Executive Retirement Financial Planning · Kelowna, BC
The package is on the table. The clock already started. matter more than you realize.
Most of what you can still change, you can only change before your last day.
Do this first
If you haven't elected your pension option yet, stop. This is the single highest-leverage moment in the whole process, and it has no undo button once it's signed.
Map your RSU and option windows now, while you still control the timing of your departure. Many carry strict post-termination deadlines that start counting the moment you walk out.
Don't let HR's timeline become your timeline. Their job is to close your file by a date. Yours is to make sure that date doesn't cost you money you didn't have to lose.
Already departed? Some doors close at departure, but not all of them. Deferred comp timing, tax strategy, and the governance structure ahead of you are still very much in play. Talk to me anyway →
Not ready to talk to anyone yet?
That's normal. Most people aren't, this early.
Georgia is my private intake specialist. Lay out your situation, ask what's actually urgent, and understand your options, before any human conversation, and before your name is attached to anything. Your data stays in Canada. Nothing is saved unless you choose to take a next step.
When you're ready, she'll point you to the right next step, a free Clarity Call with me, or straight to the Sovereignty Survey if you already know you want to move.
The Problem Nobody Names
The Post-Executive Void Is Real. It Has a Name.
The best work happens before your last day, while every option is still open. Once you've walked out, most of what follows is already decided, whether anyone told you that or not. The Noise comes from everywhere: employers, plan administrators, and well-meaning people who assume business experience automatically translates into retirement decisions. It doesn't.
The pension election is one of the most consequential choices you'll make, often forced under time pressure with incomplete modelling. Deferred compensation arrangements (SERPs, executive bonus plans) can push income into the highest bracket for multiple years if payout timing isn't mapped in advance. And RSUs are taxed as employment income when they vest, with option windows that can close fast after termination. None of this is optional to plan around, all of it has a deadline.
Two Different Roles
Your HR Team Got the Offboarding Done. I Build What Comes After.
HR & Benefits Team
HR's job is to process the exit — pension elections, benefit conversions, paperwork, deadlines. That matters, but it stops at the boundary of employment.
ProsperWise
My job is to integrate the compensation your career became: pension, deferred comp, RSUs, holdco assets, investment accounts, tax exposure, and the income system that supports the next chapter. The planning and system design are one flat fee, so that advice stays about your actual position, not about how fast capital moves. Where implementation involves products with built-in commissions or asset-based fees, those are disclosed separately, in advance.
“We're very grateful for your steady approach and, above all, your patience... You're helping us all to learn how to create stability instead of chaos. It's definitely a reflection of who you are, what you strive to do, and your genuine kindness and care for the people you do this work for.”
Retired Executive, Kelowna, BC
How this works
Before your last day
1. The Sovereignty Survey
While your elections are still open, we map every compensation element, pension modelling, deferred comp timing, equity strategy, benefit conversion planning, and you leave with a Stabilization Map, an Immediate Risk Scan, and a 30-Day Action Framework. Most of this can't be revisited once you've walked out the door.
Departure & final 90 days
2. The Stabilization Period
Funds and benefits move into a secure, high-yield holding account through the transition. No decisions get rushed under departure pressure.
Months 3–12
3. The Virtual Family Office
Income planning, tax strategy, drawdown sequencing, investment policy, before capital moves into permanent structures.
After the Charter
4. The Integration
You step into retirement with a governance structure that runs without a paycheque: quarterly reviews, a clear mandate, an income system built for durability.
Common Questions
What Executives Ask Before They Ask Anyone Else.
What financial decisions do executives face at retirement?
Pension elections, deferred compensation timing, equity decisions, benefit replacement, and personal balance sheet integration, each with a window, and many close on the last day of employment.
Should I take a pension lump sum or monthly payments?
No universal answer. It depends on tax bracket, life expectancy, other income, estate goals, and the plan sponsor's financial strength. Model it before electing.
How are RSUs and stock options taxed at retirement in Canada?
RSUs are taxed as employment income when they vest; stock options may have specific deduction rules. Timing of vesting and disposition can materially change the after-tax result.
What happens to my deferred compensation when I retire?
Payout triggers and tax consequences need to be planned before retirement, not after the money lands. Poor timing creates avoidable multi-year tax pressure.
What happens to my identity when I stop being an executive?
That transition is real. Once the title disappears, the structure that organized your time, income, and decisions needs a new container, built on purpose.
When should I start planning my executive retirement?
As soon as a retirement date or package is on the table — ideally months before your last day, not after. Pension elections, RSU and option timing, and deferred compensation triggers are largely locked in at departure, and the number of decisions still open shrinks fast once you've left. Planning after the fact is possible, but severely limited compared to planning before.
Ready to go further
Most executives start with a free Clarity Call, 15 minutes with me, no pitch, while there's still time to act on what you learn. If you already know you're ready to move, you can start directly with the Sovereignty Survey, a structured process that culminates in a 90-minute working session, and leaves you with a Stabilization Map, an Immediate Risk Scan, and a 30-Day Action Framework.