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Network Power<100 people
Roles
🔥100%
Startup Founder
✔️50%
IT
🧑💼50%
C-level Executive
Geos
🇨🇦50%
Canada
🇮🇱50%
Israel
Work Background
KinaxisSenior Manager, Performance & Organizational Effectiveness (Contract)
Oct. 2023 - Jul. 2024Canada• Managed implementation of scalable global talent management programs, processes and tools including the performance management cycle, talent calibration and reviews, succession planning and talent assessments.
• Facilitated in-person, virtual, and hybrid experiences with a variety of stakeholder groups
• Acted as a subject matter expert on talent management solutions and best practices with a focus on performance management, talent reviews, and succession planning.
• Ensured all talent management programs and initiatives support and align with the Kinaxis culture and DEI strategy and support enabling high performance among top talent
• Researched external talent management, organization effectiveness and organization design leading practices and recommend new, innovative approaches and enhancing existing programs and practices as required.
• Partnered across the talent management team to align on talent development needs and collaborate on any development requirements and delivery as needed
• Ensured change management and communications plans are in place to support change, employee enablement or implementation of new programs/initiatives to promote company-wide adoption
• Managed and optimized existing SuccessFactors Talent modules, through configuring, reporting, data analytics and insights to enhance decision-making in partnership with HR technology team.
De Novo HR SolutionsPrincipal Talent Management Consultant
Apr. 2023CanadaDiagnostics, Design and Deployment of Talent Management Solutions:
• Performance Management
• Talent Reviews
• Succession Planning
• Workforce Planning
• Organizational Effectiveness
• Talent Attraction
• Employee Termination
• Training & Development
• Competency Frameworks
• Career Pathing
• Leadership Development
• Program Design & Deployment
• Career Transition
• Digital Transformation
• Change Management & Communication
AltaGasLead Partner, Talent Development
Aug. 2021 - Mar. 2023Canada• Led organization-wide efforts to ensure performance management, career development, succession and workforce planning programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives.
• In collaboration with the Learning & Leadership Development as well as Talent Acquisition, contributed to the design, implementation, and management of effective leadership, employee development, and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing, management, mobility programs, and other related fields.
• Facilitated the approval by senior leadership of the corporate guidelines and standards for performance management, career development, succession and workforce planning to be communicated Company-wide from time to time.
• Led initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as may be approved from time to time.
• Led design and deployment of biennial Employee Engagement initiatives: pre-onboarding; onboarding/offboarding; engagement surveys, analysis and communication; facilitate the debrief with HRBPs/HRLT/Executive Team and ensure strategic alignment; Communicate outcomes and work with internal client groups to define an action plan for continuous improvement and optimization.
• Identified, developed, and implemented new processes which enhanced business results and increased team efficiency.
Parkland Fuel Corporation Manager, Talent & Learning
Aug. 2019 - Jul. 2021CanadaTalent (Performance Management & Talent Planning)
• Provided subject matter expertise on performance, talent and leadership assessments and methodologies
• Designed & deployed Succession Planning program
• Partnered with HR Business Partners to effectively deploy succession planning across the business
• Revamped and simplified performance management program, ensuring alignment to Parkland's culture.
• Designed and deployed Career paths/competency frameworks
• Designed and deployed Change Management model
• Integrated leadership philosophy and values to existing programs
• Measured adoption, conducted auditing and quality assurance
• Partnered with the Learning & Development team to integrate performance management and individual development planning activities
• Partnered with the Total Rewards team to integrate performance management and compensation outcomes
• Partnered with the HRIS team to automate and systematize performance management
Learning
• Managed the design and deployment of corporate and operational programs
• Managed day to day LMS operations
• Managed a team of technical writers and instructional designers
• Conducted and communicated enterprise-wide LNA (US, Canada and Caribbean regions)
• Optimized learning efforts through increased collaboration and knowledge sharing between divisions and regions of the enterprise
• Optimized learning solutions to meet remote working environment conditions
WSP in CanadaSenior Manager, Talent Development
Mar. 2017 - Jul. 2019Canada• Re-designed and deployed performance management program (in partnership with Total Rewards and HRIS)
o PM SME across Canada & US
o Design and deployment of relevant training and promotional content/events
o Managed communication campaigns and change management associated with deployment
• Designed and deployed Employee Insights Survey (bi-annual engagement survey) customized to adhere to companies guiding principles
• Designed and deployed Personal Development Planning
• Designed and deployed Succession Planning
• Led change management initiatives: performance management, succession planning, career pathing, educational assistance program etc.
• Managed Leadership development/ Leadership Forum program (high potentials)
• Supported talent development strategy development
• Led continuous improvement and organizational effectiveness initiatives
• Designed and deployed Competency frameworks / Career Paths
• Designed and deployed Entry-level talent development framework
• Conducted annual Training Needs Analysis for leadership level
• Deployed of 70-20-10 learning philosophy
• Deployed and managed of Learning Management System and Content Delivery Platform
Ontario Society of Professional EngineersLearning & Development Program Manager
Apr. 2016 - Mar. 2017Canada, Toronto• Conducted annual Training Needs Analysis and develop Annual Training Plan
• Designed and delivered non-technical courses and bridging programs.
• Managed curriculum development for certificate programs
• Delivered a monthly revenue forecast and quarterly reports of return on investment (ROI)
• Evaluated existing L&D products and services to ascertain market demand, product satisfaction, marketing effectiveness, delivery effectiveness, revenues and profitability
• Collaborated with Board members and stakeholders to understand market gaps and opportunities, as well as to understand potential products and services under consideration
• Researched and maintained analysis of the overall market trends and competitive positioning for L&D all products and services, defining the product strategy and roadmap
• Managed training contractors, evaluated their performance against agreed KPI’s
• Initiated and managed projects: Optimization of the internal LMS; Design of the Environmental Engineering Bridging program; Organizational change management initiative.
BP Entry Level Talent Development Academy Manager
Jan. 2015 - Mar. 2016• Managed the delivery of graduate engineering training program, including training vendors (Heriot-Watt University, TTE Petrofac, Language Services Direct), program administration, facility management and logistics
• Facilitated quarterly performance reviews and set key performance indicators with program subcontractors/vendors
• Evaluated effectiveness of learning solutions; Performance managed program participants
• Performed market analysis and provided quarterly reports to business unit leadership and stakeholders
• Delivered non-technical career advancement training
• Acted as career coach to graduate engineers
• Designed and implemented recruitment strategy for the program
• Worked closely with functional VP's and cross-functional teams to identify 5-year graduate workforce plan
• Managed the full-cycle marketing, recruitment and onboarding processes for graduate engineers
• Worked with the Business Unit to identify potential placement for graduate engineers
• Managed program budget (planning and forecasting)
• Project managed re-set of the program: developed and presented a detailed business case for Regional President to obtain executive commitment on changes in recruitment strategy, program design, skills transfer process, performance management and graduation criteria. Managed teams and budgets of cross-departmental resources to successfully deliver milestones on time. $5 million cost saving achieved.
BP Organizational Capability Development Manager
Apr. 2011 - Jan. 2015• Managed engineering development programs: internship, engineering rotational and experienced staff programs
• Led 3 full-cycle university marketing, recruitment & onboarding processes for the engineering client group
• Interviewed, hired, trained and coached over 60 graduate hires for BP's graduate engineering programs with 100% conversion to full-time employment for graduate hires
• Worked closely with internal and external stakeholders to understand market requirements and gaps; designed mitigation plan focusing on learning interventions and solutions.
• Designed 5-year graduate and accelerated development program demand plan, based on needs analysis
• Facilitated Bi-Weekly engineering engagement sessions and career advancement workshops
• Evaluated effectiveness of the engineering rotational training program
• Chaired development assessment panel sessions for graduate and mature engineers
• Provided coaching to employees and line managers on career planning
• Successfully implemented in-house accelerated development programs (ADP), creating additional opportunities for existing employees to grow faster in the company. Supported promotion of 20+ employees as a result of the 6 month ADP’s
• Supported professional engineering scholarship, chartership and certification process
• Designed & delivered: career planning, development conversations, and personal development plan workshops
• Managed program budget (planning and forecasting)
BPLearning & Development Advisor
Jun. 2007 - Apr. 2011• Coordinated annual Training Needs Analysis process for a client group of 200 engineers
• Coordinated engineering graduate and experienced employee training and development programs
• Facilitated annual succession planning processes using a nine-box grid model
• Facilitated 3 full-cycle graduate/intern program marketing, university campaigns, recruitment, on-boarding, and assessment processes
• Interviewed, hired, trained and coached over 80 engineering hires for BP's graduate and internship programs
• Supported professional engineering scholarship, chartership and certification process
• Delivered: presentation skills, time management, personal development plan workshops for 150 employees
• Successfully delivered revamping of the in-house Learning Management System, including the delivery of workshops on system changes (3000+ employees) in the classroom and online. Recorded improvement in reporting, attendance tracking, employee satisfaction rate increase by 70%, and improved automated training notification. $600K cost saving achieved.
University of Central FloridaTraining Specialist
Sep. 2005 - May. 2007United States, Orlando• Designed and delivered: leadership development, supervisory skills, interpersonal and communications skills
• Designed, analyzed, and facilitated employee satisfaction surveys
• Facilitated team building events for university staff
• Designed & delivered "Winning with People" course, for university staff, based on a bestselling book with the same title by famous American author and motivational speaker John Maxwell
BP HR Business Partner
Sep. 2003 - Aug. 2005• Administered annual salary, benefits, performance bonuses, and grade evaluation processes
• Coordinated bi-annual operations technician recruitment campaign
• Performed a role of HR adviser to VP of Exploration Performance Unit
• Led the efforts of streamlining and standardization of internal processes through an approved BP change management methodology, for three technical departments at an oil terminal (owned and operated by BP)
• Designed & delivered: presentation, facilitation, and diversity & inclusion workshops
BP Specialist, Government & Public Relations
Jun. 2002 - Sep. 2003Supported Press office and Event management activities.
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