What I'm looking for next

Own the capability.
Lead the change.

I am looking for Senior Manager or Associate Director-level mandates where I can own an enterprise application portfolio and the control environment around it, covering portfolio governance, information security architecture, regulatory compliance, suppliers and investment, and lead the programs that raise its maturity.

Based in Winnipeg. Canadian permanent resident, authorized to work without restriction. Open to relocation within Canada and to remote-first roles.

Projects are the vehicle, not the identity. My focus is the capability, operating model and decisions that remain after the project closes.

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The mandate

The right role has meaningful scope and clear decision rights.

The right role gives me meaningful decision-making scope: standards and guardrails, a roadmap and investment influence, exception governance, and a clear way to align stakeholders when departments disagree.

Formal titles vary by jurisdiction. My current designation is Project Leader - Information Systems; the scope is enterprise commercial application portfolio ownership, program delivery, public procurement, vendor governance and membership in Winnipeg Transit's IT leadership team.

I have more than sixteen years in formal management roles, beginning in 2007, including people leadership, solution-centre ownership, global programs and new-venture leadership.

I am most effective where technology is operationally critical, regulated, vendor-dependent, citizen-facing or undergoing major transition.

What I bring

A capability owner who can stay close to delivery.

My career has moved between application detail, department leadership, enterprise mandates and public-sector delivery. The common thread is making a complex technology capability easier to govern and easier to run.

Regulated and assured environments

Run a portfolio that can withstand an audit

Much of my career has been spent where an external party decides whether the control environment is adequate. I worked with FDA GxP and 21 CFR Part 11, ISO 27001 and SOX at Novo Nordisk, then with PCI DSS and provincial privacy requirements in a citizen-facing transit setting. I led a cross-portfolio security and compliance gap analysis across the organization's 55+ enterprise applications and owned the remediation program, the IT Security Standard and the evidence behind both. I did not own end-to-end application delivery for that estate; I strengthened the shared security, resilience and control layer that application owners had to operate.

The constraint I work to is external assurance, not a particular industry. At Novo Nordisk I separated platform qualification from application validation under a risk-based framework, reducing compliance overhead while strengthening the audit position.

See the evidence in Novo Nordisk
Capability ownership

Own the operating model around technology

I make accountability explicit and establish the standards, decision structures, service expectations and lifecycle controls that make enterprise technology dependable. That includes application portfolios, platforms, information security, continuity, suppliers and investment choices. I work from business-driven security architecture: requirements traced from business drivers through architecture to mechanisms, and back up again as assurance evidence. This included a US$11M annual application portfolio budget across Finance, HR, Legal and IT systems.

See the evidence in Novo Nordisk
Enterprise change leadership

Turn direction into a capability that works

I use program discipline to connect strategy, component work, benefits, stakeholders and delivery. The work is not simply to track projects; it is to make the new capability work across the organization and leave the receiving team able to run and improve it. At Novo Nordisk I led the security and resilience layer of a program spanning 55+ enterprise applications. At Mphasis/UCB, I helped raise ITSM maturity from 1.5 to 3.5 across a 15,000-user global environment.

See the evidence in Winnipeg
People and financial accountability

Lead people, budgets and suppliers

I have led a 20-person solution centre, managed performance, development and succession, and owned a cost centre with a US$11M application portfolio budget. I used forecasts, accruals, supplier commitments and service measures to keep delivery and spending visible.

See the Solution Centre chapter
Governance, risk and compliance

Make decisions defensible and usable

I turn risk and control requirements into work people can own. I have worked with GxP, ISO 27001, SOX, PCI DSS, privacy, security standards, continuity and audit evidence, translating them into decisions, controls, exceptions and review points.

See the governance work
Canadian delivery

Bring international experience into public outcomes

Winnipeg has grounded the work in Canadian public procurement, citizen-facing services, vendors, budgets and operational continuity. I bring the same governance discipline to a public fare platform with 300,000 registered users and a multi-year modernization program.

See the Winnipeg chapter

How I work

The process matters as much as the result.

I have spent much of my career working with highly qualified people in environments where trust, inclusion and sound judgement matter. The goal is not to avoid difficult decisions; it is to make them in a way that people can carry forward.

01

Understand the operating context

I look at the people, processes, technology, incentives, dependencies and constraints around a problem before deciding what needs to change.

02

Build consensus before execution

I put a workable proposal on the table, invite challenge and build agreement step by step. Once people understand the direction and their part in it, delivery can move at pace.

03

Leave a capability people can run

I carry the change through implementation, adoption and follow-up so the receiving team can operate and improve the result without depending on the original project team.

Outside-in perspective

What working with me tends to feel like.

These are work-relevant themes drawn from recommendations by managers, clients, colleagues and cross-functional partners. They are observations, not a personality test.

01

Understand why the process exists

I do not take an inherited process at face value. I go back to first principles: what is it meant to achieve, who owns the decision and what risk does it control? I improve what can be improved while working within requirements set by administrative standards.

02

Clear about ownership

I make decisions, handoffs, escalation paths and evidence visible so people know what they own and why.

03

Direct, with room for other views

I am willing to name a risk or a weak process, while making space for challenge and calibrating the way the message lands.

04

Practical about people

I care about performance and accountability, but also about whether people can work together, develop and leave a stronger operating model behind.

Read the original recommendations

The next chapter

Broader strategic accountability, with enough connection to delivery to make it real.

I want to help shape direction, establish practical roadmaps, align stakeholders and guide complex initiatives through measurable outcomes. I am looking for meaningful decision rights and a capability that benefits from experienced ownership.

Start a conversation

Fit works both ways

Where I am not the right fit.

Being clear about the work I do best helps both sides spend time on the right conversation.

01 · Domain fit

Security operations or tools administration

I am not looking for security operations, detection engineering or tools administration. My security work is architecture, policy and control ownership. The operational disciplines are better served by people who practise them daily.

02 · Mandate fit

A pure project or program delivery seat

I am not looking for a pure project or program delivery seat. I have delivered capital programs and will again, as the owner of the capability rather than as the delivery lead on someone else's.

If you evaluate roles by scope and accountability, see Scope & Scale.

If you assess candidates against a competency framework, see Competencies.