Develop and implement plans to align acquired employee's disparate values, aspirations and motivations with the new owner or partner focusing on culture, values, areas of conflict, leadership and integrationBestNaturopath.com / Whatillness.com / HealthMegaMall.com- Consultant• Research, complete, submit provincial and federal grant applications funding research on a major healthcare initiative (healthcare App). • Identify capital investment opportunities and accompanying engagement strategies. • Ascertain key competitors, conduct SWOT analyses, identify market points of entry. • Source Canadian universities and professors in medicine, health sciences, artificial intelligence, machine learning, big data management and decision theory to partner on R&D requirements optimizing user interface with healthcare App. • Develop & deliver presentations, seeking seed money funding research, to Venture Capital firms.

Provide a wide range of people services to clients in the private sectorFirst West Credit Union Contract~ Managed the prioritization & execution of HR merger transition work streams as prioritized by First West Executive Management Team (EMT), including escalation of issues & recommendations to CEO and EMT~ Partnered with CEO, Board and Compensation Committee on people transition/integration charters, organizational development/succession plans, DB Pension Plan challenges and total compensation issues~ Advised the CEO on material people issues including planned/unplanned senior leadership changes~ Led the design, development & launch of a series of Charters addressing Compensation, Pension & Benefits, Culture, Change, Policies & Procedures for the transition/integration of two work forces under the First West umbrella; identified Charters for Transition Year 2~ Initiated and organizational design review with EMT to promote a structural model supporting achievement of strategic objectives and synergy opportunitiesJ.P. Morgan Asset Management ~ Designed and developed HR, labor relations and environment, health & safety sections of the due diligence book for a target company in the utilities sector in the USA~ Conducted due diligence on target company's labor relations history, programs and practices~ Developed a list of HR management related, labor focused questions to ask select executives at the target company~ Provided JP Morgan with a trend analysis of grievance/arbitration history as a predictor of employee relations at "Newco" during the transition and integration period~ Review of salaried & union pension plans to determine liability risks to acquiring company~ Review of salaried & union benefit plans to determine alignment with acquiring company plans~ Developed Agreement & Release documents for selected members of the Executive Team~ Determined if Retention Agreements required to retain key management staff through the transition

Chieftain Energy LP: Consultant• Develop a Risk Management Trading Policy for Chieftain Energy and Air North.• Identify select products requiring a risk strategy.• Identify hedging tactics- futures, options, forwards, swaps and recommendations supporting Chieftain Energy and Air North strategic plans.• Develop organizational and Board changes to create “checks & balances” protection for Chieftain Energy and Air North.• Develop the role of Air North’s Bank and External Auditors in Risk Management strategies.• Develop educational requirements for executive leadership and Board members delivering due diligence knowledge for decision-makers.• Analyze and present Risk Management Program integration into the Chieftain Energy and Air North Strategic Plans.

• SerVantage Services Group: Consultant• Design, develop, implement Cultural Assessment Survey; conduct analytics on outcomes, create provincial Action Plans to implement change.• Design, develop a Pay-for-Performance Plan to link base pay, incentive pay and promotion with performance.• Design, develop, implement a formal compensation program creating Salary Bands, Compensation Matrix, Bonus Program and Commission Plan.• Design, develop, implement Performance Management Plan based upon an OGSM (objectives, goals, strategies, measures) Model; create Objective Setting & Performance Appraisal formats.• Developed Policies & Procedures for all new programming.

Viterra, Inc: $1.5B publicly traded agribusiness headquartered in Regina, SK with 1600 employees in 5 provinces. Anchored by a prairie-wide grain handling and agri-products marketing network, Viterra channels prairie production to end-use markets in North America and globally.~ Member of the Executive Management Committee; partnered with the Board & Compensation Committee on labor relations strategies, OD/Succession plans, Leadership development, DB Pension Plan challenges and total compensation~ Managed the people component in successfully restoring the financial health of the Company, refining the Operations footprint~ Led the people component for acquiring Agricore United (agri-business 2.5x the size of the Sask. Wheat Pool) and the initial HR integration strategies for people, policies & programming of the “merger”~ Spearheaded team of 25 staff with a budget of $2.5M providing spectrum of Human Resource strategies & services, Environmental, Health & Safety strategies and Payroll services to the organization~ Total Compensation Strategy-developed & implemented a Total Compensation strategy to reward employee performance; aligned employee goals/objectives with over-arching corporate strategic goals creating a pay-for-performance system~ As Chief Spokesperson, achieved a series of innovative long term cost reduction contracts without work stoppages

ConAgra Malt: A ConAgra/Tiger Brands freestanding, self-funded joint venture company with 750 employees in 21 plants producing 1.5 million metric tonnes of brewers’ malt and sales in excess of $450 million – Melbourne, AU / London, UK / Vancouver, WA/ Vancouver, BC Vice President Human Resources (Global) Vancouver, WA 1999-2002Vice President Human Resources (Americas) Vancouver, BC 1996-1999~ Member of the executive committee responsible for strategic planning, budgeting, labour relations, total compensation, organizational development ~ Instituted global succession planning & high potential employee development format to standardize measurement metrics/evaluation concurrent with standardizing performance management format globally~ Chaired Canadian Pension Committee; made recommendation to CEO and Board to update the Salaried Plan, funded out of the Plan surplus, in return for member agreement allowing the Company to access 50% of a $10M surplus; achieved with no legal outcomes~ As Chief Spokesperson, achieved a series of creative long term cost reduction contracts in the USA and Canada without work stoppages