The Human Resources & Compensation Committee ensures that CIM fosters an equitable, motivating, and legally compliant working environment for its staff, volunteers, and leadership. Operating under the authority of the CIM Council, the committee oversees workplace policies, talent development, senior executive performance, and organizational compensation structures.

Purpose

The primary mission of the Human Resources & Compensation Committee is to:

• Promote sound people practices: Guide the development, review, and compliance of human resources policies across CIM’s National Office, societies, districts, and branches.
• Align executive performance and reward: Oversee senior leadership planning, performance evaluation frameworks, and competitive compensation packages that motivate leadership and reflect fiscal responsibility.
• Support staff and volunteer well-being: Monitor organizational health, workplace safety, talent retention, and fair dispute-resolution mechanisms.

Key responsibilities

The committee’s oversight encompasses three core areas:

1. Human resources policy and workplace culture
• Policy development and compliance: Recommends comprehensive HR policies for staff and volunteers, reviewing them with management at least every three years and conducting periodic audits to verify legal and policy compliance.
• Organizational health monitoring: Tracks key human resources metrics and trends—including health and safety, worker’s compensation claims, recruitment, turnover, grievances, and contractor performance.
• Professional development: Verifies that management maintains effective systems for performance reviews, cross-training, job placement, and staff succession.
• Consistent standards: Ensures sound HR practices are implemented across CIM societies, districts, and branches as well as the National Office.
2. Senior leadership and executive compensation
• CEO performance and goal setting: Develops the evaluation process for the Chief Executive Officer (CEO), approves annual objectives for the CEO and Executive Leadership Team, and reviews annual performance results.
• Executive remuneration: Recommends competitive base salaries, incentive programs, and contract terms for the CEO and Senior Leadership Team (SLT) to the Executive Committee (ExCom) for approval.
• Annual salary and budget review: Reviews the CEO's recommendations for organization-wide compensation budgets and assesses any off-cycle, unbudgeted compensation adjustments outside the CEO’s standard authority.
• Leadership succession: Establishes succession planning frameworks for the Senior Leadership Team (excluding the CEO) and reviews planned organizational changes reporting to the CEO.
• Pensions and benefits: Oversees the adequacy of CIM pension plans, coordinating with the Audit & Risk Committee prior to presenting modifications for Council approval.
3. General committee governance: Evaluates its own effectiveness and reviews its Terms of Reference annually to ensure alignment with organizational needs and Council directives.

Committee composition and operations

The Human Resources & Compensation Committee is led by CIM’s presidential leadership succession line, supported by non-voting executive officers:

Voting members:

• Chair: CIM President-Elect
• CIM President
• CIM Immediate Past President
• CIM Incoming President-Elect

Non-voting (ex-officio) support:

• Chief Executive Officer (CIM)
• Chief Financial Officer (CIM)
• Committee Secretary (staff support)

Last updated in accordance with the Terms of Reference approved by Council on May 3, 2025. 

Learn more about CIM Council