Higher Education Total Rewards

SUMMARY

Transformational HR Leader with **+ years of progressive leadership experience across higher education, healthcare, manufacturing, consulting, and corporate environments. Proven architect of enterprise-wide HR strategies that align workforce initiatives with business objectives to deliver measurable outcomes in culture development, talent optimization, and operational excellence. Consistently deliver innovative talent solutions that enhance operational efficiency, organizational effectiveness, and competitive advantage.

Senior Leadership at Johns Hopkins Health System with deep expertise in healthcare operations, Joint Commission compliance, and multi-entity HR strategy spanning 7,500+ employees across Hospital, School of Medicine, and affiliate locations. Currently advancing doctoral studies in Leadership in Higher Education while leveraging extensive strategic HR experience from government policy development, total rewards strategy, and cross-industry consulting.

Strategic Partnership Excellence demonstrated through collaboration with C-suite executives, board members, and legislative bodies to develop compensation frameworks, lead organizational culture initiatives, and implement data-driven solutions that transform workforce effectiveness, employee relations, and regulatory compliance.

Leverage deep expertise in higher education compensation policy from tenure at the Ministry of Advanced Education, where contributions to legislative frameworks for executive compensation in post-secondary institutions established governance standards balancing market competitiveness with public accountability. Design equitable compensation programs, creation of accountability banding framework, overseeing job evaluation and classification processes. Implementation of agency-wide total rewards initiatives encompassing base pay, bonus structures, and non-monetary recognition programs. Integration of market benchmarking, internal equity reviews, and annual merit planning to ensure alignment with Alberta Motor Association organizational goals. I also serve as executive sponsor for career architecture systems, embedding compensation and development frameworks into broader talent management strategies.

Currently pursuing Ph.D. in Leadership in Higher Education while drawing on extensive strategic HR leadership experience from Johns Hopkins Health System, Ministry of Advanced Education (Legislative Branch), Alberta Motor Association, and consulting engagements. Excel at orchestrating complex HR initiatives, navigating union and non-union environments, and implementing data-driven solutions that transform organizational design, effectiveness, policy reviews, labor and employee relations, and compliance.

CORE COMPETENCIES

Total Rewards (Compensation and Benefits): Creation of total rewards frameworks for nonprofit, governmental, and private sector. Development of collateral that reflected clear communication regarding market increase, performance increase, and bonification of senior management and executive leadership team. Creation of total rewards “pies” (reports) reflecting total rewards transparency. Creation of contract tracking tool to monitor expiry date of contract of presidents and executive leaders of public post-secondary institutions in Alberta.

Strategic Leadership: Executive team participation, strategic planning, organizational culture development, change management, budget oversight.

Workforce Development: Leadership enhancement programming, succession planning, talent management, performance management systems, career development frameworks.

Labor Relations: Collective bargaining, grievance management, mediation, and arbitration coupled with union negotiations, labor law compliance.

HR Operations: HRIS systems management, employment law compliance, benefits administration, compensation strategy, workforce analytics.

Organizational Development: Culture transformation, diversity & inclusion initiatives, leadership coaching, mediation and conflict resolution.

Strategic HR Leadership & Transformation – Total Rewards & Compensation Strategy – Talent Acquisition & Workforce Planning - HRIS Implementation & Optimization (Learning & Development Program Design - Employee Relations & Labor Negotiations - HR Analytics & Business Intelligence - Organizational Development & Change Management - Regulatory Compliance (Joint Commission, EEOC, ADA, FLSA, COBRA) - Leadership Development & Succession Planning – Policy Reviews and Implementation – Labor and Employee Relations Advice.

Proficiency with enterprise HRIS/HRMS and ATS platforms, including ADP, EDP, EZLabor, Ceridian, Oracle, SAP, KRONOS, HCM, HMS, and SQL-based systems. Champion workforce development through strategic deployment of Learning Management Systems including SABA, Moodle, Whiteboard, Adobe Captivate, and SuccessFactors.

PROFESSIONAL EXPERIENCE

M2 Talent Consulting

VP of Talent Management and HR Shared Services Feb 2024 – Present

Lead strategic workforce planning and talent deployment across multiple client organizations, ensuring alignment with each client's growth objectives and evolving business needs.

Build and scale a high-impact HR consulting practice that delivers organizational effectiveness solutions, applying proven frameworks and leadership models tailored to diverse client contexts.

Integrate HR strategy with client business priorities through cross-functional partnership, driving measurable outcomes in revenue growth, operational excellence, and risk mitigation.

Design and implement data-driven talent strategies for client organizations spanning recruitment, development, retention, and succession planning that address their unique market challenges.

Transform HR service delivery to operate as a collaborative, analytics-driven function that demonstrates thought leadership while ensuring client compliance with federal and state labor regulations.

Design compensation frameworks that balance market competitiveness with client budget parameters, supporting attraction and retention of key talent.

Conduct benefits premium reviews and develop benefits forecasts that enable clients to make informed decisions about their total rewards strategies.

Transform HR service delivery to operate as a collaborative, analytics-driven function that demonstrates thought leadership and delivers measurable value to client organizations.

Develop and execute talent management frameworks that enable clients to attract, develop, and retain high-performing teams aligned with their strategic objectives and organizational values.

JOHNS HOPKINS HEALTH SYSTEM – HEALTH SYSTEM. HOSPITAL AND SCHOOL OF MEDICINE

HR Business Intelligence Analyst Lead Oct 2019 – Present

Lead strategic HR analytics initiatives across multiple Johns Hopkins entities including the Hospital, School of Medicine, Bayview, Howard County, and Sibley locations, serving a workforce of over 7,500 employees.

Strategic Leadership: Partner directly with Senior Leadership Team to deliver data-driven HR insights that inform critical workforce decisions and strategic planning initiatives.

HR Analytics Innovation: Designed and implemented comprehensive HR analytics framework that transformed raw data into actionable business intelligence, enabling leadership to make informed decisions about workforce planning and resource allocation.

Joint Commission Compliance: Developed specialized HRIS functionalities to ensure seamless compliance with Joint Commission requirements for employee orientation, training, and certification tracking.

Cross-Functional Collaboration: Serve as key liaison between HR, IT, and departmental leadership to ensure alignment of HR systems with business objectives and regulatory requirements.

Workforce Optimization: Created predictive analytics models that improved position control management, resulting in optimized staffing levels and reduced labor costs across facilities departments.

Led cross-functional HR initiatives focused on process improvement, systems integration, and data analytics to enhance operational efficiency across the Johns Hopkins Health System.

HRIS Optimization: Captured complex business requirements and translated them into functional system enhancements, improving data integrity and reporting capabilities.

Workforce Analytics: Developed sophisticated dashboards and analytical tools that provided leadership with real-time insights into workforce trends, enabling more strategic resource allocation.

Process Improvement: Mapped and redesigned HR business processes to eliminate redundancies and enhance efficiency, resulting in streamlined workflows and improved service delivery.

Joint Commission Compliance: Implemented automated tracking systems for employee credentials and training requirements, ensuring 100% compliance with Joint Commission standards.

Change Management: Led communication and training initiatives to support the adoption of new HR systems and processes, ensuring successful implementation and user acceptance.

GOVERNMENT OF ALBERTA

Agency Compensation Analyst – Ministry of Advanced Education – Legislative Branch Nov 2018 – Sep 2019

Provided strategic compensation expertise for post-secondary institutions and government agencies, ensuring alignment with legislative requirements and market competitiveness.

Policy Development: Participated cross-governmental committees to develop consistent compensation frameworks for public agencies, ensuring compliance with legislative requirements.

Strategic Analysis: Analyzed economic, social, and political trends to identify potential impacts on total compensation frameworks for public agencies.

Executive Compensation: Developed comprehensive compensation guidelines for executive positions in post-secondary institutions, balancing market competitiveness with public sector accountability. Created a contract tracking tool that monitored the contract of senior managers, executive leaders, and presidents of public post-secondary institutions.

Stakeholder Management: Collaborated with diverse stakeholders including cabinet offices, public agency boards, and institutional leadership to implement compensation strategies.

Regulatory Compliance: Ensured all compensation practices adhered to relevant legislation, regulations, and frameworks while aligning with organizational strategies.

ALBERTA MOTOR ASSOCIATION (AMA-CAA-AAA)

Total Rewards Advisor Jul 2017 – Nov 2018

Directed the total rewards strategy for a complex organization with multiple business units, focusing on compensation structure, benefits administration, and performance management systems.

Compensation Management: Created and implemented a 14-level accountability banding system that standardized job evaluation across the organization, improving equity and transparency.

Leadership Development: Administered performance management cycles for Total Rewards team, providing coaching and development planning that enhanced team capabilities. Audited and managed the job evaluation and classification of over 1800 positions.

Market Analysis: Managed annual competitive analysis reviews and merit/variable pay planning processes, ensuring market-competitive compensation practices.

Strategic Partnership: Educated and equipped people leaders with decision tools and communication scripts to support effective pay conversations with their teams.

Designed and implemented performance monitoring functionalities within the Employee Data Portal (EDP – HRMS) to track employee productivity and identify key indicators linked to wage progression for high-performing staff. This enabled data-driven decisions around merit increases and supported equitable, performance-based compensation strategies.

Benefits Administration: Oversaw the administration of comprehensive benefits packages including retirement plans, health benefits, and flexible spending accounts for all position within the Association.

GLOBALSPHERE GROUP OF COMPANIES

Director of Talent Acquisition and HR Business Intelligence (Consultant) – Head of Human Resources Aug 2016 – Aug 2022

Led talent acquisition strategy and HR analytics initiatives for multiple client organizations across healthcare, manufacturing, oil and gas, nonprofit, and educational sectors.

Team Leadership: Managed a team of HR business partners and managers, providing strategic direction and professional development opportunities that enhanced service delivery.

Talent Strategy: Developed and implemented strategic recruiting and staffing goals based on market data analytics to attract and retain superior talent.

HR Analytics: Leveraged HR software and systems to transform data into actionable insights that supported strategic business decisions for clients across diverse industries.

Employer Branding: Built professional employer brand strategies that strengthened talent pipelines and improved candidate quality across multiple industries.

Process Optimization: Designed and implemented streamlined HR processes that improved efficiency and enhanced the candidate and employee experience.

Various Organizations (2002-2016)

Reliance Industrial Products, A&A Trenching, JB Water, Martin Equipment, Grantops Inc

Served as Head of HR across multiple industries, leading comprehensive HR operations including policy development, talent management, and organizational development.

Managed labor relations in both union and non-union environments, including collective bargaining, grievance resolution, and compliance management

Led organizational culture transformation initiatives, implementing diversity strategies and leadership development programs.

Developed and executed strategic workforce planning, succession planning, and talent retention strategies.

Managed comprehensive benefits administration, compensation planning, and performance management systems.

Ensured compliance with federal and provincial employment legislation, safety regulations, and industry standards

PREVIOUS LEADERSHIP EXPERIENCE TENURE

Human Resources Generalist – Reliance Industrial Products Jan 2015 – Dec 2015*

Human Resources Manager – Head of Human Resources – A&A Trenching (Construction) Jan 2014 – Jan 2015*

Human Resources Manager – Head of Human Resources – JB Water (Oil and Gas/Trucking) Jun 2013 – Jan 2014

Human Resources Business Analyst – Stantec Engineering Solutions Jun 2012 – Jun 2013

Human Resources Manager – Ryder Transportation Industry Jan 2012 – Jun 2012

Senior Recruiter– Finning Canada Feb 2011 – Nov 2012

Human Resources Manager – Head of Human Resources – John Deere Oct 2008 – Jan 2011

Human Resources Manager – Head of Human Resources – Grantops Nov 2002 – Jun 2008

EDUCATION

Capella University - Ph.D. in Education – Leadership Development in Higher Education (In Progress) Jan 2021 – Anticipated Completion Sep 2026

Athabasca University - M.Ed., Distance Learning April 2017 – Oct 2020 - GPA: 3.77

Candido Mendes University - Post Graduate Degree, HR Management September 2001 – November 2002 - GPA: 4.00

Candido Mendes University - Post Graduate Degree, Educational Psychology August 2001 – November 2002 - GPA: 3.75

Candido Mendes University - Post Graduate Degree, Reengineering in HR November 2000 – November 2001 - GPA: 3.75

UniCeub - B.Ed., Education January 1992 – November 1995 - GPA: 3.53

PROFESSIONAL CERTIFICATIONS

CPHR – Human Resources Institute of Alberta – CPHR-AB

SHRM-SCP – Society for Human Resource Management Senior Certified Professional SHRM

PROFESSIONAL ENGAGEMENT, LEADERSHIP & AWARDS

Appeals Committee Member - Johns Hopkins Medicine Feb 2024 – Present

Chair of Subcommittee – Employee Resources Group – Disability and Accessibility - Johns Hopkins Medicine July 2023 – Present

Board Member – Membership & Volunteer Coordinator - NASPA Region IV-E Feb 2025 – Present

Graduate Student Representative - NASPA – Student Affairs Administrators in Higher Education

Reviewer - Journal of Integrated Studies Mar 2018 – Present

Joanne Holbrook Patton Military Spouse – Scholarship of Graduate Studies

Issued by National Military Family Association · Apr 2025

Queen Elizabeth II Scholarship of Graduate Studies 2018

Issued by Athabasca University · Mar 2019

PUBLICATIONS

Reis, E. B. S. (2024). Removing Biases in a Leadership Landscape Using Transformational Theory. Journal of Integrated Studies, 15(1). Retrieved from https://jis.athabascau.ca/index.php/jis/article/view/430

"Understanding Indigenous Learners' Experiences During COVID-19" - International Review of Research (2023)

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