 Reporting, analysis and counsel to management about current state, administration, planning, budgets, potential issues/solutions and program enhancements for all aspects of compensation Annual Compensation Planning cycle administration, including development of timelines, worldwide communications to all employees, system set-up, support to management, enhancement reviews, demos and final reporting & analysis to CHRO Annual Incentive Plans including administration and development of new incentive plans for specific groups to better align with the goals of the company Market Data for all jobs including submitting all data to, and obtaining all data from, multiple Market Survey companies, analysis and recommendations to management about market position of groups & individual employees, and review of quarterly market trends Job Architecture including job analysis, creating job descriptions, matching internal descriptions to market survey jobs, analysis and counsel to management regarding org structure, leveling of jobs and span of control  All Communications to employees and management worldwide regarding compensation Recognition & Rewards program including development and enhancements of the application for spot bonuses, career service awards and social recognition eCards.  Annual compensation strategy review for planning & implementation of new programs and process improvements Configuration & implementation of enterprise wide compensation planning system (SuccessFactors) for global use by all managers and employees (13,000+ across 40 countries) Acquisition integrations including mapping new employees to our current job architecture, creating new jobs as needed, review and recommendations of salary levels, orientation of acquired HR and management to our compensation philosophy, policies and practices Gender Pay Equity analysis and reporting for Canadian Government review Special projects to better promote our Total Rewards to employees

HR Business Partner and Relationship Management Responsible for Talent Management initiatives to attract, identify, develop, leverage and retain a highly skilled workforce and give guidance & counsel to management teams.  Partnered with business units throughout CA, working on all aspects of HR including Compensation Planning, Recognition & Rewards, Job Architecture, Org Structure, Training and Development, Communications, Employee Relations, Performance Management, Succession Planning and Staffing. Continuous analytics and insight regarding market position, org structure, span of control, performance ratings, turnover, demographics, etc. to help business make informed decisions. Lead role for a People Capability Maturity Model (PCMM) assessment and related implementations of process improvements throughout the organization focused on Competency Models and Competency Based Practices, Performance Management, Compensation, Training & Development, Staffing, Communication & Coordination, and the Workplace Environment. Developed a Competency Management System for the largest job families within CA. Successfully implemented numerous RIF (Reduction In Force) exercises to ensure all impacted employees were fully informed and treated with respect during the process. Lead and/or support role in many acquisition activities and integration of acquired employees into CA, and the divestiture of employees from CA to other companies.

 Lead HR role for the northeast region to coordinate and standardize HR activities and leverage best practices. Worked with multiple business teams on Compensation Planning, Recognition & Rewards, Org Structure, Performance Management, Communications and Staffing. Developed the Performance Appraisal system used globally by over 10,000 employees. Recruited for various technical roles.

 Developed training programs and materials for technical and product related information. Recruited for various roles. Team Leader for Client Relations Support team.

North American Security Life was acquired by Manulife in 1995.