Reporting to the SVP People, led a team responsible for the global design and implementation of IAMGOLD’s Total Rewards and HR technology/analytics strategies, covering compensation, benefits, and pension programs. Directed the annual compensation review process and provided strategic recommendations to senior leadership. Prepared materials for the HRCC and Board of Directors, including the annual proxy. Led the Discovery and Design phases of the Oracle HCM Cloud implementation and optimized HR Reporting to provide enhanced strategic insights. • Led the design and implementation of executive compensation plans, including share-based programs (RSU, PSU and SO), in alignment with shareholder interests through collaboration with the Board and executive leadership.• Collaborated with Willis Towers Watson to annually review the executive compensation peer group and incentive structures, ensuring competitiveness in the mining industry. • Led the redesign of the non-executive salary structure to ensure market alignment, leveraging Power BI for market data analysis and benchmarking to create a competitive, performance-based compensation framework.• Enhanced the Short-Term Incentive Plan scorecard design and reporting process by implementing a RASCI framework, streamlining decision-making and reducing reporting time through digitized data collection• Enhanced the benefits program by integrating EDI principles and addressing the top three health priorities. Outsourced wellness program administration, allowing for a focus on higher-value services. • Integrated ESG factors into the pension strategy, aligning with IAMGOLD values, and optimized employee contributions in target funds for improved risk and return outcomes.• Digitized the Employee Share Purchase Plan onboarding and contributions processes for efficiency.• Confirmed that Oracle HCM Cloud met over 90% of HRIS requirements, and optimized HR reporting with Power BI, reducing reporting time by 30%.

Reporting to the CHRO, led the strategic management of compensation, benefits, and pension programs across all divisions. Collaborated with senior executives to align total rewards with organizational goals, streamline benefits, and benchmark compensation. Partnered with Labour Relations on collective bargaining and led Workday compensation implementation.- Partnered with Hugessen Consulting to refresh the executive compensation peer group and benchmark pay using proxy and survey data.- Redesigned the Short-Term Incentive Plan, refining performance metrics and expanding eligibility.- Developed a comprehensive Total Rewards Strategy in collaboration with executives.- Standardized Home Care compensation with a wage grid and annual progression, centralizing year-end processes for executives and non-executives.- Consolidated 55 home care benefits plans into two streamlined plans for office and caregiver staff.- Led the benefits and pension transition for Revera Long Term Care’s acquisition, consolidating 55 plans into two streamlined options to support 56 homes and 9,000 employees.- Partnered with Labour Relations to align Total Rewards program changes with strategic goals, developing costing models for collective bargaining and arbitration.- Oversaw the Total Rewards component of Workday implementation, ensuring system alignment with strategic compensation and benefits initiatives.

Reporting to the Global Vice-President of Total Compensation, led a team overseeing all aspects of CGI’s total compensation strategy in Canada, while providing direct support to senior leadership and executives. - Developed and implemented a salary structure by harmonizing over 300 roles, using the Mercer IPE (internal position evaluation) methodology for role evaluation to ensure internal and external alignment.- Led the annual compensation cycle and partnered with the global team to design training modules for leaders on making effective salary decisions and delivering positive salary discussions.- Rolled out global tools for salary reviews and incentive programs, driving alignment with the Global Compensation Strategy in Canada.- Established a pension governance committee for the Group RRSP, enhancing governance.- Led mergers and acquisitions (M&A) integrations, aligning Total Rewards programs from the acquired entities with CGI’s framework.

As a member of the HR management team, developed and implemented executive and broad-based compensation, benefit and recognition programs.- Led strategic planning and design of comprehensive compensation programs, benchmarking salary ranges, managing policies, surveys and studies, and identifying gaps to support informed compensation decisions.- Played a key role in implementing Oracle’s compensation planning tool for the annual year-end compensation process.- Revamped the employee recognition program, which boosted engagement and retention.- Implemented the MarketPay benchmarking tool, enabling market pricing across Canada, US, and Europe using diverse survey data.

As a member of the HR leadership team, I developed and implemented total rewards programs to support business objectives under the guiding principles of the IESO’s total remuneration philosophy.- Redesigned executive and broad-based compensation programs. - Prepared the executive compensation disclosure component of the annual report.- Delivered presentations and represented management interests on HRCC, boards, panels, or at bargaining negotiations, mediation/arbitration disputes.- Redesigned the defined benefit pension plan to ensure financial sustainability.- Chaired the Human Resources Information System (HRIS) project steering committee overseeing the implementation of SAP SuccessFactors.- Led the HR workstream for the IESO-Ontario Power Authority (OPA) merger, harmonizing total rewards programs and aligning salary structures, while co-chairing joint evaluation teams for over 100 roles.- Competitively procured multi-year agreements with various total rewards vendors.

Reporting to the VP Total Rewards, provided counsel for all lines of business on the design and implementation of the compensation programs linked to the corporation’s reward philosophy while providing leading decision support and administration for the planning cycles related to base salary, short-term incentives, and long-term incentives.- Prepared the executive compensation disclosure component of the annual proxy circular.- Prepared and managed the annual corporate payroll budgeting process (1,200 employees). - Supported the day-to-day administration of the equity plans (Restricted Stock Units, Stock Options). - Ensured all equity plans are administered in compliance with the terms and conditions of the plan.- Led surveys & analysis to prepare recommendations on related subjects such as incentive pay, sales compensation, and equity awards, as they related to overall company compensation philosophy. - Led on-going compensation planning, design, and execution of special initiatives, such as acquisition integration and restructuring plans. - Developed sales incentive programs ensuring plans are innovative, competitive, fair, and relevant.

Led the design and delivery of compensation programs including sales compensation plans across various business units.- Designed, implemented, evaluated/monitored variable pay programs.- Conducted performance metrics studies, analyzed performance and set quotas.- Developed incentive compensation plan documents, built performance calculations examples, set equitable performance and payout tables, and wrote other communication/training materials.- Reviewed job evaluation and job reclassification requests (Joint Job Evaluation Committee). - Developed an incentive and recognition guideline to ensure consistency of rules & exceptions.

Reporting to the Associate Partner, Human Resources, I ensured compensation packages aligned with company policies, maintained competitiveness, and complied with provincial legislation.- Assisted in the variable compensation program design (firm-wide incentive plan). - Participated in the implementation of a Compensation Planning System (Cognos). - Participated in the implementation of a web-based “Position To Market” analytical tool (Cognos). - Participated actively in PeopleSoft migration project. Reviewed revised workflow processes.- Developed a standard set of final compensation analysis reports (trend analysis) across workforces.- Developed a complete set of HRIS reports (Headcount, Hires, Terminations & Turnover).