Compentencies

SAM 1 of 2
Relationship Management

Proactively partnered with senior leaders, campus ambassadors and team leads, to apprehend headcount
needs and propose diverse and innovative recruitment solutions for Petro-technical and Corporate
positions, aligned with the business strategy.
Built and fostered relationships with key universities and conference partners, while strategically
sourcing, screening and facilitating the selections of candidates to ensure the recruitment of best in class
talent.
Managed vendor, third party and university foundation relations for talent and acquisition, including
university marketing, philanthropic initiatives and donations, recruiting literature as well as onboarding.

Business Acumen and Change Management

Quickly integrated into the business, gained an understanding for the longer-term business strategy, and
aligned and delivered the near-term areas of focus and corresponding HR interventions.
Efficiently restructured Talent and Acquisition organization to respond to rapid change organizational
needs and strategy and consistently met timelines within a demanding, fast-paced environment while
reducing redundancy in processes.
Partnered with leaders to diagnosed and develop solutions to address gaps in employee growth,
developed and implemented training policies and processes to maximize training budget.

Leadership and Managerial Skills

Utilize leadership and management skills to build the necessary business and functional credibility
relationships which provided the pathway to become a trusted business advisor and yield a highly
collaborative, result driven and goal orientated integrated team.
Proven success in leading process across multiple levels within a matrix reporting organization with the
ability to influence without direct authority.
Managed employee relations practices necessary to maintaining a positive employee-employer
relationship and promoting a high level of employee commitment and maintaining Union Free status.
Provided expertise in areas of human capital such as employee commitment, Performance Excellence
management, talent acquisition, compensation management, employee assistance program (EAP),
affirmative action and training and development.

Organizational Development & Performance Management

Accountable for the design, management and budget of the university relations functions, which ensured
a robust pipeline of high potential talent for proactive succession planning and talent depth, which are
critically aligned with our future needs and capabilities.
Assisted in driving the capability agenda through competence profiling, while working closely with
competency/learning resources to meet the development needs of target employees, in the effort to move
towards strategic workforce planning.
Support, guide and advise clients in creating a performance management culture of engagement,
accountability & delivery. This includes but is not limited to partnering in the development of an
engagement strategy, ensuring clearly defined expectations across the organization (technical and

Compentencies
SAM 2 of 2
behavioral), delivering performance differentiation and day-to-day performance management discipline
(quality development plans and discussions, midyear & end of year assessment & proactive/ongoing
coaching)