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2026-11-06

← PDI management

Full background report

Gwendal Bonno

Chief Human Resources Officer

Career chronology

  • Named in April 2026 combined team; issuer page accessed at cutoff identifies same role; exact appointment and cutoff continuity are not independently established: PDI Gold Limited — Chief Human Resources Officer. March 2026 Quarter presentation (Page 16, proposed combined management team)

  • June 2023–at least April 2026; later subsidiary-role continuity not established: Robex Resources — General Manager People and Communication. 2025 Robex annual meeting circular (Executive officer services agreement)

  • Earlier role; dates not established: Assala Energy — Group HR Manager. March 2026 Quarter presentation (Page 16, HR biography)

Governance and interests

Robex people role

2023–2025 · documented · medium materiality

Robex disclosed Bonno as its people and communications general manager from 26 June 2023, providing services through GPC SA Group. The service arrangement is disclosure, not evidence of impropriety.

Attribution: Individual involvement documented. Service and employment arrangements are recorded in the issuer circular; independent assessment of terms was not performed.

Relevance: Shows prior people leadership and governance arrangement.

2025 Robex annual meeting circular (Executive services agreement section)

Suitability for the current role

Relevant reported experience

Career through 2026 · analyst inference · low materiality

Gwendal Bonno has issuer-reported experience relevant to the current chief human resources officer role. The career chronology gives the underlying roles; independent verification and precise earlier tenure remain limited.

Attribution: Responsibility not applicable. Role fit is an analytical inference from disclosed roles, not an independent verification of credentials.

Relevance: Relevant experience for the executive function.

March 2026 Quarter presentation (Page 16, proposed combined management team); March 2026 Quarter presentation (Page 16, management biographies)

Evidence gaps

  • Independent credentials and professional membership were not confirmed with institutions.

  • Prior-employer dates, outcomes and personal contributions require broader independent corroboration.

  • Court, regulator and local-language records across relevant jurisdictions were not comprehensively reviewed; this is a limited public-source screen.

  • Exact appointment date and role continuity as at 31 October 2026 are not independently established; the April dated team announcement and undated issuer page identify the role.

  • The review reused broad name-and-employer searches across topics; dedicated searches of each topic for each former employer and every jurisdiction were not completed.