Jan 2023 – Dec 2024 · 1 yr 11 mos

• Serve as strategic advisor to HR executives, driving alignment on priorities, decisions, and people-centric outcomes.
• Lead planning, execution, and measurement of HR strategy, including engagement, culture, talent, and leadership initiatives.
• Strengthen leadership capability through coaching, performance insights, and people leader development programs.
• Oversee enterprise HR programs and ensure consistency, clarity, and accountability across teams.
• Drive operational excellence through improved processes, communication, governance, and cross-functional collaboration.
• Represent the HR function at senior leadership forums, ensuring the voice of associates is reflected in business decisions.

May 2022 – Dec 2022 · 7 mos

• Owned the design and delivery of enterprise HR programs—including performance, talent, and succession—ensuring they reflected Canadian regulatory requirements and organizational culture.
• Developed and executed enterprise transformation strategies to strengthen leadership capability, enhance talent visibility, and support scalable growth.
• Built clear, practical toolkits, communications, and enablement resources to help senior leaders operationalize talent programs effectively and consistently.
• Partnered across HR and business functions to ensure alignment, adoption, and continuous improvement of core talent processes.

Jul 2017 – Apr 2022 · 4 yrs 9 mos

• Played a key role in TD’s global Human Capital Management (HCM) Workday implementation, replacing PeopleSoft and launching successfully to ~90,000 employees worldwide. Participated in all phases of delivery, including needs assessment, data preparation and transformation, global design, testing, go-live, and post-production support.
• Designed and executed core Workday HCM business processes, including leading the Standard Operating Procedures (SOP) Documentation Team. Contributed to security design, data configuration and conversion, integration development, and custom HR report design.
• Served as a key decision-maker in end-to-end HR Service Delivery (Operations) process design, implementation strategy, and optimization, leading change management, communications, and training for the Service Delivery organization.
• Led strategic projects such as modernizing TD’s Talent Acquisition onboarding process, reducing onboarding timelines from ~3 weeks to 3 days through automation and centralized adjudication.
• Supported the development of the HR Service Delivery Scorecard, establishing metrics (case volumes, SLAs, escalations, etc.) to measure team performance, service quality, and operational effectiveness.
• Acted as Chief of Staff to the VP HR, preparing Senior Executive and HROC materials, simplifying and presenting complex data, hosting quarterly Town Halls, and co-leading the creation of Quarterly Management Offsite content.

Mar 2016 – Jul 2017 · 1 yr 4 mos

• Advising senior leaders on policy interpretation, compliance considerations, and potential impacts to the business.
• Evaluated complex associate issues, identifying systemic risks and recommending strategies to strengthen governance, reduce exposure, and promote fair and consistent people practices.
• Collaborated with Legal, HR, and Operational Risk partners to review policies, address emerging issues, and refine risk frameworks to meet regulatory requirements.
• Developed guidance materials, decision trees, and tools to support leaders and HR teams in managing employment risk effectively and consistently.
• Monitored trends, escalations, and case patterns to inform leadership decisions and support proactive mitigation strategies.

Nov 2014 – Mar 2016 · 1 yr 4 mos

• Led high-risk and sensitive workplace investigations across all Canadian lines of business, including cases involving fraud, harassment, discrimination, and misconduct.
• Delivered clear, timely, and practical guidance to executives, informing risk decisions and ensuring fair, consistent outcomes.
• Partnered closely with internal risk teams (Legal, Compliance, ER, Security) to resolve complex matters and strengthen organizational risk mitigation practices.
• Ensured investigative practices met regulatory, legal, and policy standards while reinforcing a culture of trust, safety, and accountability.

Aug 2013 – Oct 2014 · 1 yr 2 mos

• Supported business leaders with workforce planning, talent management, performance, and organizational effectiveness.
• Advised leaders on change management, team effectiveness, and employee engagement strategies.
• Delivered insights and recommendations based on people data, trends, and workforce dynamics.
• Led or contributed to enterprise HR projects focused on culture, employee experience, and leadership development.

Jun 2012 – Aug 2013 · 1 yr 2 mos

• Provided analytical, operational, and advisory support across core HR functions, delivering insights that informed decision-making for leaders and HR partners.
• Analyzed people data, identified trends, and prepared dashboards and reports to support workforce planning, engagement, performance, and organizational health.
• Streamlined HR processes by creating tools, guides, and standards that improved clarity, consistency, and service delivery across the enterprise.
• Supported enterprise HR initiatives through research, benchmarking, and project coordination, ensuring alignment with business priorities and regulatory requirements.
• Partnered with HRBPs and centers of expertise to troubleshoot issues, interpret policies, and ensure smooth execution of cyclical HR programs.