Behind every successful organization are the dedicated people who make it all possible. As someone who has navigated career transitions from law to governance and now into human resources, I’ve come to appreciate the profound impact of HR innovation on employer branding. The right HR strategies don’t just attract top talent; they create an environment where employees thrive, reinforcing a company’s reputation as a people-first brand.
My career has been anything but linear. Moving from law to governance to HR, I’ve learned and evolved every step of the way. Each transition has deepened my understanding of leadership, organizational excellence, and the vital role people play in an organization’s success. Governance taught me how strategic decisions shape organizational sustainability, while HR showed me the power of aligning talent with business goals. Adaptability and a people-first mindset have ensured that every career move adds value, not just to me, but to the organizations I’ve served.
Lessons from Change and Crisis
Making a career shift during a global crisis is daunting, but COVID-19 forced a rethink of traditional work models. Even before I moved to Canada in December 2022, my outlook on work had changed. Coming from a financial institution where in-office presence was non-negotiable, it was eye-opening to see remote work become the norm across borders. This realization expanded my career possibilities, proving that skills, not just location, drive success.
That period also carried a personal lesson: the importance of resilience. I lost my father during the pandemic. It was a stark reminder that life is unpredictable, reinforcing my belief in adaptability, not just as a career skill but as a life philosophy.
Carving a Path to Leadership
Reaching the C-suite takes intentionality. My path has been shaped by a commitment to continuous learning, strategic career moves, and relationship-building. Working in three startups exposed me to every facet of business, be it sales, governance, HR, and compliance. All of which equipped me with the confidence to lead decisively.
I’ve never relied solely on HR for career growth. Every opportunity I’ve seized has been the result of proactive networking, especially on LinkedIn, where a single message can open doors. Moving to Canada and facing 10 months of job searching tested my patience, but it reinforced the power of community, persistence, and strategic positioning.
Beyond my corporate leadership roles, my work with Life’s Beginning Foundation and McDougall House has shown me the power of empathy and social impact. I’ve had the opportunity to walk alongside women navigating fertility journeys and support women in recovery. These experiences have shaped my view of leadership. It is more than a position. It’s a meaningful platform to uplift others where and when they need it most.
The Drive Behind Success
Success is not a destination, it’s a journey. The fear of stagnation drives me forward, as does the desire to be a role model for my daughters. I want them to see that reinvention is always possible, no matter where life takes you. Growth happens outside your comfort zone, and I embrace every challenge as a new opportunity to expand my impact.
Deepening my HR expertise has been a rewarding endeavour. I recently completed my HR Diploma at MacEwan University and plan to engage more actively with CPHR Alberta. My passion lies in learning and development, helping individuals reach their full potential through targeted training and professional growth. Talent acquisition, employee engagement, and performance management are also areas where I see HR making a tangible impact on an organization’s success.
Leading High-Performing Teams With Integrity
Integrity is non-negotiable in leadership. I was raised with strong moral values. So, I prioritize transparency, fairness, and direct communication. At the same time, cultural sensitivity is essential. Leadership goes beyond making decisions. It extends to ensuring those decisions resonate across diverse teams and environments. Ethical leadership creates trust, which is the foundation of a strong employer brand.
Attracting and retaining top talent requires more than competitive salaries. Organizations must create inclusive hiring processes, minimize bias in interviews, and prioritize work-life balance. A strong employer brand is built on a culture where employees feel valued, included, and empowered to grow.
Another way to steward your human currency is to make Diversity, Equity, and Inclusion (DEI) actionable. This is a business imperative. True DEI means breaking down barriers that cause talent to be overlooked due to bias. Research shows that skills-based hiring not only fosters diversity but also drives excellence. In Canada’s multicultural landscape, organizations prioritising fair pay, unbiased hiring, and career growth opportunities will attract top talent and sustain long-term success.
Bridging Governance, HR and DEI
HR and governance share a common thread: they both revolve around people and structure. While governance sets the tone at the top, HR ensures that values and policies cascade effectively throughout an organization. Strong communication, ethical decision-making, and strategic oversight are critical in both fields. Ultimately, the goal is the same: creating an environment where people and organizations can excel in the boardroom or across the organisation.
The Future of People-First Branding
A people-first brand is more than just a tagline. It’s a reflection of an organization’s values. You see it in the way leaders lead with integrity, in how diverse voices are welcomed through inclusive hiring, and in the commitment to growing together through continuous learning. It’s also felt in how deeply an organization connects with its community. As the world of work continues to evolve, organizations that genuinely invest in their people will stand out — attracting and keeping top talent, because as Peter Drucker reminds us, “The most valuable asset of a 21st-century institution will be its knowledge workers and their productivity.”
