Royer Thompson Expands its Organizational Performance and Leadership Transition Practice
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.”