Carrie Lipson

-Support the creation and deployment of the HR agenda and Talent Story for the business within MedTech Canada -Partner with client groups to develop and execute strategies to strengthen the organization -Responsible for the development and deployment of HR strategy in partnership with local Business leaders to drive the achievement of business objectives in organizational design, succession planning, career management, performance management, and workforce planning - Driving a strong culture through application of organizational development interventions, coaching and business partnership with leadership - HR Enterprise lead for Diversity and Inclusion Compliance (AODA and Employment Equity) and supporting the advancement of Canada's D&I Strategy.

-Human Resources Business Partner to the Government Affairs and Market Access team, Finance and Logistics, Legal, Corporate Communications and Healthcare Compliance -Drive overall team engagement scores through action planning -Leader of the Canadian D&I team responsible for developing and implementing Janssen Canada’s Diversity and Inclusion Strategy -Integral member of the Canadian Culture Team -Process lead for Talent Acquisition helping to shape Talent Acquisition for Janssen -North American Change Agent for Canada -Manage all Employee Relations issues for client groups -Developed HR Metrics Scorecard to enhance effectiveness of HR department and build analytics capability -Experience leading acquisitions, integrations and organizational restructuring initiatives.

Partnered with the VP/GM to transform the Canadian organization and position Canada for growth •Instrumental in the design and implementation of the Canadian reorganization •Recruited and retained top talent to ensure a healthy succession talent pipeline •Key member of the Sr. Leadership team •Developed and Implemented Canada’s People Strategy to effectively position Avaya for sustainable growth •Developed retention strategies and programs to retain top talent •Reviewed and revised Canada’s compensation ranges to ensure competitiveness •Effectively led the Canadian Team through talking talent and Performance Management cycles •Managed the HR team and Led the effort to build a performance based culture in Canada •HR lead for the Nortel Integration activities for Canada

Was both HR Manager and C&B Manager Reporting to the Vice President, Global Compensation and Benefits Supported 4 different Canadian Managing Directors as well as the Canadian Leadership team. •Designed and Implemented Compensation and Benefits Programs for Canada supporting the Global Pay for Performance Philosophy •Strategic member of the Global Compensation Team and provided regional perspective to global program design •Managed Canada’s Stock and Pension Plans •Global Policies lead for the International Regions •Managed all benchmarking activity, determined merit increase budget guidelines and base pay structural movements •Key member of the comp. committee. Designed and rolled out Sales Compensation Plans •Went to market and conducted RFP to review competitiveness of benefits •Re-designed and successfully rolled out Canada’s new Benefits Health and Welfare Plans •Responsible for ensuring HR Legal Compliance at AVAYA Canada •Designed and implemented Canada’s Compensation Policies and Programs •Effectively managed a team of 3 HR Generalists and HR interns. •Mergers and Acquisition experience

•Consulted and advised management on all Human Resources Related issues with a focus on Compensation and Benefits •Helped managers develop and meet staffing plans by recruiting and selecting candidates •Successfully hired over 175 employees including over 60 System and Application Engineers •Responsible for the development and roll-out of the performance management function •In charge of overall Compensation function including base salary structure design and variable pay plans •Conducted an Executive Compensation review for the Board of Directors •Responsible for managing all benchmarking activity and review competitive assessments with Management •Process lead for all Immigration and Relocation related issues •Conducted terminations and exit interviews •Provided support to all Managers on sensitive HR issues •Ensured compliance with Employment Law

Victoria College