Meet Scott

  • Opportunity:

    • Develop a group benefits plan that provides value for a diverse generational group that improves upon a 35/100 employee engagement score

    Process:

    • Align leadership to create project team (Communications, Finance, Payroll, Legal, IT Security)

    • Create plan design from prior survey data and cost estimates with previously selected providers

    • Develop and deliver 10+ educational presentations to all employee levels including Executives

    • Create train-the-trainer sessions to equip HR with the ability to promote the plan

    • Ensure go-live and post go-live activities are completed

    Result:

    • Implemented a group benefits plan design that improved the engagement score by more than 50% and equalizes the importance of wellbeing with traditional plan design

  • Opportunity:

    • Build and deliver Skip’s first employee retirement savings plan

    Process:

    • Build RFP and meet with/select providers

    • Align with Executive on preferred plan type and create forecast models for contributions

    • With Skip’s strong inclusion culture, ensure program meets a variety of employee/religious needs

    • Implement dual providers (traditional and Shariah)

    • Build and implement governance model

    Result:

    • Implemented a highly effective plan that met the needs of a diverse population

  • Opportunity:

    • Develop a best-in-class group benefits plan for 12,500 non-union employees

    Process:

    • Measure employee feedback in needs/wants survey, then hold focus groups

    • Create plan design and cost estimates with previously selected providers

    • Develop customized enrolment tool

    • Develop and deliver 15+ educational presentations to all employee levels, including the Executive team

    • Ensure go-live and post go-live activities are completed

    Result:

    • Implemented innovative approach to group benefits that is generation agnostic and creates a combination of traditional coverage and forward-thinking wellbeing

    • Plan design recognized in Benefits Canada

  • Opportunity:

    • Equip ApplyBoard leadership with the programs needed to attract staff and deliver fair and consistent rewards

    Process:

    • Led Total Rewards through benefit plan and compensation structure designs

    • Met with preferred consultant to review coverage at P50, matching organizational TR objectives

    • Engaged leadership for alignment

    • Executive Sponsor for compensation and options grant build

    Result:

    • Delivered group benefit and compensation plans that created a meaningful value proposition while meeting organizational objectives

  • Objective:

    • Establish the foundational pay framework for US operations

    Process:

    • Determine internal benchmark jobs

    • Select appropriate benchmark data

    • Analyze internal benchmarks to external data

    • Present data and findings to Executive Committee

    • Communicate and implement

    Result:

    • Developed pay structure created transparency, trust, budget control, and career laddering governance processes