Experience

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  Human Resources Professionals Association (HRPA)

  • Toronto

  • Registrar and VP Regulation

    • Mar 2007 - Present
    • Toronto

    • Provides leadership, direction, and clarity to HRPA’s statutory mandate of promoting and protecting the public interest by governing and regulating the practice of members, firms, and students.• Carries out the duties and responsibilities assigned by the Registered Human Resources Professionals Act, 2013, the By-laws, and other duties and responsibilities delegated by the Board,• Assesses and monitors HRPA’s performance as a professional regulatory body,• Ensures that appropriate support is provided to adjudicative committees in discharging their duties under the Act and the By-laws,• Responsible for HRPA’s regulatory policy development and standard setting process• Provides thought leadership in matters related to professionalization, professionalism, and professional regulation,• Directs and manages the day-to-day affairs of HRPA’s regulatory organization

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  HR.com

  • Aurora, Ontario

  • Director, Research

    • Sep 2004 - Dec 2006
    • Aurora, Ontario

    Managed research function at HR.com--responsible for the delivery of subject matter expert (SME) content (research reports, Buyers’ Guides, white papers, articles, custom print publications, webcasts, etc.)

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  HR by Numbers

  • Cambridge, Ontario

  • Principal

    • Feb 2003 - Sep 2004
    • Cambridge, Ontario

    Consultancy focused on HR metrics, HR measurement, HR scorecards and dashboards, and program evaluation.

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  Organizational Studies, Inc./Carlson Marketing Group

  • Toronto

  • Practice Leader, Employee Marketing

    • Jan 1999 - Jan 2003
    • Toronto

    As practice leader for employee marketing, I was mandated with bringing new employee marketing offerings to market. I developed CMG’s employer branding/brand alignment offering—from the basic conceptualization through sales force training to the development of sales collateral. As a result, CMG had an up-to-date and articulated employer branding/brand alignment platform

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  CIBC

  • King City and Toronto

  • Director, Research and Evaluation, Leadership Network

    • Nov 1991 - Jan 1999
    • King City and Toronto

    Elaborated the conceptual framework for leadership and leadership development at CIBC including a map of the CIBC Leadership Development System and the Core Assumptions about Leadership and Leadership Development. Developed process and requisite instrumentation, including list of ‘strategic executive leadership competencies,’ for CIBC’s Top 100 Leadership Talent Review Process and the VP Level Talent Review Process. This process gave a snapshot of leadership capability across CIBC’s executive ranks.

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  Stevenson, Kellogg, Ernst & Whinney/Peat Marwick Stevenson Kellogg

  • Toronto

  • Consultant, Human Resources Planning & Development

    • Nov 1989 - Nov 1991
    • Toronto

    Coached senior managers and executives. Over the two years at PMS&K, I assessed over 150 managers and executives. The core activity of PMS&K’s Human Resources Planning and Development Practice was the assessment of managers and executives for various purposes. Typical assessments involved the use of assessment centres and other simulation-based approaches as well as more traditional psychological testing. Developed and implemented of an assessment centre based process for the early-Identification of managerial talent.

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  Public Service Commission of Canada

  • Ottawa

  • Personnel Psychologist

    • Nov 1987 - Nov 1989
    • Ottawa

    Managed assessment centre operations for the Career Assignment Program in the Public Service of Canada. The CAP Assessment Centre was a three-day process and included a battery of psychological tests in addition to assessment situations such as in-basket exercises, leaderless group discussions, and other simulations. • Developed the competency model for senior managers and executives for the Public Service of Canada—Profile of Leaders and Managers in the Public Service of Canada—which set out assessment criteria to be used in the selection of senior managers and executives in the Public Service.