Nationality: Canadian Passport: Canadian Marital Status: Single Gender: F

emale Highest Education: Master's Degree Availability to start: September

15, 2010
Notice Period Required for current employer: 2 weeks
Bridging HR solutions with community and social development and expertise includ
e: program development, design and delivery, policy development and implementati
on, strategic planning and advising, training and development, advocacy, perform
ance management, capacity building, monitoring, evaluation and various other fun
ctions.
CAREER SUMMARY
2010 PLAR Facilitator, University College of the Nort
h, Canada
2009 HR Advisor, Al-Muflah, Dubai, United Arab Emirat
es
2008 Human Resource Expert, NUR, Butare, Rwanda, Afri
ca
2008 Field Researcher, Mbarara and Kampala, Uganda, A
frica
2004-2008 Assessment Officer, Government of Canada, Thompson, MB, Can
ada
2003-2004 HR Manager, Alpha Dental Supplies Ltd., Toronto, ON, Canada
2001-2003 HR Representative, Government of Canada, Toronto, ON
, Canada
DETAILED PROFESSIONAL EXPERIENCE
December 2009 - Present
Prior Learning Assessment and Recognition Facilitator - University College of th
e North, Thompson, Manitoba, Canada
The University is developing a new unit for recognizing informal learning obtain
ed outside an academic setting such as through work, life experiences, etc. My m
ain responsibility is to develop this unit.
* Responsible for the creation and strategic planning of PLAR in all facets of t
he university.
* Implementing PLAR policies and procedures
* Working with Academic staff to aid with curriculum development
* Providing training to all staff regarding PLAR
* Ensuring access to PLAR related materials once developed is available to both
staff and students
* Utilizing PLAR in determining upgrading and training for continued staff devel
opment.
* Liaison with community organizations and businesses to promote PLAR as a mecha
nism to aid in staff development.
December 2008 - June 2009
Human Resources Advisor - Al-Muflah, Dubai, United Arab Emirates
This was a contract position focusing on providing consultation to the HR Depart
ment. Working with the HR Manager to identify gaps in process flows and various
aspects affecting overall efficiency in the department and offering recommendati
ons and solutions to existing issues.
April 2008 - November 2008
Human Resources Expert - National University of Rwanda, Butare, Rwanda
Responsible for providing HR strategic planning which included the creation and
implementation of a HR policy manual, diagnosis of gaps of internal flows, and d
aily consultation on HR practices. The HR department at the National University
of Rwanda had been non-operational and I was asked as part of my thesis researc
h to aid in the development of this department on a 7-month internship contract.
The resulting policy manual is under review, and final acceptance will soon be
passed by the Rwandan Senate, which oversees National University of Rwanda. Spe
cific responsibilities included:
* Improving the capacity and efficiency of the Staff Development Office;
* Provided employee retention strategies;
* Building processes for gender harmonization and equity
* Creation of an HR Policy manual in partnership with a consultancy firm in the
Netherlands for all NUR Staff.
* Aided in the recruitment and selection of staff, including the HR Director;
* Assessment of internal process flows;
* Identifying gaps within the daily processes and procedures in HR (administrati
on, recruitment, selection, induction, etc);
* Creation of performance contracts for all staff and management;
* HR consultation and HR strategic planning to NUR Management;
* Established processes to identify training needs within NUR.
March 2008 - April 2008
Field Researcher - Makerere University, Mbarara, Kampala, Uganda
As a component of my masters program, I was assigned to research, write, and pre
sent a report on the current progress, regarding the MDG (Millennium Development
Goals and PEAP (Poverty Eradication Action Plan). The purpose was to collect in
formation and identify any gaps and challenges being faced by NGO's, INGO's, don
ors and local governing bodies who were aiming towards reaching the national goa
ls. The local public was also interviewed to see how economic development projec
ts were meeting the requirement of economic stability. Collaborated with UNDP t
o monitor and gather information on one of the "millennium villages" of Ruhiira.
Projects were assessed and compared. The final results were provided at a prese
ntation to government officials and all relevant stakeholders. A final report ha
s been completed and under review before it is distributed.
February 2005 - January 2008
Assessment Officer (HR) - Manitoba Ministry of Competitiveness, Training and Tra
de, Government of Canada, Thompson, MB, Canada
This position was a pilot project headed by the Manitoba provincial government f
or improving the success rate of northern aboriginal Canadian people in employme
nt and education. I was responsible for creating an Assessment Center which achi
eved the following objectives: identifying learning and upgrading needs; creatio
n of programs utilizing relevant learning methodologies which addressed existing
learning gaps in Adults and issues; liaising with other community organizations
to bridge gaps. Implementation of assessments that are culturally sensitive was
a priority. This project was housed at the local YWCA. As the project grew addi
tional agencies were incorporated as the center's clients. The project had a 3-y
ear preliminary phase and I have been recently notified that it has since been a
llocated a new budget for an additional four years due to its success.
* Created center (procedures, processes, policies, etc) incorporating various as
sessments which met the needs of the diverse population;
* Identification of Adult literacy skill gaps, developed a proposal and received
funding for the "Essential Skills Training" program to improve literacy and add
ress learning gaps. This program is now renamed and is now called "Steps for Suc
cess"
* Creation and administering of curriculum
* Kept statistical data and was responsible for the centers budget and yearly pr
oposal submission and renewal.
* Provided consultation to businesses on various HR functions including employee
capacity building, training initiatives, and increasing productivity;
* Implemented policies;
* Administered follow up survey's to clients;
* Managed, supervised, and evaluated all staff performance;
* Recruitment and selection for various positions;
* Administered several psychometric tests;
* Offered employment workshops and presentations regarding programming and asses
sments;
* Providing monthly reports to the Government of Canada economic planning branch
;
* Provided a long-term strategic plan for consistent development for the center/
department;
* Built a sustainable and functional center/department.
May 2003 - January 2005
HR Manager - Alpha Dental Supplies Limited, Toronto, ON, Canada
The HR department in this organization had collapsed and I was brought in on con
tract to build the unit.
* Provided strategic leadership of the portfolio of human resources. Planned, di
rected, and evaluated the maintenance, integration, and implementation of HR str
ategies in the following areas: organizational development (including culture an
d alignment), labour relations, compensation and benefits, recruitment and selec
tion, staff development, and other legislative requirements.
* Monitored all programs related to occupational health and safety. Created a Po
licy Manual and implemented these policies and procedures for the organization w
hich adhered to dental industries guidelines.
* Identified training and development needs for various positions and conducted
appropriate workshops or training sessions.
* Improved employee relations by advising and implementing new techniques.
* Maintained all employee files and accounts.
August 2001 - February 2003
HR Representative - Alcohol and Gaming Commission of Ontario, Toronto, ON, Canad
a
* Dealt with all levels of recruitment and placement for contract and permanent
positions within the division;
* Maintained employee files;
* Reviewed collective agreements (unionized environment) and provided clarificat
ion and consultation to employees;
* Analyzed current compensation plans, identified training and development needs
, and handled grievances.
* Responsible for all daily functions within the department.
EDUCATION
Masters in Human Security and Peace Building, Royal Roads University, CANADAB.A
(Psychology & Business Management), University of Manitoba, CANADA
Post-Graduate Diploma -Human Resource Management, Seneca College, CANADA