change management; leadership development & executive coaching to C Level, Senior Executives and Senior Managers; performance management; learning & career development; cultural diversity & employee relations for approximately 200 professional employees; total rewards; and, recruitment & selection.Senior HR Program Manager Lead on the following cross-functional HR projects:• ‘Restructuring Tiger Team’ Program Manager Lead for the HRBP Team across BlackBerry in North America.• Led the development and implementation of the ‘Technical Career Streams Framework’ for the BlackBerry technical community (approximately 5,000 employees) to increase retention and employee engagement.• Led the initial development of the BlackBerry Workforce Strategic Management Planning Program.

Strategic HR partner to the senior management team of four (4) R&D teams to manage and deliver HR programs that contributed to the innovation and product development of the BlackBerry suite of products and accessories focused in the areas of:- Organizational design, effectiveness & change management- Leadership development & executive coaching to SVP, VPs, Directors and Senior Managers- Performance management, learning & career development- Cultural diversity & employee relations for approximately 200 professional employees- Total rewards- Recruitment & selection

Human resources consulting firm providing practical customized human resource business solutions driving bottom-line results. Senior HR partner to business owners, executive directors, managers and individual contributors in small to medium-sized entrepreneurial and not-for-profit organizations in Southwestern Ontario. *Note – affiliate organizations.

Direct responsibility for the development and implementation of a comprehensive equity, inclusion and diversity audit report (Note: it is a formal WRDSB public report), which involved, but was not limited to:• Extensive consultation with all levels of the school board (trustees, superintendents, administrators, educators, support staff, managers, human resources, custodial and plant maintenance staff, parents, and students), multicultural/multi-faith groups, and community partners. • Extensive social justice research and analysis. • System-wide communication and presentations on the salient equity, inclusion, and diversity issues within the WRDSB, including a formal public presentation to School Board Trustees.

Strategic HR directional and support to engineering, R&D and sales resources. Partnered with the Canadian Components Packages Automation Group (CPAG) and the Global Manufacturing Solutions (GMS) leadership team in all aspects of human resources. Key areas of focus - organizational effectiveness & change management, employee relations, employee development and performance management, total rewards and recruitment & selection.

Responsible for the effective management of the labour relations, recruitment & selection, training & development, salary & benefits administration, performance management, & employee relations process for 50 unionized and non-unionized employees.

• Pivotal contributor to the WSIB Implementation Strategy. The focus was to shift the organization from a process-oriented paradigm to a service-oriented paradigm.• Coordinated all external stakeholder relations in the Chair’s Office with employer groups and injured worker groups.• Managed the Chair’s Correspondence Unit to determine areas for business process improvements.• Assisted Senior Management in the implementation of business process improvements arising from the Chair’s Correspondence Unit and external stakeholder relations.