• Establish and sustain an Organizational Effectiveness that supports the goal of establishing human capital as a critical lever in accomplishing business goals for Signal Hill Equity Partners and its portfolio companies.• Support Signal Hill Equity Partners operational expansion during M&A activities to ensure seamless transition from the organizational development standpoint• Champion key organizational initiatives that empower staff development and build leadership capacity for Signal Hill Equity portfolio companies

-Provide strategic HR direction for Signal Hill Equity Partners and their portfolio of companies across Canada.-Review HR Talent Acquisition /Management implications of pre-acquisition and post acquisition scenarios during Mergers& Acquisitions phases.-Review senior management organizational structures and conduct, niche executive and senior level search assignments during acquisition and restructuring processes.-Best practices to build robust network of senior executives to support organizational changes associated with growth and acquisitions. -Specific focus on strategies surrounding Talent Acquisition, Talent Management,Succession Planning, Retention,Regrading and Organizational Development.

Providing strategic direction, tactical assessments and recommendations to the organization on Talent acquisition and special HR ProjectsRecruitment and Training-Managed recruitment functions for the corporate office and responsible for recruitment of management and salaried staff in over 55 branches across Canada-Worked collaboratively with internal stakeholders to identify and analyze Talent acquisition needs, analyzed strategic factors affecting those needs, designed and developed appropriate solutions and evaluated their impact to drive and increase business performance. -Streamlined Recruitment processes developed the G4S Recruitment manual and delivered training across Canada.-Managed both direct and remote branch recruiters with hands on involvement on all recruitment projects.-Partnered with colleges and governmental and community organizations for hiring needs with an emphasis on diversity. Retention and Succession Planning-Created and developed a Succession Planning Program and associated tools to achieve early identification and active development of key talent.-Facilitated organization restructure of departments-Set up Assessment and Developmental Centers - a proactive approach to meet recruitment and succession planning needs of the Company. HR, Projects and Communication Initiatives-Developed HR policies to ensure compliance to regulatory laws and alignment to G4S global minimum standards. Developed a ‘First 100 Days Plan’” for new members of the Senior Management Team.-Employee Engagement - Assumed a communication role by launching and assuming Editorship of Corporate G4S magazine” Echo “crafting a communication tool which is both employee centric as well a vehicle for providing business updates.-Developed and implemented Employee Survey strategies aligned to global requirements -Promoted and implemented Employment Equity and Diversity initiatives

HR Generalist – 2002 to 2006Recruitment Specialist:-Managed the hiring process. Consolidated, restructured and streamlined recruitment process. Developed and implemented a recruitment strategy while introducing process improvements that ensured the acquisition of a high volume of good quality hires within tight deadlines.-Consulted and coached hiring managers on recruitment workflow and processes, departmental ‘fits’, Behavioral based interviewing techniques and sourcing strategies .Employee Relations & Performance Management :-Internal Consultant to Managers and Employees. Effectively managed employee relations practices to facilitate communication between managers and employees through standardized performance management and effective coaching.-Interacted with managers in the US and Israel HR practices and hiring issues.-Organized New Hire Orientations. Ensured awareness of Benefit entitlements -Participated in the formulation and implementation of a formalized Performance Improvement Plan. Facilitated Performance Management/Development Programs.-Identified performance Issues and played arbitrator’s role in employee performance plans.-Coached managers on the Performance Appraisal processes and made process improvement recommendations.Disability Management, Policies and Projects-Assisted in developing / revising and maintaining Taro policies and procedures.-Ensured effective WSIB administration and streamlined claims management process.-Ensured effective claims management with STD/LTD claims through the insurance carriers-Developed and implemented ‘Change Management & Retention Strategy ‘– a formalized process to address organizational changes. -Member of the Health and Safety team -assisted in the creation and roll out of a revised Health and Safety Manual. Participated in the evaluation of existing procedures of workplace health and safety policies and identified areas/tasks that require additional safety instructions.

Project Manager - 2000 to 2002 Developed and implemented comprehensive recruitment strategies and support services for leading organizations ensuring Brunel's viability as an exclusive Staffing Agency of choice. Developed and maintained client relationships while identifying immediate and potential staffing opportunities through effective marketing to a predominantly new client base.

Secured and developed client portfolio of blue-chip corporations. Key clients included companies like IBM, Price Waterhouse, Pepsi, Phillips, Citi Bank, ABN Bank.Identified business opportunities and recommended appropriate solutions packaged for specific client requirements