Senior HR Business Partner at Canadian Food Inspection Agency (CFIA) (2023-10 – Present)
- Partner directly with executive-level leaders across a multi-function portfolio, providing strategic guidance on talent, workforce decisions, organizational effectiveness, and people program delivery
- Serve as a senior HR leader and trusted advisor to executives, providing clear, risk-based advice on equity, inclusion, talent management, accommodation, employee relations, workforce impacts, and compliance
- Own and lead the delivery of core talent programs within the portfolio, including succession planning, and performance cycles, ensuring alignment with enterprise frameworks and consistent application across groups
- Build leader capability by coaching managers on the consistent and effective application of people practices across the full employee lifecycle, including onboarding, development, and performance management
- Lead horizontal, enterprise-wide initiatives by establishing governance structures, timelines, and accountability across HR, staffing, learning, accommodation, and service delivery functions
- Collaborate with stakeholders to implement and continuously improve people programs, ensuring relevance and effectiveness within the portfolio while maintaining alignment with enterprise HR direction
- Build and maintain trusted relationships with senior leaders, HR colleagues, external partners and bargaining agents, enabling effective collaboration across a complex, unionized environment
- Leverage people data and workforce analytics to identify trends, surface risks, and deliver actionable insights that inform executive decision-making and drive continuous improvement in people outcomes
- Supervise and guide employees and contributors, setting priorities, reviewing work, and ensuring high-quality, timely deliverables
Senior Human Resources Advisor at Canadian Food Inspection Agency (CFIA) (2020-09 – 2023-10)
- Partnered with executives and senior managers as a strategic HR advisor, providing guidance on talent, workforce planning, and organizational effectiveness across a large federal agency
- Designed, implemented, and evaluated enterprise-wide people programs and frameworks, ensuring alignment with organizational priorities and consistent application across client groups
- Served as a subject matter expert on employee relations and complex HR matters, navigating sensitive situations with sound judgment in a unionized environment
- Conducted complex workforce trend analysis using surveys, data, and consultations to surface insights and inform evidence-based executive decision-making
- Prepared executive-level briefings, presentations, and formal reports to support senior leadership decision-making and HR program governance
- Provided functional leadership, coaching, and mentorship to junior HR advisors, and contributed to cross-functional governance committees and interdepartmental working groups
Human Resources Specialist Advisor at Agriculture and Agri-Food Canada (2019-09 – 2020-09)
- Provided comprehensive HR advisory services to executives and senior management on staffing, workforce planning, and HR strategy
- Developed and implemented staffing plans, recruitment strategies, and workforce management solutions for multiple portfolios
- Advised on complex and sensitive cases including staffing complaints, and workforce restructuring
- Prepared business cases, workforce analyses, and strategic HR recommendations
- Coached managers on performance management and employee development
- Contributed to organizational change and restructuring initiatives
Human Resources Specialist Advisor at Public Prosecution Service of Canada (2019-01 – 2019-09)
- Provided comprehensive HR advisory services to executives and senior management on staffing, workforce planning, and HR strategy
- Developed and implemented staffing plans, recruitment strategies, and workforce management solutions for multiple portfolios
- Advised on complex and sensitive cases including staffing complaints, and workforce restructuring
- Prepared business cases, workforce analyses, and strategic HR recommendations
- Coached managers on performance management and employee development
- Contributed to organizational change and restructuring initiatives
Human Resources Advisor at Department of National Defence (2017-10 – 2019-01)
- Provided comprehensive HR advisory services to leadership on staffing, workforce planning, and HR strategy
- Developed and implemented staffing plans, recruitment strategies, and workforce management solutions for multiple portfolios
- Advised on complex and sensitive cases including priority entitlements, staffing complaints, workforce restructuring, and equity, diversity and inclusion initiatives
- Conducted in-depth research and analysis using HR metrics, surveys, and trend data to support evidence-based recommendations
- Prepared briefing materials, presentations, and business cases to support executive decision-making
Human Resources Analyst at Mercer Canada (2017-01 – 2017-10)
Delivered strategic HR consulting services to public and private sector clients in areas including total rewards, compensation design, pay equity, workforce planning, and talent management.
- Conducted compensation benchmarking and market analysis to support equitable and competitive pay structures aligned with organizational strategy
- Contributed to pay equity reviews and job evaluation processes
- Developed job descriptions, job evaluation tools, and compensation frameworks to strengthen governance
- Analyzed workforce and compensation data to identify trends, risks, and improvement opportunities, translating findings into clear executive recommendations
- Supported organizational design and change initiatives by aligning role clarity, compensation structures, and workforce capability with business objectives
Human Resources Analyst at McConnell HR Consulting (2016-05 – 2017-01)
Delivered strategic HR consulting services to public and private sector clients in areas including total rewards, compensation design, pay equity, workforce planning, and talent management.
- Conducted compensation benchmarking and market analysis to support equitable and competitive pay structures aligned with organizational strategy
- Contributed to pay equity reviews and job evaluation processes
- Developed job descriptions, job evaluation tools, and compensation frameworks to strengthen governance
- Analyzed workforce and compensation data to identify trends, risks, and improvement opportunities, translating findings into clear executive recommendations
- Supported organizational design and change initiatives by aligning role clarity, compensation structures, and workforce capability with business objectives
