May 2025 – Feb 2026 · 9 mos · Toronto, Ontario, Canada · Remote

Nov 2024 – Apr 2025 · 5 mos · Toronto, Ontario

• After a successful & fulfilling journey as a leader at theScore, I am currently taking a well-deserved and much-needed sabbatical. This sabbatical has been about recharging, spending quality time with my family, wilderness travels, reading, and finally focusing on some personal aspirations that had been put on hold. It’s a chance to reflect, reset, and align with my Ikigai and finding my next journey.
• During this time, I’ve continued to mentor, coach, and advise emerging leaders, speak at conferences, read, and chat with some pretty cool companies across Canada & the USA. The journey ahead is exciting, and I can’t wait to see what’s next.

Sep 2021 – Oct 2024 · 3 yrs 1 mo · Toronto, Ontario, Canada

• As an executive team member, I oversee the People Ops & Analytics, Talent Acquisition, and Employment Brand departments so we can build & enable the company’s people resources & infrastructure to run smoothly and effectively using data driven methodologies and models.
• Score Media and Gaming Inc. empowers millions of sports fans through its digital media and sports betting products. Its media app ‘theScore’ is one of the most popular in North America, delivering fans highly personalized live scores, news, stats, and betting information from their favorite teams, leagues, and players.
• The Company’s sports betting app ‘theScore Bet’ delivers an immersive and holistic mobile sports betting experience and is currently available to place wagers in New Jersey, Colorado, Iowa and Indiana. theScore also creates and distributes innovative digital content through its web, social and esports platforms.

Mar 2020 – Sep 2021 · 1 yr 6 mos · Toronto, Ontario, Canada

• At Assembly, I’m committed to the idea and mission of giving people time back in their day.
• As the Vice President, People Ops, I help advance this idea by building & enabling the company’s people resources & infrastructure to run smoothly and effectively. I like to wear many hats, but I primarily sit at the executive leadership table as the voice of the people and an advisor to the business - focusing my efforts on strategy & the health of the organization.
• Together, we solve challenges people experience in their lives that can be made easier with digital technology. Assembly helps visionary leaders build platforms customers rely on and businesses thrive on.
• We’re honoured to have an unmatchable team of practitioners that have helped us rise to the ranks of being on the Profit 500, Canada’s Fastest Growing Companies, Best Workplaces in Technology, and Top 50 Best Workplaces in Canada.
• The practice areas which fall under my umbrella of strategic responsibility are:
• Talent Management: Competency Framework, Workforce Planning, Talent Assessment, Succession planning.
• Talent Acquisition: Employer Brand, Candidate Sourcing strategies, Candidate Assessment, Internal Mobility.
• Learning & Development: Onboarding, Employee Development, Management Development, Leadership Development.
• Performance Management: Career Journey, Performance Management, Talent Mapping, Coaching.
• Total Compensation: Compensation, Benefits, Rewards & Recognition.
• People Ops Strategy: Strategy, Culture, Organizational Design, Change Management, People Analytics & Metrics, OKR’s.
• HR Infrastructure: HR Structure, Policies, Procedures & Compliance, Employee Relations, Employee Communications, HR Technology, Budgeting, Forecasting.
• Employee Engagement: Engagement Strategy, Engagement Diagnostics, Actions Plans.

Feb 2019 – Mar 2020 · 1 yr 1 mo · Toronto, Canada Area

• Building the org from a people perspective. Leading talent planning, strategy, forecasting and direction.
• Leading a department of diverse talent & HR professionals.
• Consulting C-level executives on direction regarding recruitment efforts, industry trends, market intelligence, best practices and talent initiatives.
• Setting the direction and vision within the department, ensuring there is business alignment with the overall strategic vision of the company.
• Develop people analytics strategy to ensure people/talent decisions are data driven.
• Strategic talent management: employment branding, diversity and inclusion, employee learning & development framework, talent mapping, job optimization, recruitment marketing channel development, job board procurement, people analytics, recruitment forecasting & sprint planning, performance management, candidate experience, etc…
• Leveraging technology and automation to improve the effectiveness of the team and organization.
• Develop programs that build and maintain the culture of the company.
• Providing vision and direction regarding partnerships & programs that affect broader talent initiatives.
• Providing direction and insight into all other HR initiatives.

Sep 2018 – Feb 2019 · 5 mos · Toronto, Canada Area

• Building the org from a People perspective. Leading talent planning, strategy, forecasting and direction.
• Leading & coaching an internal team; establishing metrics, setting expectations and measuring results.
• Provide executives and hiring managers with direction regarding talent related efforts by sharing industry trends, market intelligence, and best practices.
• Set the direction and vision within the recruitment team, ensuring there is business alignment with the overall strategic vision of the company.
• Developed people analytics strategy to ensure people/talent decisions are data driven; using descriptive, predictive, and prescriptive analytics techniques and associated tools/languages.
• Develop cost effective, efficient solutions to address current and future staffing needs including creative & proactive sourcing, advertising, pre-screening, assessments, references, etc.
• Leveraging technology and automation to improve the effectiveness of recruitment processes and enhance the candidate experience while minimizing costs.
• Develop internal programs that build and maintain the culture of the company.
• Developing and managing best in class talent management processes and strategies. This may include employment branding, diversity and inclusion, employee career journey programs, job post optimization, recruiting marketing channel development, job board procurement, recruitment analytics, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc…
• Building the strategy around developing performance management reviews and Learning & Development frameworks.
• Lead the recruitment process and life-cycle, including initial assessments, interviews, and offers.
• Developed strategy around university recruiting & branding initiatives.
• Speak at, host and attend events & conferences.
• Work on & lead other HR initiatives as required for the sustainability of the business.

Mar 2016 – Aug 2018 · 2 yrs 5 mos · Toronto, Canada Area

• Building the org from a People perspective. Leading talent planning, strategy, forecasting and direction.
• Leading & coaching an internal team; establishing metrics, setting expectations and measuring results.
• Provide executives and hiring managers with direction regarding talent related efforts by sharing industry trends, market intelligence, and best practices.
• Set the direction and vision within the recruitment team, ensuring there is business alignment with the overall strategic vision of the company.
• Developed people analytics strategy to ensure people/talent decisions are data driven; using descriptive, predictive, and prescriptive analytics techniques and associated tools/languages.
• Develop cost effective, efficient solutions to address current and future staffing needs including creative & proactive sourcing, advertising, pre-screening, assessments, references, etc.
• Leveraging technology and automation to improve the effectiveness of recruitment processes and enhance the candidate experience while minimizing costs.
• Develop internal programs that build and maintain the culture of the company.
• Developing and managing best in class talent management processes and strategies. This may include employment branding, diversity and inclusion, employee career journey programs, job post optimization, recruiting marketing channel development, job board procurement, recruitment analytics, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc…
• Building the strategy around developing performance management reviews and Learning & Development frameworks.
• Lead the recruitment process and life-cycle, including initial assessments, interviews, and offers.
• Developed strategy around university recruiting & branding initiatives.
• Speak at, host and attend events & conferences.
• Work on & lead other HR initiatives as required for the sustainability of the business.

Jun 2015 – Mar 2016 · 9 mos · Toronto, Canada Area

• Allegis Global Solutions provides human capital and workforce management solutions that enable our customers to optimize their use of human capital. As part of the Allegis Group family of companies, Allegis Global Solutions provides Managed Services (MSP), Recruitment Process Outsourcing (RPO) and Consulting Services that help build staffing supply chains, procure top talent, guide VMS technology selection and/or implement MSP programs.
• Key Highlights:
• Collaborating with internal RBC stakeholders (Directors - SVP level) for all stages of the talent management process.
• Leading needs analysis briefings with internal hiring managers to determine campaign strategy.
• Led talent initiatives with key RBC stakeholders regarding all agile transformations to ensure a smooth transition for employees & contractors into RBC innovation labs.
• Managed a $28 Million (CAD) book of business within RBC’s Technology & Operations, Wealth Management and Capital Markets sectors.
• Responsible for vendor management and procurement of 20+ partners in regards to campaign assignments on various RBC staffing campaigns.
• Creating and developing sourcing strategies for contractor workforce across all tech positions.
• Consulting senior leaders (Director - SVP) and vendors on Allegis/RBC compliance protocols in collaboration with RBC’s Center of Excellence.
• Short-listing candidates post vendor submission to ensure there is alignment with RBC expectations.
• Working with large data sets and conducting analysis to identify trends that help improve process.
• Contractor and supplier relationship management.
• Conducting background checks (Canada, USA) and on-boarding contingent workers to ensure there is a smooth transition.

Jun 2014 – Jun 2015 · 1 yr · Toronto, Canada Area

• *** Made Profit 500, 2014 & 2015 ***

Jan 2014 – Jun 2014 · 5 mos · Toronto, Canada Area

Apr 2013 – Jan 2014 · 9 mos · Toronto, Ontario, Canada

May 2011 – Jul 2011 · 2 mos

• - Research Study: “Analysis of Health & Safety Legislation in the Manufacturing Industry: Canada versus the Balkan Countries (Croatia, Macedonia, Slovenia)”. The purpose of this study is to determine the feasibility of investing in the Balkan countries manufacturing industry as it pertains to the Human Resources perspective (Health and Safety Legislation).

Sep 2010 – Dec 2010 · 3 mos

May 2010 – Jul 2010 · 2 mos

Jul 2006 – Dec 2012 · 6 yrs 5 mos · Ontario, Canada