• HR Operations leader, ensure data integrity and provide timely, accurate transactional support for employee life cycle events, partnering with internal HR and IT teams.• Lead the creation and maintenance of efficient data entry processes, focusing on continuous improvement and operational excellence.• Conduct system audits and coordinate user acceptance testing (UAT) to ensure IT system updates meet requirements ahead of release.• Collaborate with internal teams to support HR program administration, including compensation cycles and new graduate programs.• Provide leadership, coaching, mentorship, and development to a team of employees and contingent staff on the HR Systems team.• Enhancing the HR Operations Operating Model and Service Model for efficiency and high client service levels.

• Strategic Planning: Contribute to formulating people-focused components of client's business strategy through SWOT analyses and strategic people plans.• Performance Monitoring and Improvement: Monitor internal and external people trends, diagnose organizational issues, collaborate with leaders for necessary improvements and change.• Talent Development and Succession Planning: Lead integrated approaches to employee development, talent reviews, and succession planning, ensuring the right talent for current and future performance requirements.• Delivering Strategic Client Service: Gather feedback, align planning and services with client needs, advise and lead projects on organizational design, talent development, and retention.• Continuous Improvement: Foster improvement within HR department and beyond, collaborate with stakeholders for efficient programs and services, offer input for program development and planning initiatives.• Client Allocation: Directly supported the Chief Financial Officer and Chief Sustainability Officer.

• Acted as a strategic partner to support Chief Data Officer, Chief Technology Officer, VP of Supply Chain and senior leaders in driving high performance through people, business, culture, talent, and HR strategy.• Diagnosed organizational effectiveness and delivered strategies for organizational design and effectiveness.• Partnered with senior leaders to evolve organizational structures and talent strategies for scalability.• Facilitated employee development, talent review, succession planning, and internal development sessions to meet talent requirements.• Provided change management consulting to support successful organizational changes.• Collaborated with executives to develop workforce planning forecasts and align with business growth areas.Some key responsibilities included strategic planning, performance monitoring, talent development, and delivering strategic client service. I was committed to continuous improvement within the HR department and offer valuable input to HR program development and planning.

• Orchestrated successful project implementations and guided transformative change initiatives.• Led organizational change management initiatives in HR, serving as the primary point of contact.• Coached and mentored team members on project and change management methodologies.• Conducted stakeholder analysis, change impact assessment, and risk mitigation for change-related activities.• Developed and managed project and change management strategies, ensuring successful execution of deliverables.• Led multi-disciplinary projects, partnering with HR teams including Talent Acquisition, Total Rewards, and Talent Management.• Championed KanBan and Agile methodologies, collaborating with cross-functional teams to drive innovation.

• Implemented organizational effectiveness strategies aligned with the people strategy.• Collaborated with senior leaders to design high-performance team effectiveness plans.• Analyzed workforce trends to recommend top HR management strategies.• Partnered with executives to identify and address organizational effectiveness gaps.• Coached senior leaders on organizational design, talent assessment, and change management.• Facilitated talent pipeline conversations and managed annual talent processes.• Served as Acting Team Lead for several months, managing a newly formed talent acquisition team within the CD&AR business function, overseeing 4 talent coordinators.

• Led the development of HR policies, procedures, systems, and technology to support company goals. • Created and launched programs to develop a high-performance workforce.• Coached leaders and managed change for HR initiatives and corporate transformations.• Oversaw change management for HR initiatives, organizational development, and HRIS technology.• Partnered with executives to create new business initiatives and foster employee engagement.• Improved performance through talent acquisition and development.• Collaborated with the Founder and leadership team yielding in new business ventures and investors.• Reported to the CEO/founder.

• Partnered with senior leaders to identify and understand people issues specific to the client group.• Provided expert advice to develop short-term business strategies and solutions.• Developed long-term talent strategies and action plans to support evolving needs.• Supported achievement of business goals within a unionized environment.

• Managed employee relations to drive engagement, improve morale, and promote company culture.• Oversaw the entire recruitment cycle, including sourcing, interviewing, and hiring.• Led onboarding and new hire orientation programs to ensure smooth transitions.

• Developed and implemented HR strategies aligned with the business plan.• Participated in the recruitment process, including sourcing and interviewing candidates.• Managed onboarding processes to ensure successful integration of new hires.