HCI Consulting Inc. Corporate and Team Profile Brochure

Copyright © 2015, HCI Consulting Inc. All Rights Reserved.
H U M A N C A PI TAL I N V EST ME NT
CO NSULTI NG I N C .
C O R P O R AT E & T E A M P R O F I L E

ABOUT US
D I V E R S E C L I E N T E L E
Human Capital Investment (HCI) Consulting Inc. was founded in 2010 by
consultants with over 20 years of experience as Human Capital/Reward Consultants
with various large multinational consulting firms including KPMG Consulting LP,
Watson Wyatt Worldwide and Towers Watson.
HCI specializes in the area of pay equity compliance and our consultants
have worked extensively in public/private sectors to develop pay equity plans
for both union and non-union workforces. This work includes the facilitation of an
extensive number of joint union-management processes, involving:
CUPE SEIU OPSEU OSSTF CAW ONA
2

ABOUT US
D I V E R S E C L I E N T E L E
We can offer our clients significant consulting experience in all aspects of human
resource management, total rewards strategy and design. We have secured,
facilitated and personally directed a large number of broad based human resource
management and compensation assignments, including the development of
human resource/reward strategies and the design of a wide range of salary
management, variable pay, job evaluation systems and pay equity plans for both
the private and public sector organizations.
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ABOUT US
O U R A P P R O AC H
We believe that when undertaking work that impacts on any aspect of compensation, it is
always important to consider the broader Human Resource and Total Compensation
framework, to ensure that all actions are properly aligned with the needs of the organization.
The following model illustrates the framework that we use to ensure that decisions and
recommendations regarding total compensation needs align with the broader context of an
organization’s HR and business objectives.
Business Strategy
HR Strategy
Total Financial Rewards
Base Pay Incentives Recognition Benefits
Extrinsic
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ABOUT US
Our underlying goal throughout a client engagement is to deliver high quality
consulting support and technical expertise in order to ensure successful project
outcomes. To ensure we not only meet, but exceed our clients expectations we
apply the, “Discover – Design - Deliver” approach and divide our project roadmap
into the following three key work phases:
 As part of the Discover phase we seek to more clearly understand a clients’ current practices,
difficulties, risk, etc. and ensure we have a clear understanding of what project success looks
like from the clients perspective. As a deliverable from this work phase, we draft a detailed
project plan inclusive of work steps, timelines and project resource requirements.
 The Design phase marks a period of development where innovative solutions are developed,
iterated and tested
 The Delivery work phase reflects a shift in our consulting focus to more of an advisory role.
Our primary focus at this point is to ensure our clients are set up for program success going
forward.
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ABOUT US
D I S C O V E R D E S I G N D E L I V E R

Compensation
Surveys & Market
Pricing
HCI works closely with our
clients to determine the
most appropriate method
of collecting up to date and
accurate market survey
information, either through
the use of available
published salary survey
data or by conducting a
custom salary survey of
targeted organizations.
Job Evaluation
HCI has several approaches
to designing, developing,
and implementing effective
job evaluation systems for
clients. Our solutions range
from standard “off the
shelf” (e.g. HCI Job
Evaluation System) plans to
completely customized
(blank slate) approaches.
Pay Equity Compliance
HCI specializes in the
development of deemed
approved pay equity plans
that meet the requirements
of Ontario’s Pay Equity Act
for both unionized and
non-union workforces.
OUR CORE SERVICES

Performance
Management
HCI works closely with our
clients to determine the
most appropriate method
of collecting up to date and
accurate market survey
information, either through
the use of available
published salary survey
data or by conducting a
custom salary survey of
targeted organizations.
Base Compensation
and Total Rewards
Program Design
HCI works with clients to
develop a full range
compensation programs
that are internally equitable,
externally competitive and
take into consideration
practicality and affordability.
OUR CORE SERVICES

WHAT WE DO
C O M P E N S AT I O N S U R V E Y S & M A R K E T P R I C I N G
We work closely with our clients to determine the most appropriate method of
collecting up to date and accurate market survey information, either through the
use of available published salary survey data or by conducting a custom salary
survey of targeted organizations.
Compensation plays a critical role in organizations’ ongoing efforts to attract, retain and
motivate a talented workforce. Compensation program design and management play a key role
in aligning employee behaviour with business objectives. Human capital costs typically represent
one of the most if not the most significant component of an organization’s operating costs.
We have access to published market survey data from various sources that exist within our data
library. Through objective and detailed data analysis we produce results that can be relied on to
make decisions around competitive compensation.
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WHAT WE DO
J O B E VA L UAT I O N
The process of job evaluation contains several phases of work to ensure knowledge
is transferred to clients with respect to program application and maintenance.
There are several evaluation or rating options available for consideration, each with
its own merits in terms of efficiency, resource requirements, objectivity, etc.
HCI has several approaches to designing, developing, and implementing effective job evaluation
systems for clients. Our solutions range from standard “off the shelf” (e.g. HCI Job Evaluation
System) plans to completely customized (blank slate) approaches.
10

WHAT WE DO
J O B E VA L UAT I O N
We work with clients to discuss in detail the merits of each of the following job evaluation
rating methodologies in order to select the most appropriate option:
Job Evaluation Rating
Team and Consultant
Outsourced Third Party
(HCI) Evaluation
Internal Job Evaluation
Committee
Evaluating Jobs
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WHAT WE DO
PAY E Q U I T Y P L A N D E V E LO P M E N T
Our consultants have in depth experience in evaluating the compliance status of
organizations in both the private and public sectors. We’ve assisted employers in
updating and developing pay equity plans for both non-unionized and unionized
employee groups.
The following is a list of some of the pay equity related consulting services we offer:
 Develop pay equity plans for employers who have never done pay equity, new employers,
merged employers, and employers who have experienced, “changed circumstances” under
the Ontario Pay Equity Act;
 Lead, facilitate or provide advice in pay equity negotiations with unions;
 Provide representation during discussions with Pay Equity Review Officers;
 Act as an objective third party mediator in compensation, job evaluation or pay equity.
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WHAT WE DO
B A S E C O M P E N S AT I O N P R O G R A M D E S I G N
They provide a framework for
rewarding performance, assist in
making consistent pay decisions,
link career paths and pay
opportunities, and can provide a
framework for total rewards
design and delivery
Base pay is the cornerstone of a well designed total rewards program. Salary structures help
organizations manage compensation by aligning pay with the competitive marketplace,
recognizing the relative internal value of different jobs, and maintaining the cost-
effectiveness of pay programs.
We work with clients to develop compensation models that are internally equitable,
externally competitive and ensure that optimal design takes into consideration practicality
and affordability.
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HCI’S CONSULTING TEAM
Mark Whittrick CCP
Senior Consultant & Managing Partner
Mark has significant consulting experience in all aspects of human resource
management, total rewards strategy, and design. He has secured, directed, and
personally conducted a large number of broad-based human resource
management and compensation assignments, including the development of
human resource and reward strategies and the design of a wide range of job
evaluation systems, as well as salary management, variable pay, and pay equity
plans for both private and public sector organizations.
Mark Whittrick, CCP, has over fourteen years of experience as a Human Capital/Rewards
Consultant. He has worked with various large multinational consulting firms, including KPMG
Consulting LP, Watson Wyatt Worldwide, and Towers Watson.
14

Mark Whittrick CCP
Senior Consultant & Managing Partner
A frequent speaker on the subjects of pay equity and pay equity maintenance, Mark has
presented to Human Resources Professional Association of Ontario Chapters, participated as a
subject matter expert at Lorman Education Services seminars, Heenan Blaikie's Ontario Labour
and Employment Managing the Workplace seminars as well as numerous other seminars in
connection with his work.
Mark specializes in pay equity compliance. This work has involved the Ontario Pay Equity
Commission and both union and non-union workforces, and includes the facilitation of an
extensive number of joint union-management processes with:
CUPE SEIU OPSEU OSSTF CAW ONA
Mark graduated with an Undergraduate Degree from the University of Waterloo and a post
graduate diploma in Human Resources. Mark is a member in good standing with the Human
Resources Professionals Association of Ontario and is a Certified Canadian Compensation
Professional.
15

Doreen Lurie, is a Senior Consultant and a member of HCI’s Pay Equity Team.
Doreen Lurie
Senior Consultant
Doreen spent the last 21 years as a Senior Review Officer for the Ontario Pay Equity
Commission. During this time, she obtained “Exceed Status,” and the highest closing
rate of files annually and was the recipient of the Ministry of Labour’s G.E.M. “Award
in 2011 for Professionalism.
Doreen graduated with an Undergraduate Degree from the University of South Africa
and completed a certification in Advanced Mediation and Conflict Resolution at
Osgood Hall Law School, York University
16

Doreen Lurie
Senior Consultant
As a Senior Review Officer, Doreen was responsible for:
 Act as an objective third party mediator in compensation, job evaluation or pay equity;
 Investigation of complaints between employers and bargaining agents, individuals, groups of
employees, legal counsels and consultants;
 Facilitating settlements and negotiation of multi issue disputes between parties and effecting
settlements;
 Interpretation of the Pay Equity Act, its regulations and guidelines, policy and procedures and
jurisprudence and practices of the Pay Equity Hearings Tribunal, interpretation of other
relevant legislation;
 Gaining respect of all parties and ability to make informed decisions not limited to gender
neutral comparison systems, calculation of adjustments, what constitutes changed
circumstances in workplace, changes to job classes and sale of business;
 Issuing orders or notices of decision to resolve disputes and monitoring for compliance and
seeking jurisprudence to resolve disputes
17

George Vandermey
Senior Consultant
He has spent the last 24 years as the Director of Human Resources for the
Corporation of the City of Cambridge. The City of Cambridge is comprised of both
unionized and non-unionized employee groups. George’s responsibilities included
overall administration and leadership of all human resources activities in the
organization. Specifically, he was responsible for all aspects of compensation
administration including pay equity and internal equity processes, for non-
unionized employee groups and unionized employee groups
George Vandermey, S.H.R.P., is a Senior Consultant and a member of HCI’s Advisory Committee.
He has over 30 years of experience as a Human Resources expert in the Public Sector.
George graduated from the University of Western Ontario in the Public Administration Diploma
Program. He currently possesses the designation of "Senior Human Resources
Professional S.H.R.P." through the Human Resources Professionals Association.George has been
instructing Human Resources courses and Leadership courses at Conestoga College for over ten
years
18

John Workman OCT
Consultant & Information Systems Leader
Prior to joining HCI, John spent over 11 years as a Teaching Professional, where he
was involved in creating and facilitating a wide range of professional development
workshops at both the Board and Provincial level. As a qualified administrator,
John has gained a depth of legislative knowledge and public relation skills that
have helped him thrive as a collaborative team member and leader.
John Workman, OCT, is a Consultant providing services to clients in the areas of compensation,
pay equity compliance, job evaluation and human resources planning.
John’s work as guest speaker for numerous curriculum subjects led him to become an Additional
Qualification Instructor for the Elementary Teacher’s Federation of Ontario. As the nominated
Provincial Representative for the Pan-Canadian Assessment Program, John was one of the lead
developers for a Canada-wide assessment of Science curriculum.
John has extensive knowledge with information technology, and has created numerous website
applications for both the public and private sector.
19

John graduated with an undergraduate degree from the University of Waterloo, a
post graduate degree from the Faculty of Education at Queen’s University. He is
currently qualified as an administrator in the province of Ontario and is working
towards his Canadian Human Resources Professional Designation.
John is responsible for all of HCI’s information systems operations activities, including computer
operations, data entry, data control, operations support, and software development. He provides
input to policy-level direction regarding standards and budget constraints, administrative policies
and procedures, technical problems, priorities, and methods.
John Workman OCT
Consultant & Information Systems Leader
20

WHY HCI?
T H E H C I A D VA N TAG E
Experience tells us that to produce results, you’ll need effective talent, reward programs,
processes, and administration that align with your business strategy.
At HCI, we not only develop strategies, but design and implement programs that drive higher
performance and ensure the best return on your investment in human capital.
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A team comprised of broad-based
compensation consultants with extensive
pay equity experience and expertise;
A completely focused client approach;
A unique market positioning. We are not
large and global in nature, but our
consultants have successfully worked for
various large multinational firms in this
industry for a combined period of more
than 20 years. This allows us to provide best
practice and leading-edge ideas while still
being more sensitive to price and customer
service.
WHY HCI?
T H E H C I A D VA N TAG E
Our consultants have considerable experience with compensation planning and the
development of solutions tailored to specific requirements. HCI is ideally suited to partner with
your organization as a strategic consultant, and offers a number of advantages, including:

Twitter
@HCIConsulting
CONTACT US
Phone 1.888.407.4520
Email info@hciconsulting.ca
URL http://hciconsulting.ca
Google Plus
Pay Equity
Linkedin
HCI Consulting
K E E P C O N N E C T E D

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