Reported to the VP, People, Culture and Transformation, and delivered HR strategy, programs, best practices, operations, and services. Oversaw Talent Management, HR Business Partnering, Learning & Development, Total Rewards, DEI, Payroll, HRIS, and Office Services with a team of approx. 25 employees. Prepared Board packages including formulating and reporting on STI/LTI people metrics, workforce planning, People and HR cyclical updates.

Reported to the VP, Human Resources, and was responsible for the development of a progressive Total Rewards strategy aligned with the corporate direction and overall compensation philosophy. • Developed and presented material to the Board of Directors and various ENMAX committees which included IBEW and CUPE union representation.• Oversaw the strategic and operational delivery of Total Rewards, Benefits, DB/DC (CAN) and DB/401(k) (USA) Pension Plans, HR Services and Payroll.• Prepared public disclosure information.• Led changes in compensation program design, metrics, and ranges for short-term and long-term programs resulting in greater alignment to corporate strategy and simplification.• Delivered strategic guidance and direction to the HR Management team and Business Leaders, resulting in greater outcomes.• Led HR related activities during acquisition of Versant Power, a US utility.

Managed North America (NA) reward deliveries for 1500 employees, including field, onshore, and offshore schemes, cash and share-based variable pay and share-savings programs, benefits, and pensions. Led multi-location-based team of analysts delivering surveys, complex analysis and modelling, consultancy, program and process development, salary settings, US Fair Labor Standards Act (FLSA) assessments, cyclical activities, and reward HRIS administration. Led North America global mobility and recruitment services.• Consolidated multiple US-based reward schemes under one common program, reducing administrative resources, aligning to peer market practice, establishing pay levels at market median, reducing employee costs and allowing greater program transparency.• Developed and delivered downsizing package towards hundreds of employees over 3-year period, minimizing costs and disputes.• Aligned reward structure to common career model, allowing greater link between employee performance, level, development and reward.• Created terms and conditions for global long-term incentive program (LTIP) applicable to all Statoil subsidiaries and thousands of employees, providing greater auditability, simplified understanding, transfer portability and reduced administration. • Completed numerous changes to compensation programs, driving cost reductions and pay for performance and creating global consistency.• Built HR programs in response to emergency situations in various NA locations (flood, fire, hurricane).

Reported to the Canadian President and CEO leading 50+ employees delivering $30M+ of shared services in HR, finance and control, information technology (IT) and facilities management (FM). • Designed and delivered new NA shared-services organization structure impacting 350 staff, outsourced multiple functions, and created cost efficiencies through redesigned programs and reductions. • Drove significant cost reductions by modifying employee programs, expenses and entitlements.• Supported acquisition, divestment, sale and sublease of facilities in multiple locations in volatile market, meeting strict project process guidelines and FM policy.

Developed strategy, policy, and programs, including establishing scorecard and KPIs. Directed 10+ employees in HR’s shared services delivery of recruitment, rewards, benefits, pension, payroll, global mobility, administration, and SAP HRIS.

Created and administered HR policies, programs, and processes. Led Total Rewards team delivering pay, benefits, and pension programs. Provided generalist and advisory (business partner) support. Enhanced development of Canadian HR and promoted consistency and alignment between corporate and HR shared services. Designed employee-relations strategy for Canada during period of field operations growth and start up.

Provided strategic services to multiple business areas (300+ employees), including advisory, change management, organizational development / efficiency, and performance management within global and local programs and processes.