Shawn Campbell
About Shawn Campbell
Shawn Campbell, 44, has served as Chief Financial Officer of Dakota Gold since June 2021. He holds a Bachelor of Commerce (Distinction) from the University of Victoria and a Diploma in Accounting from the University of British Columbia; he is both a Chartered Professional Accountant (CPA, CA) and a CFA Charterholder . Prior roles include CFO of GT Gold Corp (Nov 2019–May 2021) and several leadership positions at Goldcorp Inc., including Head of Investor Relations (Apr 2018–Oct 2019) and Head of Finance for Canada & U.S. (Jul 2013–Mar 2016) . Campbell’s incentive design includes performance share units tied to relative total shareholder return versus the MVIS Global Junior Gold Miners Index, emphasizing market-linked performance alignment .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| GT Gold Corp. | Chief Financial Officer | Nov 2019–May 2021 | Finance leadership and capital markets exposure (role title indicates CFO responsibilities) |
| Goldcorp Inc. | Head of Investor Relations | Apr 2018–Oct 2019 | Investor communication leadership (role title indicates IR responsibilities) |
| Goldcorp Inc. | Head of Finance, Canada & U.S. | Jul 2013–Mar 2016 | Regional finance oversight (role title indicates finance responsibilities) |
External Roles
No external public-company board memberships or outside roles are disclosed for Campbell in the executive officer biography sections of the proxy statements reviewed .
Fixed Compensation
| Metric | FY 2022 | SP 2022 (Apr–Dec) | FY 2023 |
|---|---|---|---|
| Base Salary ($) | 166,188 | 151,371 | 220,367 |
| Target Bonus (%) | 60% of base salary (Campbell Agreement effective Jun 1, 2021) | 60% of base salary (Campbell Agreement effective Jun 1, 2021) | 50% of base salary (updated Campbell Agreement Apr 19, 2024) |
| Actual Bonus Paid ($) | 52,887 | 69,491 | 117,000 |
| Stock Awards ($) | 618,750 | 125,000 | 225,000 |
| Option Awards ($) | 1,091,965 | 125,000 | 75,000 |
| Total Compensation ($) | 1,929,790 | 470,862 | 637,367 |
Current base salary minimum and target bonus: At least $225,000 base with 50% target bonus under the Apr 19, 2024 employment agreement .
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual | Payout Range | Vesting |
|---|---|---|---|---|---|---|
| PSUs (2023 grants) | Relative TSR vs MVIS Global Junior Gold Miners Index | Not disclosed | Target level (0–200% formula) | Not disclosed | 0%–200% of target | Three equal tranches on Mar 1, 2024, 2025, 2026 |
| RSUs (granted 2023) | Time-based RSUs | Not disclosed | N/A | N/A | N/A | Two equal tranches on May 11, 2024 and 2025 |
| RSUs (granted 2023) | Time-based RSUs | Not disclosed | N/A | N/A | N/A | Three equal tranches on Mar 1, 2024, 2025, 2026 |
| Stock Options | Time-based vesting | Not disclosed | N/A | N/A | N/A | Two equal tranches on May 11, 2024 and 2025; three equal tranches on Mar 1, 2024, 2025, 2026 |
Equity Ownership & Alignment
| Category | Detail |
|---|---|
| Total Beneficial Ownership | 938,213 shares including components below, as of record date Mar 14, 2025 |
| Common Shares Owned | 366,892 |
| Vested Options | 447,154 |
| Vested RSUs | 6,922 |
| Warrants | 117,254 |
| Ownership % of Shares Outstanding | Less than 1% (99,032,807 shares outstanding) |
| Upcoming Vesting (from 2023 grants) | RSUs vest May 11, 2025 (final tranche); RSUs vest Mar 1, 2025 and 2026; PSUs settle Mar 1, 2025 and 2026 |
| Options Outstanding (select) | 300,000 exercisable at $4.76 expiring May 17, 2026; 29,101 exercisable + 58,204 unexercisable at $3.01 expiring Sep 2, 2027; 54,096 unexercisable at $2.81 expiring Mar 1, 2028 |
| Hedging/Pledging | Hedging and short sales prohibited by insider trading policy; pledging policy not explicitly disclosed in the proxy |
Employment Terms
| Term | Key Provision |
|---|---|
| Current Agreement | Employment Agreement effective Apr 19, 2024 (Dakota Gold (Canada) Services Corp.) |
| Base Salary | At least $225,000 |
| Target Bonus | 50% of base salary |
| Severance (Without Cause or Resign for Good Reason during CoC window) | Lump-sum equal to 1.5x base salary + 1.5x a bonus deemed 75% of base salary; plus pro-rated estimated annual bonus to termination date; equity awards fully vest upon termination |
| Good Reason Window | Only if Good Reason event occurs within 3 months prior to or within 12 months after a Change of Control |
| Older Agreement (effective Jun 1, 2021) | C$250,000 base; 60% target bonus; 1.5x base + 1.5x 75% bonus severance; full equity vesting upon termination |
| 2024 Potential Payments (illustrative as of 12/31/2023) | Cash severance $590,625; acceleration of equity $282,554; total $873,179 |
Investment Implications
- Alignment: High “at-risk” equity in the form of options, RSUs, and PSUs tied to relative TSR enhances pay-for-performance; PSUs linked to MVIS Global Junior Gold Miners Index indicate direct sensitivity to market-relative execution .
- Near-term vesting/selling pressure: Multiple scheduled RSU/PSU settlements and option vesting dates in 2025–2026 (May 11 and Mar 1 cycles) could contribute to trading volume and potential insider selling windows depending on blackout policies and 10b5-1 plans .
- Retention risk: Severance framework provides 1.5x salary and 1.5x deemed bonus with full equity vesting upon qualifying termination, but “Good Reason” is limited to the change-of-control window, which may reduce voluntary resignation leverage outside CoC scenarios .
- Governance and risk signals: 2024 Section 16 filings were timely for officers and directors, and hedging/short sales are prohibited—both supportive of governance quality; no explicit pledging policy disclosure found in the proxy . Additionally, Campbell’s role as signatory on multiple 8-Ks underscores ongoing senior finance accountability .
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