A Human Resources Business Partner providing HR leadership in supporting OLG's significant transformation modernization strategy and delivering generalist human resource services and programs to enable business success. OLG provides the largest source of non-tax revenue to the province. OLG's modernization of lottery and gaming is about improving the customer experience, creating jobs in the industry, and increasing revenue for the Province of Ontario. As a result, OLG will become more customer-focused, expand the regulated private sector delivery of lottery and gaming, and renew its role in the conduct and management of lottery and gaming responsible for market management and important priorities like Responsible Gambling.

Human Resources Business Partner to national Customer Development and senior leadership teams. (Canada; 230 employees)Provided HR strategic and operational support aligned with company's growth agenda and furthered people agenda through exceptional business partnering, and application of range of HR tools and solutions. Everyday execution excellence of HR processes including annual performance and compensation review, talent and succession management planning, employee performance and engagement, recruitment, learning and development.• Led HR agenda for several organization change initiatives aimed to support company's growth agenda and align talent and resource requirements, including management of project headcount and budget, facilitating talent needs assessment process, leading implementation plan.• Led HR plan for acquisition of leading beauty and personal care company. Brought distinctive approach to design and facilitation of interview process, providing opportunity to incorporate individual career preferences into talent assessment process and realization of smooth transition. • Elected to lead initial Management Trainee Global Program for Canada. Developed project plan and led HR business partner team to launch the program across multiple functions. Initialized company leadership and management trainee engagement through leading national presentations, gained executive leadership team support. • Improved leadership engagement through employee survey evaluation and action plan implementation including business process improvements, regular leadership communication meetings, compensation evaluation. Brought mediation and employee relations expertise to support employee engagement, performance improvement, and investigation resolutions.

Human Resources Business Partner to Finance, Supply Chain, and Customer Service and senior leadership teams. (Canada; 100 employees)• Co-led HR plan for Ice Cream business integration and sale of laundry category including talent needs assessment and defining functional organization end-state resulting in minimal turnover and disruption to the business.• Co-led global outsourcing of HR processes for Canada. Created and executed change management program jointly with Learning Manager. Built employee engagement in new programs and processes. Partnered with 3rd party services to implement process improvements.

Human Resources Business Partner for multiple 3rd party logistics and warehousing member companies and corporate office. 2003 - 2004 Compensation Manager, Corporate Human Resources (N. America; 10,000 employees)• Managed North American Corporate Compensation Programs for senior management and corporate head office, completing job evaluations, compensation surveys, annual compensation and global reporting requirements. 2000 - 2003 Human Resources Manager, Corporate Human Resources (N. America; 100 employees)• Facilitated corporate annual compensation review program. Implemented internal recruitment open posting program for corporate positions. 1998 - 2000 Human Resources Manager, Surelink SWO Distribution (Ontario; 1000 employees)• Implemented multiple warehouse facility company closure including participation in union closure agreement negotiations, management of severance plans, leading government sponsored career centres, resulting in smooth transition of business. Managed team of 4 HR staff. 1995 - 1998 Human Resources Manager, Multiple Business Units (Ontario / Quebec; 220 employees)• Developed and implemented company HR policies and practices for newly acquired company. HR lead in re-negotiations of employee association agreement. Increased employee engagement and service levels.

Human Resources Consultant responsible for business partnering with various corporate functions.1992 - 1995 Human Resources Consultant (Various corporate functions: Marketing, IT; 450 employees)Achievements include:• Developed and executed recruitment strategy for new Buyer-in-training Program to attract and retain entrepreneurial individuals with critical negotiations and analytic skills.• Co-led and participated in Marketing restructure separating logistics and advertising from the generalist marketing roles with creation of new logistics function. • Implemented new IS organization design to create two distinct technical and business IS functions, and new IS management competency requirements. 1990 - 1992 Human Resources Administrator (Marketing and Advertising; 450 employees)1988 - 1990 Human Resources Coordinator, Training and Development (All corporate functions)