Royer Thompson expands its Organizational Performance and Leadership Transition practice

-News Release-

Royer Thompson expands its organizational performance and leadership transition practice with the addition of veteran human resources leader Amanda Penney.

HALIFAX, Nova Scotia – Amanda Penney is joining Royer Thompson Management and Human Resources as Senior Director, Organizational Performance and Leadership Transition, effective April 8th, 2019. Amanda brings 15 years of human resources leadership to the firm, most recently as Director of Human Resources with a prominent private sector company during a time of business transformation.

Over her career, Amanda has had leadership oversight for performance management, succession planning, career development, recruitment, compensation, benefits, and labour negotiations. With experience throughout Atlantic Canada, she has worked in insurance, real estate, resource and manufacturing sectors and has provided support in multi-generational and unionized environments.

“Amanda is a progressive human resources leader and a discrete, trusted advisor.” Kim West, President of Royer Thompson says leadership transition and organizational performance are critical to success for companies in 2019. “More than ever, organizations are in a constant state of evolution, assessing and developing leaders, retooling skills, restructuring functions and often downsizing or supporting individuals to transition out of an organization and on to their next opportunity.”

Royer Thompson’s practice includes:

  • Performance management
  • Restructuring and change management
  • Executive and manager transitions
  • Termination and severance
  • Succession planning

We are committed to helping our clients as they navigate the critical phases of defining and supporting necessary changes within organizations. “We believe helping organizations be agile and responsive to changing conditions is an important component of a comprehensive human resources and talent management strategy,” says Ms. West.

“I am thrilled to be joining a team of highly respected professionals who are committed to supporting organizations capture the full potential of their people,” says Amanda Penney. “Sometimes in order to achieve high performance, organizations must make the difficult decision to exit people. These decisions have a significant impact to not only the individual leaving but also the team left behind so it is important for transitions to be handled with integrity for everyone.”

Contact: Harriet Wiegert

Tel. 902-422-2099


Royer Thompson is a talent management firm focused on capturing the full potential of people in organizations by supporting a shared sense of purpose, recruiting and cultivating leadership, and fostering an innovative, caring and entrepreneurial spirit.

Canadian Companies Care About Their People

HALIFAX, Nova Scotia – Royer Thompson Management & Human Resources Consulting today released the 2018 Termination & Severance Practices in Canada Study, the only survey of its kind that reflects data strictly from Canada. This year’s survey reflects that Canadian companies continue to make difficult decisions to optimize company performance however, these companies care about their people which is reflected in their severance and transition strategies.

Download the 2018 Termination & Severance Practices in Canada Study.

“When workforce changes become necessary, such as restructuring and downsizing, employers continue to help affected employees deal with job loss by providing transition services as part of the severance package,” says Kim West, president of Royer Thompson. “Overall, respondents say the economy in 2018 is strong – most companies surveyed anticipate the same or slightly fewer transitions over the next 12 months than in the previous years.”

Employers are concerned for the future of their employees even after departure from the organization. 74% of respondents say they provide outplacement services to transition employees because they believe it is the right thing to do. 56% of respondents want to help employees receive the skills and training needed to succeed in their next job and almost 50% provide career transition support to mitigate risk of being sued by a terminated employee. Nearly half of the employers respond that they provide support because they believe it will send a positive message to remaining employees.

Report highlights:

• In 2018, individual performance (64%) is the main factor for terminations, followed by organizational structural change (59%).

• Looking ahead, survey respondents expect the main cause of employee terminations over the next 12 months to be organizational structure change at 57%, individual performance at 52 % and business strategy change at 29% as the third cause. In 2016, only 41% of respondents picked individual performance as a primary factor in employee terminations going forward.

79% of respondents in 2018 identified job level as the major criteria for length of transition program, which has been steadily rising over the past four years. 47% of respondents cite expected difficulty of job search as a criterion – 47% in 2018 vs. 41% in 2014.

• Career transition services are included in the majority of termination packages, with approximately 80% of participating organizations including these services at the executive and manager level, and the majority of participants providing these services at the professional level.

• In 2018, employers are typically offering executives four to six-month career transition programs, down from six to 12-month programs in 2016. For professional and management positions, the most common career transition program provided to terminated employees is three months.

• Ninety-two percent of those surveyed required employees to sign a formal release to receive their full severance.

• There is some variety in severance payment structures, however, a key trend is prevalence to lump-sum severance today, rather than salary continuance.

Royer Thompson is the Atlantic partner of VF Career Management, a network of individually owned and operated Canadian companies who specialize in career transition services. Partners across Canada collaborate on the survey as part of their continuing commitment to understand the context in which we provide career transition services, conducting the Canadian survey in 2014, 2016 and 2018. Data for the 2018 Report was collected this spring from 176 respondents across Canada. Similar surveys were conducted in 2014 and 2016.

Contact: Harriet Wiegert
Tel. 902-422-2099

Royer Thompson is a Canadian talent management firm focused on capturing the full potential of people in organizations by supporting a shared sense of purpose, recruiting and cultivating leadership, and fostering an innovative and entrepreneurial spirit.

Royer Thompson adds additional depth to its Talent Management Advisory Team

HALIFAX, Nova Scotia – Sonya Stevens, Ph.D., ACC, is joining Royer Thompson Management and Human Resources as Senior Director, Talent & Leadership Development, effective September 17th.  Sonya recently returned to Halifax after six years in Toronto, where she held a leadership role in learning and development with TD Bank and consulted at a global consulting firm on talent and leadership development for Fortune 500 clients.

Sonya is a strategic thinker, who approaches today’s most pressing business challenges with curiosity, optimism, and practicality. Her expertise and approachability make her a trusted advisor to clients and colleagues. In assuming her new role at Royer Thompson, Kim West, President of Royer Thompson says Sonya brings a wealth of experience from working with diverse organizations, including companies, across various industries including healthcare, financial services, professional services, utilities, construction, retail, and government. She has a strong focus on developing evidence-based and practical solutions that drive tangible organizational impact.

“Increasingly our clients are looking for advice and support to leverage the full potential of their teams,” says Kim West. “Whether fostering a learning culture, building leadership competency models, assessing and developing talent, coaching executives or developing career paths and team capacity, Sonya’s integrated, holistic approach has proven to be a game-changer for organizations.”

“I am thrilled to be joining a firm that is truly passionate about unlocking the potential in people. I am convinced that the culture organizations foster through the quality of their people practices is integral to long-term business success, says Stevens. “I look forward to meeting our clients, understanding their business challenges, and helping them to find solutions that help them get the most out of their people.”

Sonya holds a Masters and Ph.D. in Industrial-Organizational Psychology from Saint Mary’s University and a BSc in Psychology from Dalhousie University. She is a Registered Psychologist (Ontario) and International Coaching Federation certified coach (ACC). She has completed advanced training in Return on Investment (ROI) methodology and is certified in many leadership and personality assessment tools. She is also a published academic author and an active member of various professional associations.

Harriet Wiegert
Tel. 902-422-2099

About Royer Thompson
Royer Thompson is a Canadian talent management firm focused on capturing the full potential of people in organizations by supporting a shared sense of purpose, recruiting and cultivating leadership, and fostering an innovative and entrepreneurial spirit.

From Sweat Pants to Dress Pants: Practical Tips from a Recent Grad

Ellen Snook, Human Resources Coordinator

“Ah, the relief of finishing exams and earning a university degree”, that seems to be the first sentence I hear when I talk to the graduates of 2018. The second sentence is usually about the stresses of finding a job, or if they have found a job, the fact that they are both excited and apprehensive about entering the workforce (which is completely normal by the way!).

Finding that first real job and gaining work experience can be daunting, especially if you have not had any office experience in the past. The transition from full time student to full time employee is an important change in life. Only you can determine how well you will be prepared for it, so let me help out a little with some of my personal experience. As we enter a new life chapter from sweat pants to dress pants, I felt that sharing my tips and tricks for new grads would be useful and could help facilitate the conversation that many of us students are thinking about! I’m a recent business grad starting my career, and in our practice at Royer Thompson, we advise clients to be purposeful, resolute, and well organized in the job search.

Here are my top ten tips for new grads:

  1. Learn everything you can about companies of interest. Look at websites, annual reports and attempt to reach out to employees within the organization to show your interest and receive any other information about the company.
  2. Aptitude and personality assessments can be useful to explore jobs that may not be obvious, although you have the degree, there may still be career options you may not have considered.
  3. Find out if the company hires recent graduates or has an internship program; many organizations are interested in developing talent and engaging with new graduates just like us!
  4. Prepare for the interview. Anticipate their questions and come prepared with yours. Many career websites and blogs are offering interview templates that you can use for practice. I had no idea what a behavioural interview was before my first interview (you aren’t alone!). Genuine curiosity is a highly rated quality by employers.
  5. Your CV and LinkedIn profile evolve as you gain experience, so keep them current and accurate! Be sure to turn off your notifications on LinkedIn when you are updating your profile. Turn them on for the big things like a new job! (Sending an email to your followers that you just added 62 new skills to your profile isn’t something you want.)
  6. Ask for information interviews and follow-up immediately with a note or email summarizing the topics discussed and affirm your interest; recruiters notice things like this.
  7. “If you qualify, APPLY!” Apply for numerous jobs. Get your resume out there. is your friend, create a profile and have them push out emails to you so you can see what jobs are posted daily. But remember that 80 % of jobs are not posted, networking through LinkedIn and at events is just as important.
  8. The best way to land your first job is through someone who knows you and is hiring, or by having a connection who will vouch for your academic, volunteer or extra-curricular experience and character. Reach out to that old family friend to ask if you can take them for a coffee to catch them up on what you have been up to the past four years. You have the degree, no one can take it away from you, so put yourself out there and talk about how you can contribute to an organization!
  9. Practice makes perfect. Every encounter and interview is an opportunity for self-discovery and to practice your pitch.
  10. You’ve got this, remember to keep positive. You’ve already accomplished a lot and you are keen to learn and contribute. There will be disappointments along the way so keep yourself whole, active and healthy in mind and body.


Feel free to reach out to me through LinkedIn to continue the discussion surrounding the student to employee transition or check out our services on our website