Manager of Compensation, Benefits and HRIS.

Learning Design and Development Specialist responsible for the CGS Leadership Development Program.

Organizational Development Facilitator responsible for various OD services including Performance Management, Course Development and the Learning Management System.

Human Resources / Office Manager for Netsweeper Inc. responsible for an international HR presence. Employees in Canada, US, Mexico, UK, Netherlands, Dubai, South Africa, India, Pakistan, Malaysia, Australia, and Columbia.

Matthew Simon is the principal consultant for Aspyre Human Resources, a general Human Resources management practice located in Waterloo, Ontario. The practice provides Human Resources management support and services for a wide variety of clients in the manufacturing, agriculture, technology, non-profit, insurance, service sectors and more.Expertise in compensation, benefits, employee relations, team dynamics, talent acquisition, organizational development, Human Resources Information Systems, etc.Matthew holds an Honours Bachelor of Arts in Sociology from Wilfrid Laurier University where he specialized in organizational study and business management. Matthew has also earned the Certified Human Resources Leader (CHRL) designation through the Human Resources Professionals Association of Ontario (HRPAO) in 2000.

Instructor (Continuing Education) for the Compensation & Benefits and Human Resource Management courses at the University of Guelph starting on September 20, 2010. The course counts towards the CHRP and PCMP designations.

This course provides a framework for understanding various types of compensation approaches. The course begins by presenting a pay model outlining strategic compensation objectives, policies that form the foundation of a compensation system and alternate techniques that can be used in paying employees. The course distinguishes between job-based and person-based pay structures and the ongoing management functions that maintain internal alignment, enhance organizational competitiveness and create employee incentives within these various types of pay systems. Methods for decision making regarding pay level, pay mix and pay structures are explored. Various pay-for-performance plans are explained along with research evidence concerning their effectiveness in motivating employees and achieving business objectives. The course also examines the compensation of special groups, external market forces that impact compensation, the collective bargaining process and the roll of government and legal compliance issues in determining compensation practices.

The subject matter of this course focuses on the relationships between an organization's strategic planning and human resource management. Global economic and workforce trends, competitiveness and the employment relationships, the response of the human resource manager to a changing environment and new roles and ways of looking at traditional human resource functions are among some of the issues discussed. The course also introduces the components of the total compensation system, their application to human resources management and their role in supporting overall organizational strategy.

The Public Advisory Committee provides program leaders with advice on curriculum development to meet industry needs. I was the Chair of this committee from 2005-2010.

As Chapter President I represented the intersts of our chapter member to the HRPAO and coordinated the delivery of services locally. I led the chapter through it's first Strategic Planning exercise and pioneered the Peer Networking Groups. As a Director I was in the portfolios of Membership and the Compensation Survey.

Tibbett & Britten is one of the world's largest logistics companies. Contract assignment to amalgamate Canadian operations during multiple mergers and acquisitions in Canada and the U.S.

Contract to manage the compensation and benefits section during the spin-up of the new engine plant and the addition of Plant 2 assembly facilities.

Sharp Electronics of Canada Ltd. is the sales, marketing, and servicing arm of Sharp Electronics (Japan). Employees in six provinces with the Head Office located in Mississauga, Ontario. Responsible for talent acquisition and development, employee relations and communications, and ongoing support for HR systems.On implementation team for Total Quality Management (TQM). Designed and implemented the time and attendance tracking system.

Manager of Compensation, Payroll and HRIS. Implementation of Pay Equity, Performance Management, Pension Plan, and other compensation programs. Designed and implemented two HRIS systems, including the related programming required.

Training Specialist for Canada. Primarily responsible for the introduction of personal computer technology and related software training programs.