Thought Capital

The role of the Human Resources and Compensation Committee (HRCC) Chair continues to evolve at a rapid pace. With heightened attention on human capital, increased shareholder scrutiny, and a more complex operating environment, today’s HRCC Chairs face a broader and more demanding mandate than ever before.

The use of non-financial metrics has become a common fixture in executive incentive programs as they are often seen as critical drivers of business performance. Metrics such as sustainability, employee engagement, and strategy commonly complement traditional financial and operational measures in the annual corporate scorecard, and at times in the long-term incentive program. On the surface, this appears to be progress: broader measures of corporate performance providing a more nuanced linkage between pay and performance. But a closer look raises an important question: are non-financial metrics truly at-risk and subject to business outcomes, or do they inflate bonuses and insulate executives from underperformance?

A Total Variable Compensation (“TVC”) incentive program offers a unique approach to incentive compensation, blending elements of traditional short- and long-term incentive structures (“STIP” and “LTIP”). In this briefing, we shed some light on what it is, how it works, and key considerations for its implementation.

In a world where flexibility and long-term alignment matter more than ever, the traditional use of Deferred Share Units (DSUs) may be falling short. Julia Hunt and David Crawford from Hugessen Consulting, with insights from Torys LLP, explore an alternative that offers greater flexibility, supports long-term ownership, and reduces corporate liabilities: Direct Taxable Ownership.

Hugessen has completed its annual review of the 2025 TSX60 proxy circulars, and we are pleased to share key findings on executive pay levels, incentive design, Say-on-Pay results, and other governance topics.

This webinar addresses how Boards are navigating modern issues and trends tied to executive compensation, governance, ESG, and Board effectiveness.

Hugessen Consulting is proud to announce the promotion of Ciara Wakita to Partner. Since joining the firm in 2022, Ciara has played a pivotal role in expanding Hugessen’s Board Effectiveness practice, which she co-leads across Canada, the US, and Bermuda. Her promotion reflects the firm’s continued investment in this rapidly growing area of strategic advisory.

Canadian businesses are facing unprecedented uncertainty, driven by shifting trade dynamics, increasing geopolitical turbulence, and broader economic pressures. When it comes to executive compensation, Boards are tasked with navigating this complex environment and making thoughtful decisions that balance accountability to their shareholders with fairness to their management teams. Boards may find themselves questioning the resilience of their organization’s incentive programs and scorecards (many of which were just approved a few months ago) in light of the shifting economic and geopolitical realities.

Navigating U.S. and Global policy developments is becoming increasingly important for Canadian boards. From executive pay frameworks to CEO performance management and board composition, directors must stay ahead of a rapidly shifting geopolitical and economic landscape.

On. Off. On again. Off again. The first 100 plus days of the US presidency have been uncertain, to say the least. This uncertainty, on top of the existing macroeconomic and geopolitical situation, is challenging Boards’ long-term focus in the face of short-term volatility.

Gold hit an all-time high of $3,500 in April 2025, and the bull market is showing no sign of slowing down. This environment presents an opportunity for mining sector HR Committees and management teams to test whether incentive plans are performing as intended throughout the commodity cycle. Below we offer a few incentive design tools that help maintain the integrity of incentive plans.