Atlantic Canada's Top Employers (2024)

p Employees from the Centre for Research in Integrated Care at the University of New Brunswick, one of this year’s winners.

INTRODUCTION:

East Coast community values shape the region’s growth 4

LIST OF WINNERS:

Atlantic Canada’s Top Employers (2024) 6

METHODOLOGY:

How this year’s winners were chosen 12

ATLANTIC CANADA'S TOP EMPLOYERS

Anthony Meehan, PUBLISHER

Editorial Team:

Richard Yerema, EXECUTIVE EDITOR

Kristina Leung, MANAGING EDITOR

Stephanie Leung, EDITOR

Chantel Watkins, ASSISTANT EDITOR

Juliane Fung, RESEARCH EDITOR

Sonja Verpoort, RESEARCH ASSISTANT

Cypress Weston, RESEARCH ASSISTANT

Advertising Team:

Kristen Chow, MANAGING DIRECTOR, PUBLISHING

Ye Jin Suhe, MANAGER, PUBLISHING

Chariemagne Kuizon, JUNIOR COORDINATOR

Vishnusha Kirupananthan, SENIOR BRANDING & GRAPHIC DESIGNER

Sabrina Wu, SENIOR CONTENT & PUBLISHING SPECIALIST

Sponsored Profile Writers: Berton Woodward, SENIOR EDITOR

Jane Doucet

Allison Lawlor

Tom Mason

For employers across Atlantic Canada, there’s a feeling of relief that the economy continues to fire on all cylinders. Population growth and inmigration from the rest of Canada remain strong throughout Atlantic Canada, with the exception of Newfoundland and Labrador. Newcomers are attracted to the high quality of life and affordable cost-of-living that the Atlantic provinces offer.

The region’s unemployment rate, long its economic Achilles’ heel, remains higher than the rest of Canada. But the good news is that unemployment across Atlantic Canada is continuing a 30-year downward trend from its high-water mark in the mid-1990s. Growing up in Nova Scotia before this period, I can recall how many of my high school classmates had to leave the region just to find work. Those days are over now, with young people in the region increasingly attracted to its growing urban centres, particularly Halifax, which has seen the highest population growth in its history in the last three years.

Amid this hopeful news, Atlantic Canada faces a different challenge that looms on the horizon. One of the main reasons for the region’s steadily declining unemployment rate is that its population base is rapidly ageing. Nova Scotia shares the distinction (with Québec) of having the oldest median age of any province, with the rest of Atlantic Canada not far behind. Even with

immigration levels at historically high levels, there are fewer and fewer people of working age available to replace the people who are leaving the region’s work force.

Many people are surprised to learn that Canada is on track to become the oldest country in the hemisphere by 2050.† This isn’t the first time I've raised the alarm bell about this demographic shift, but for employers in Atlantic Canada the effects will become visible and more pronounced sooner.

In presenting this year’s Atlantic Canada’s Top Employers, our hope is to provide a ‘catalogue of best practices’ highlighting what the region’s best employers are doing to recruit and retain the best employees. These organizations are in the best position to weather the approaching demographic storm; other employers in the region would do well to emulate and improve their workplace initiatives and forward-thinking HR policies.

Over time, the best employers find that their advantage comes from steady improvement each year, not just a single policy or splashy initiative. This management philosophy, more than anything else, is the golden thread that runs the organizations that return to the list year after year.

– Tony Meehan

p St. John’s-based CoLab Software offers employees an unlimited annual vacation allowance, together with a company-wide holiday shutdown between Christmas and New Year’s.

Introduction

From craggy coastlines and iconic lighthouses to charming fishing villages and vibrant cities, the Atlantic provinces are postcard perfect, with a welcoming population reputed to be among the friendliest anywhere. And given the quirkiness of the weather – including some of the biggest snowfalls in the country – its people are also incredibly

resilient, drawing strength from communities with deep roots and a relaxed family-centred lifestyle.

Not surprisingly, these qualities make the East Coast a great place to do business.

Atlantic Canada’s Top Employers 2024 embody those family values and love of community in the very way they run their businesses.

“Organizations in Atlantic Canada

prioritize community involvement and employee benefits, such as paid time off for volunteering,” says Kristina Leung, managing editor for Mediacorp. “There is a deeply ingrained sense of community amongst the employers – not just community in the broader sense of helping out, but actually in how they structure the organization.

“Whether employers are hosting

company social events that include friends and family or implementing a profitsharing plan, there’s an idea of togetherness – that when they strengthen the community, they’re inherently strengthening their own organization and people, that everyone is in this together.”

That sense of community is front and centre for Cooke Aquaculture Inc., a family owned and managed company that

p Ron Munsie, an employee at Saint John-based Cooke Aquaculture, works on a salmon farm in the Atlantic ocean.

INTRODUCTION

has operated a sustainable aquaculture business in Atlantic Canada since 1985. Headquartered in Saint John, it’s seriously committed to the communities where it’s located, supporting hundreds of community and charitable initiatives.

“We generally operate in smaller communities which means our workforce makes up a large portion of the population,” says Joel Richardson, vice president, public relations, for the Cooke Inc. family of companies that includes Cooke Aquaculture. “That also means our employees are major contributors to community life – we’re organizers of fundraisers and events, we’re coaches, in-school mentors and more.

Cont. move to the region, there’s diversification of industry with an increasing prominence of technical companies, as well as traditional resource-based organizations and the public sector. Companies such as Dash Hudson, a social media management platform, add a fresh dynamic to the region. Headquartered in Halifax’s downtown core, the company just celebrated its 10th anniversary.

“We had an East Coast kitchen party to celebrate Dash Hudson’s birthday,” says Jill Hennigar, vice president of operations. “Local musician and songwriter Joel Plaskett played and everyone wore a whole lot of plaid!

“We even had to establish a website for the intake and processing of donation requests from groups in our community, which are reviewed weekly by a sponsorship committee,” he continues.

“Truly, the strength of our company is our people and the people of Atlantic Canada are kind, hard-working and proud.”

Cooke Aquaculture has also established formal social committees at many of its locations, holding events such as National Hot Chocolate Day, Pancake Tuesday breakfast and National Employee Appreciation Day. There’s even a dedicated barbecue trailer with all the equipment needed to host an event that site managers or community groups can book for summer occasions.

As an employer, the company is supportive of its people continuing their professional growth through internal and external courses, including college and university level programs, and industry-specific learning opportunities. Additionally, it offers a wide range of services through its health benefits package that includes coverage for mental health practitioners and also maintains a wellness platform for employees that’s available to family members as well.

“Atlantic Canadian companies are competitive with other areas of Canada when it comes to family-friendly initiatives,” says Leung. “The winning companies offer generous benefits, such as maternity and parental leave top-up for new mothers, fathers and adoptive parents as well as health plans tailored to the needs of each employee and their family. That gives them an edge in competing for top talent.”

Leung also points out that, along with a growing workforce as people continue to

“We find Halifax is the perfect city, just big enough to provide all the trappings for a balanced life by the ocean. We’re surrounded by universities so have seen great success hiring here. Maritimers are hard workers who care.”

The company supports hybrid work for employees as well as flexible start and end times so that parents can pick up kids from school and attend soccer games or other important events. Employees receive personal days on top of their vacation time to allocate as they see fit.

Flexibility at Dash Hudson also takes a leading-edge approach in allowing employees to work from outside of their province or country. The company recently launched a remote work process where employees can apply to travel and work remotely for a period of time. So far, that’s included South America, Europe, Asia, the United States and locations across Canada.

“People want their personal lives and work to fit together in a more flexible way than the traditional clock-in, clock-out system of the past,” says Hennigar. “We encourage employees to know what flexibility means at Dash Hudson and how they can work with their managers to take ownership of their schedules.”

With modest but continued economic growth forecast for 2024, according to the Atlantic Economic Council’s annual Atlantic Economic Outlook, the future looks positive for the region’s Top Employers.

“The tech sector in Atlantic Canada continues to grow, which is inspiring to see,” says Hennigar. “There are many great businesses across Atlantic Canada supporting the development of our community, and we’re happy to be a part of that.”

– Diane Jermyn

p Halifax-based Admiral Insurance Services recently increased its starting vacation allowance to an impressive five weeks per year.

p Jessy Ouellette is VP Engineering at Halifax-based Dash Hudson, a social media management platform.

ADMIRAL

DASH HUDSON

PHOTOS (CLOCKWISE FROM TOP):

1. EfficiencyOne , based in Dartmouth, N.S., helps employees achieve professional ambitions with career planning services and leadership development programs

2. Software developer Verafin , based in St. John's, supports employees' professional and personal development with $2,000 annually towards academic courses or wellness activities.

3. Halifax Regional Municipality helps employees prepare for life after work with a defined benefit pension plan.

HALIFAX R.M.

202 4 WINNERS

p Saint John-based Irving Oil recognizes employees for outstanding community volunteerism through financial donations to an organization of the employee's choice.

The following organizations have been chosen as Atlantic Canada’s Top Employers for 2024 (employee count refers to full-time staff):

ADMIRAL INSURANCE SERVICES LTD., Halifax.

Direct property and casualty insurance carriers; 455 employees. Increased its starting vacation allowance to five weeks, with employees working to a maximum of six weeks after six years of employment.

ASSUMPTION MUTUAL LIFE

INSURANCE COMPANY, Moncton. Insurance, retirement savings and

mortgages; 241 employees. Helps employees save on everyday expenses with discounted auto insurance, low-interest home loans, and discounted auto lease rates.

BELLIVEAU VEINOTTE INC., Bridgewater, N.S. Accounting; 57 employees. Reimburses up to $1,000 annually for health club, weight loss or other related memberships and allows employees to direct a maximum of $500 toward fitness equipment.

BIOVECTRA INC., Charlottetown.

Pharmaceutical manufacturing; 616 employees. Offers unlimited coverage for mental health care and established an internal committee to raise awareness of mental health.

BLUEDROP ISM LTD., St. John's. Software; 53 employees. Manages a unique "giving bank" program, providing each employee with $500 to make charitable donations each year.

CAHILL GROUP, THE, St. John's. Construction; 2,081 employees. Experienced significant growth in the past year, increasing its full-

time workforce in Canada by nearly 19 per cent.

CBCL LIMITED, Halifax. Engineering services; 411 employees. Supports hybrid work options for eligible roles and makes the commute to work a little easier with transit subsidies.

CLEARWATER SEAFOODS LP, Bedford, N.S. Seafood processing; 1,289 employees. Supports employees who want to start a family with generous maternity and parental leave top-up payments, to 70 per cent of salary ranging from 35 to 52 weeks.

COLAB SOFTWARE INC., St. John's.

2024 WINNERS Continued

Software; 77 employees. Maintains an unlimited vacation policy as well as a dedicated office closure over the winter holidays.

COOKE AQUACULTURE INC., Saint John. Fish farming; 2,208 employees. Provides coverage for mental health care as part of its benefits plan, to a maximum of $1,000 per year.

CROMBIE REIT, New Glasgow, N.S. Property management and development; 274 employees. Donated over 6,000 volunteer hours on company time over the past year and does not maintain a formal cap on paid time off to volunteer.

DASH HUDSON INC., Halifax. Software; 186 employees. Offers hybrid work options for eligible employees as well as the option to work remotely outside of their province or country for a set period of time.

DOCTORS NOVA SCOTIA, Dartmouth, N.S. Professional associations; 32 employees. Supports employees who want to have a family with maternity and parental leave top-up for new parents, to 95 per cent of salary for up to 17 weeks.

EFFICIENCYONE, Dartmouth, N.S. Energy conservation advocacy; 164 employees. Helps employees fulfil their professional ambitions with career planning services and leadership development programs.

EMERA INC., Halifax. Electric power generation and distribution and gas distribution; 2,488 employees. Supports ongoing employee education with tuition subsidies for courses taken externally, to a maximum of $5,000 annually.

FLEETWAY INC., Dartmouth, N.S. Engineering; 299 employees. Matches employee donations dollar-for-dollar, to a maximum of $1,000 per year.

FOREST PROTECTION LIMITED, Lincoln, N.B. Aerial forest management, surveying and fire fighting services; 58 employees. Encourages employees to lend a helping hand in the community with three paid days off to volunteer per year.

FOWLER BAULD & MITCHELL LTD. / FBM, Halifax. Architectural services; 47 employees. Offers compassionate leave top-up for those called upon to care for a loved one, to 100 per cent of salary for up to eight weeks.

HALIFAX REGIONAL MUNICIPALITY, Halifax. Municipal governments; 3,613 employees. Helps employees prepare for the future with retirement planning assistance and a defined benefit pension plan.

HEALTH ASSOCIATION NOVA SCOTIA, Bedford, N.S. Professional associations; 122 employees. Provides 40 hours of family sick leave per year, which can be used to care for an ill family member or to attend appointments.

HIGH LINER FOODS INC., Lunenburg, N.S. Seafood processing; 513 employees. Enables employees to learn new skills through in-house apprenticeships, opportunities for formal mentoring and leadership development programs.

HORIZON HEALTH NETWORK, Fredericton. Healthcare services; 8,208 employees. Offers phased-in work options to allow employees nearing retirement to gradually reduce their work hours.

IRVING OIL, Saint John. Petroleum refining, distribution and retail; 2,874 employees. Recognizes employees for outstanding community volunteerism with financial donations that can be directed to an organization of the employee's choice.

JAZZ AVIATION LP, Goffs, N.S. Air transportation; 4,628 employees. Offers employees and their families reduced rates on various airlines around the world, including Star Alliance carriers.

KILLAM APARTMENT REIT, Halifax. Property management and development; 592 employees. Supports parents with college and university-aged kids with an academic scholarship program, to $1,500 per child per year.

MAJOR DRILLING GROUP INTERNATIONAL INC., Moncton. Drilling services; 620 employees. Provides maternity and parental leave top-up for employees who want to start a family, to 75 per cent of salary for up to 26 weeks for all new parents.

MEDAVIE INC., Moncton. Medical insurance and health services; 7,301 employees. Rewards employees for donating their time to local community initiatives, offering a $500 donation for every 50 hours volunteered.

p Bridgewater, N.S.-based accounting firm Belliveau

reimburses up to $1,000 annually for health-related memberships and fitness equipment.

p Pharmaceutical manufacturer Biovectra in Charlottetown offers unlimited coverage for mental health care.

Veinotte

BELLIVEAU

BIOVECTRA

2024 WINNERS Continued

MUFG INVESTOR SERVICES, Halifax. Investment management services; 729 employees. Offers a number of financial incentives, including year-end bonuses and referral bonuses of up to $2,000.

MYSA SMART THERMOSTATS, St. John's. Programmable smart thermostats; 111 employees. Helps employees sustain healthy lifestyles with an annual health and wellness allowance of $500.

NATURE'S WAY CANADA LTD., Dartmouth, N.S. Nutritional supplements; 66 employees. Lets everyone share in the company's success with profit-sharing, available to all employees.

NEW BRUNSWICK COMMUNITY

COLLEGE / NBCC, Fredericton. Post secondary schools, college; 1,158 employees. Supports a college-wide well-being committee that organizes initiatives such as therapy dog visits on campus.

NEWFOUNDLAND AND LABRADOR

CREDIT UNION LTD., St. John's. Credit unions; 124 employees. Celebrates an employee appreciation day in April with gifts, prizes, and an employee luncheon.

NORTH ATLANTIC SERVICES

LIMITED PARTNERSHIP, St. John's. Petroleum distribution; 86 employees. Offers referral bonuses as an incentive for employees to recruit friends, to $1,000 per successful hire.

NORTHWOOD, Dartmouth, N.S. Nursing care facilities; 987 employees. Encourages employees to put their health first with up to 18 paid sick days annually.

NOSEWORTHY CHAPMAN

CHARTERED PROFESSIONAL ACCOUNTANTS, St. John's. Accounting; 58 employees. Invests in ongoing employee development with subsidies for professional accreditation and tuition for courses taken externally.

NS SPORTS MEDIA PROS LTD. / COVERS, Halifax. Sports gaming media; 100 employees. Provides a one-time work-from-home reimbursement of $400 to help employees create a comfortable home work environment.

NTT DATA CANADA, INC., Halifax. Computer systems design services; 948 employees. Helps employees shore up savings for retirement with matching RSP contributions.

p Clearwater Seafoods encourages employees to volunteer with local charitable organizations by providing up to three paid volunteer days each year.

p Halifax-based energy provider Emera supports ongoing employee education with tuition subsidies, to $5,000 annually. CLEARWATER

2024 WINNERS Continued

OPPORTUNITIES NEW BRUNSWICK, Fredericton. Provincial government, economic development; 154 employees. Celebrates employee accomplishments through a full suite of performance recognition programs, including peer-nominated awards and informal rewards based on the company's values.

OUTSHINE, Halifax. Marketing consulting services; 35 employees. Invests in ongoing employee education with generous tuition subsidies for job-related courses, to $5,000 per year.

PROVIDENT10, St. John's. Pension plan administration; 62 employees. Supports all pathways to parenthood, providing up to $15,000 of coverage for fertility drugs if needed.

PROVINCIAL CREDIT UNION LTD., Charlottetown. Credit unions; 178 employees. Offers 30 paid personal hours each year for employees to attend to personal matters that cannot be taken care of outside an employee’s regular work hours.

RESMED HALIFAX ULC, Halifax. Custom computer programming services; 289 employees. Maintains a generous time off policy of four weeks of starting vacation allowance and additional paid time off during the winter holidays.

SEKISUI DIAGNOSTICS PEI LTD., Charlottetown. Medical diagnostic products; 192 employees. Provides generous maternity and parental leave top-up for employees who want to start a family, to 100 per cent of salary ranging from 17 to 32 weeks.

SERCO CANADA INC., Happy Valley-Goose Bay, N.L. Technical consulting and management services; 820 employees. Promotes healthy work-life balance with four weeks of paid vacation (after five years of employment) and paid personal days off.

ST. JOHN'S INTERNATIONAL AIRPORT AUTHORITY, St. John's. Airport operations; 93 employees. Supports employees in professional growth with career planning services and leadership development programs.

UNI FINANCIAL COOPERATION, Caraquet, N.B. Credit unions; 972 employees. Helps employees enjoy the lighter side of work with a number of social events throughout the year, including a lobster dinner, a maple sugar camp tour, and an employee golf day.

UNIVERSITY OF NEW BRUNSWICK / UNB, Fredericton. Post secondary schools, university; 1,841 employees. Offers subsidized memberships to extensive onsite fitness facilities including skating,

swimming, an indoor climbing wall, instructor-led fitness classes and much more.

VERAFIN INC., St. John's. Specialized financial software; 897 employees. Provides a $2,000 annual payment that can be used for academic courses or a range of wellness activities, in support of overall professional and personal development.

VERB INTERACTIVE INC., Halifax. Marketing and advertising; 234 employees. Fosters a culture of appreciation through a

peer recognition program with redeemable points for gift cards or directed as a charitable donation.

WORKERS' COMPENSATION BOARD OF NOVA SCOTIA, Halifax. Administration of human resource programs; 440 employees. Offers a $1,000 health spending account as part of its benefits plan, allowing employees to top up coverage to suit their personal needs.

– Richard Yerema & Kristina Leung

p Shyanne Tatton is an Indigenous patient navigator at Horizon Health Network in Fredericton. HORIZON

1. Employees at the University of New Brunswick can take advantage of subsidized memberships to extensive onsite fitness facilities.

2. Halifax-based marketing firm VERB Interactive rewards employees through a peer recognition program with redeemable points.

3. An employee at New Brunswick Community College in Fredericton demonstrates the HyFlex system, a hybrid-flexible course model.

METHODOLOGY

This special designation recognizes the employers in Canada's four Atlantic provinces that lead their industries in offering exceptional places to work.

Employers are evaluated by the editors of Canada's Top 100 Employers using the same eight criteria as the national competition: (1) Workplace; (2) Work Atmosphere & Social; (3) Health, Financial & Family Benefits; (4) Vacation & Time Off; (5) Employee Communications; (6) Performance Management; (7) Training & Skills Development; and (8) Community Involvement. Employers are compared to other organizations in their field to determine which offer the most progressive and forward-thinking programs.

Any employer with its head office or principal place of business in New Brunswick, Prince Edward Island, Nova Scotia or Newfoundland and Labrador may apply for the Atlantic Canada's Top Employers competition. Employers of any size may apply, whether private or public sector.

– Diane Jermyn

PHOTOS (CLOCKWISE FROM TOP):

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1. Employees at Opportunities New Brunswick enjoy an active social calendar that features five culture teams which offered over 50 events last year.

2. An employee at Halifax-based Emera learns about the Hindu festival of lights, Diwali, by creating a colourful rangoli using sand, tea lights and flower petals.

3. Employees from The Cahill Group, a heavy construction group based in St. John’s, taking part in the National Day of Truth and Reconciliation.

PHOTOS (CLOCKWISE FROM TOP):

CAHILL

Halifax Regional Municipality is built on values

Conrad Allison sees his handiwork everywhere when he travels through Halifax Regional Municipality (HRM). It’s visible at busy intersections and roundabouts, in tactical bikeways, sidewalks, new guardrails, curbs and other infrastructure projects –all the work of the design engineering technology team that Allison supervises.

“I can drive to the grocery store and see things I’ve had a hand in designing,” he says. “I see people walking on the trails or driving on the roads that I had a part in. It makes me feel that what I do makes a difference.”

That feeling of being a valued part of an organization is a big element in what makes HRM such a satisfying place to work, according to Allison. It’s something he feels every day. “Since I’ve been here, I’ve always felt supported by my peers,” he says. “That means a lot.”

I see people walking on the trails or driving on the roads that I had a part in. It makes me feel that what I do makes a difference.

— Conrad Allison Supervisor of Design Engineering Technology

It takes about 3,600 employees to make the Halifax Regional Municipality work: employees who handle everything from snow removal and road repairs to running recreation programs and fielding public enquiries.

Making sure every one of them understands how crucial they are in the municipal machine is so important that it’s become official HRM policy, says Britt Wilson, HRM’s executive director of human resources.

“We have a very clear mission and values statement,” he says. “We call it ‘Plan on a Page.’ It talks about collaboration. It talks about evidence-based decision-making, about accountability, diversity, inclusion and respect in the workplace. These are all things that resonate with our employees and with the kinds of people who are interested in working in the

public service.”

HRM Plan on a Page is cited in team meetings and orientation sessions and is widely circulated throughout the organization, says Wilson. “We always make sure when we make decisions – whether it’s HR or finance or communications – that the decision reflects back on our values and missions.”

As a young engineering technology graduate, Allison was attracted to a job at HRM because of its stability and benefits package. But he quickly realized he had opened a world of opportunity for himself. Over a 15-year career he’s changed direction several times,

working first as a project designer in the office and later becoming a construction inspector working at job sites. Eighteen months ago, he returned to the project design department to lead a team of 10 engineering technologists responsible for the detailed design drafting and estimating for public works projects.

Allison says HRM has prepared him well for job success with courses and training programs and plenty of on-the-job opportunities to put newly minted skills into practice. “Anyone can grow their skills here,” he says. “There are training opportunities every

 Conrad Allison is the supervisor of design engineering technology at Halifax Regional Municipality.

 The planning and development staff reviewing plans together at Halifax Regional Municipality.

month to learn about things like diversity, management skills, professional development.”

HRM has developed a corporate training program called Aspiring Leaders along with other learning opportunities, says Wilson. “We

have education reimbursement where we will reimburse employees for half the cost of education programs they wish to take at local universities and colleges. As well, we have internship programs that students can become part of.”

Proud to be one of Atlantic Canada’s Top Employers for 2024.

3,613

22,396 $

1,500 $

2,500

full-time staff in Canada job applications received last year annual mental health benefit annual maximum tuition reimbursement

There are lots of opportunities to “try on” different careers at HRM, says Wilson. “Employees don’t necessarily want to be stuck in one job for their entire career. We can offer a totally different workplace without changing

employers. That means you get to keep some of the advantages we offer in our compensation: a robust benefits program and a very good retirement and pension program. It’s a good place to build a career.” 

Horizon is committed to well-being, inclusion and growth

Horizon Health Network (Horizon) is one of the largest employers in New Brunswick and the second-largest health authority in Atlantic Canada. The organization has more than 14,000 employees, 1,200 physicians and many volunteers at its 12 hospitals, and more than 100 medical facilities, clinics and offices. It delivers sustainable, safe and quality health-care services to residents of New Brunswick, as well as northern Nova Scotia and Prince Edward Island. Horizon is supported by 17 foundations and 16 auxiliaries and alumni organizations.

We greatly value the opinions and ideas of our people. We recognize the challenges our team members navigate daily to provide exceptional health care to New Brunswickers.

— Gail Lebel Vice President and Chief Human Resource Officer

Horizon’s senior leaders recognize how important it is for employees and physicians at all levels to be heard and supported. “Our retention and engagement strategy, called Our Promise, focuses on numerous initiatives that improve our employees’ and physicians’ work experiences,” says Gail Lebel, vice president and chief human resource officer.

“Every time a project is launched, we measure its success to ensure that we are getting the results we want. Fresh ideas and projects are

consistently incorporated.”

Examples of projects already making a difference in the workplace include pet therapy, the introduction of employee self- and flexible-scheduling pilot projects, a new safe patient handling program, wellness hubs, enhancements to the physical work environment and upcoming improvements to security. “People might come in to say they’re having a hard day or need support,” says Sébastien Cormier, employee wellness co-ordinator for the Moncton area, who manages the wellness hub where he can direct employees to appropriate resources. “Focusing on health and wellness breeds positivity in our workplace.”

In addition to the Employee and Family Assistance Program

(EFAP), Horizon has other programs that focus on employees’ well-being. Recharjme cabins have recently been installed in nine Horizon hospitals. These innovative cabins offer 25-minute sessions to relax in a heated, massaging, zero-gravity chair with light therapy and soothing music.

The Headspace app is being introduced as a targeted new pilot to help support emergency department and critical care unit health-care workers with their stressful work environments. And every month there are employeeappreciation events and activities to create a family atmosphere and a sense of belonging – from summer barbecues and new-hire mingles to winter family-skating events.

As a part of the high-volume

recruitment of nursing staff, allied health professionals and physicians, there is an increasing number of diverse new hires from all over the world.

“We have a strong diversity, equity and inclusion (DE&I) framework and several new innovative programs to support inclusion in the workplace,” says Lebel. “We are equipping and empowering leaders to facilitate learning and have meaningful conversations with employees and physicians about the importance of DE&I. We want everyone to feel welcome and valued here at Horizon.”

In terms of growth and development, it’s vital to help employees further their careers with continuous learning by offering several hundred e-learning courses offered for clinical and

 Dr. Blyth and Dr. Hadley, hospitalists, at Dr. Everett Chalmers Regional Hospital of Horizon Health Network.

non-clinical development. “That is crucial for health-care professionals, to provide the very best care to patients,” says Lebel. “We have a big focus on leadership development, including a partnership with the Canadian College of

Health Leaders. Our learning and development team is making great strides to enhance our offerings to support leaders.”

In such a large organization, communication can be challenging, so senior leaders use

various employee and physician communication channels.

“We greatly value the opinions and ideas of our people,” says Lebel. “We recognize the challenges our team members navigate daily to provide exceptional health

8,208

20,906

49

83.5%

full-time staff in Canada external applications received last year years, longestserving employee of managers are women

care to New Brunswickers, and we know there is still lots to be done. We believe that acting on their innovative ideas and implementing best practices to improve their overall work experience will make a difference at Horizon.” 

There’s a culture of flexibility at Irving Oil

As a mom with three children under the age of six, Gillian Brookins admits things can get busy. “For me, work-life balance is huge,” says the project analyst with Irving Oil. “Here at Irving Oil, we have the flexibility to work from home, and we have leaders who understand that we all have lives outside of work.”

I’m a different person today than when I started. Through every stage, the company has been very supportive.

— Gillian Brookins Project Analyst

Not many companies are so clearly a part of the fabric of their home province like Irving Oil. The Saint John, N.B.-based business is one of New Brunswick’s largest employers, with professionals from dozens of disciplines. Irving Oil operates Canada’s largest oil refinery, with a network of distribution terminals and fuelling locations across Eastern Canada and New England. Through the company’s approach to energy transition, reducing greenhouse gas emissions and developing sustainable energy solutions, it is working to provide safe and reliable energy, while evolving its business for the future.

Brookins was hired as an accountant fresh out of university in 2014, and began navigating her own career evolution with the company. After sharing her goal of pursuing human resources with her manager, she was offered the opportunity to job shadow

members of the company’s human resources team.

“I’ve had a few different roles with the company since then and have always been provided with lots of training to set me up for success,” she says. “I’m a different person today than when I started. Through every stage, the company has been very supportive.”

Ensuring employees are engaged and feeling supported is important for the company, says Jennifer Beach, chief human resources and corporate administration officer.

“We prioritize safety and remain grounded in the values that have guided our company for 100 years

– that people matter,” she says. “We want everyone to go home safe every day – with our employees, our customers and our communities at the heart of all we do.”

The company’s new LEEDcertified headquarters – the ‘home office’ – nestled in the centre of Saint John is a case in point. The award-winning building brought together six offices that were once spread across the city, with a host of amenities and an open-concept layout designed to allow employees to meet and collaborate. In addition to a flexible work program, Beach says providing a state-of-the-art

space for employees to continue building meaningful connections is essential.

“When we designed the home office, the question we concentrated on was, ‘How do we bring our people together to collaborate and to work effectively together,’” says Beach.

The home office also provides employees with a fitness centre, change rooms and shower facilities, allowing employees to squeeze in a lunchtime workout, yoga or spin class.

The workplace features nursing staff who provide services such as on-site blood collection. A café on the fifth floor offers a rotation

 Katelyn Ricketts, manager of emissions reporting, outside of the Irving Oil refinery in Saint John, New Brunswick.

of daily specials, as well as a lunchroom and patio where staff can enjoy a smoothie, sandwich or hearty soup while gazing out at the Bay of Fundy.

And for those looking to give back to their community, Irving

Oil’s Good Energy in Action program allows employees time away from the office to volunteer. The program also matches employees’ charitable donations.

Brookins is involved with All In, the company’s employee resource

group that delivers meaningful programming and learning opportunities, and celebrates the diverse voices of its employees. She also participates in the company’s Diversity and Inclusion Council, a group that looks for ways to

2,874

28,670

$ 1,500

1,722

full-time staff in Canada job applications received last year mental health practitioner benefit staff volunteer hours last year

enhance Irving Oil’s inclusive culture that supports diversity, individuality and respect.

“It’s easy to come to work and be yourself,” says Brookins. “We have an environment that promotes authenticity.” 

 David McCormick, manager of TVC operations, and Erica McAdam, senior manager of terminals capital program, meet in one of the kitchens at the Irving Oil home office in Saint John, New Brunswick.

Provident10 offers employees growth and innovation

The opportunities

Evelyn Linennen saw to help grow and contribute to an innovative future for Provident10 fueled her excitement as she packed up and moved across the country.

The senior pension analyst left her job in Toronto last summer, relocated her family to St. John’s and happily joined one of the few pension and investment management organizations in Newfoundland and Labrador.

Since 2017, the company has offered plan administration and investment management of the province’s Public Service Pension Plan. With more than 55,000 members, it is one of the largest defined benefit plans in Atlantic Canada.

ideas and career plans, knowing they are committed to her professional development. “I personally feel I am valued because they seek my feedback,” she says. “I feel very happy that I joined the company with a lot of opportunities to come.”

Working with a supportive team has made adapting to life in a smaller province easier and more fun. “Colleagues are very welcoming. They are always reaching out,” she says.

Caring for each other is essential to the company, says Heather Keough, director of people and culture. One of several employees who have been with the organization since its start in 2017, she has developed deep ties to her

colleagues. “We have a really strong family feel in the office,” she says.

It’s not uncommon to arrive at work to find homemade cookies a colleague has brought to share. Employees also frequently gather in the lunchroom to eat and socialize. The company hosts potlucks, chili cook-offs, and other team-building events several times a year.

Provident10’s employees are connected not only to each other but to the larger community. Providing service to one in nine people in Newfoundland and Labrador, they can take pride in serving their neighbours and family members. As employees, they are also members of the pension plan, giving

their work added personal value.

“The impact that we have on the province of Newfoundland and Labrador is significant,” says Keough. “It is really meaningful to me, knowing that the work I do in supporting our employees to deliver the best service and outcome to our plan members has a ripple effect throughout the province. We provide our members with peace of mind, stable retirement income, and a quality of life that allows them to continue contributing to our communities.”

Linennen looks forward to helping Provident10 grow and find innovative ways to use technology to better serve its clients. “With modernization, opportunities for

We provide our members with peace of mind, stable retirement income, and a quality of life that allows them to continue contributing to our communities.

— Heather Keough Director of People and

Culture

“It’s a relatively newer organization compared to where I came from so it intrigued me,” says Linennen. “What jumped out at me was their message. It focuses not only on public servants but on employees.”

Since starting her new job, Linennen has felt welcomed and appreciated. She frequently meets with senior leaders to discuss her

 Heather Keough, director of people and culture (left) at Provident10

new and evolving roles will come along,” she says. “Modernization doesn’t happen overnight. It requires a lot of collaboration.”

Provident10 underwent a major technology upgrade last July. It launched a new case management

system to improve client transactions. “We couldn’t make those changes without our employees supporting and buying into the change,” says Keough.

Giving back keeps Provident10 employees connected to the larger

community. Whether it is volunteering at The Gathering Place, a community health centre in St. John’s, or being there for families at Ronald McDonald House, employees are supported as they volunteer together.

62 $ 1,000 $ 1,047

5.4

full-time staff in Canada mental health practitioner benefit  annual spend on training per full-time employee weeks, maximum vacation allowance

“We’re not just showing up for those people who are fortunate enough to be our plan members. We’re also showing up for the vulnerable people in our community. It really aligns with our core values,” says Keough. 

 Provident10 employees prioritize connecting with each other, including collaborating to support its technology upgrade last year.

Talented employees bring UNI long-term success

Mario Patenaude left his corporate job in Alberta three years ago, jumping at the opportunity to return to New Brunswick and join UNI Financial Cooperation, where he was drawn to its longstanding values of solidarity, responsibility, and courage.

“UNI is about our members and the communities we serve,” says the vice-president, talent management. “The culture is well aligned to what I believe in.”

Our employees are at the heart of what we’re all about.

— Camille H. Thériault President and CEO

With more than 40 branches in communities across New Brunswick, UNI remains as deeply connected to the people it serves as it did 88 years ago when the first Caisse populaire acadienne was founded in Petit-Rocher, N.B. From its humble roots grounded in providing economic power to Acadian people, UNI is now a major economic player contributing actively to growing the province’s economy and beyond.

“We’re passionate about our members,” Patenaude says.

Last summer, the passion of UNI employees shone when the cooperative underwent a major technological transition and experienced unexpected technical challenges that affected its members. The new platform –known to be one of the best in the industry – didn’t initially perform the way it was intended.

UNI had previously relied on Québec-based Desjardins Group for its online platform but needed one tailored to its own needs after parting from Desjardins and becoming an independent cooperative.

UNI’s head office teams, based in Caraquet, were deployed to the front lines last summer. For several weeks, they scattered throughout the province, lending support to their colleagues and members in branches.

“If it hadn’t been for the quality of our employees, there would

have been far more challenges,” Patenaude says. “At our core, we are team people. We collaborate, there is solidarity. If you need help, you just say you need help. The impressive thing is that you’ll turn around and you’ll find six people who want to help.”

Thanks to the dedication of its employees and the loyalty of its members, the new online platform is now performing much better than last summer. “We will be just as pertinent in the next 88 years as we were in the last 88 years because of our employees,”

Patenaude says.

Camille H. Thériault, president and chief executive officer, credits the resilience, talent, leadership and commitment of employees for UNI becoming a financial institution with $5.7 billion in assets based in a town on New Brunswick’s Acadian Peninsula, far from large financial centres like Montréal or Toronto.

“It is very, very impressive,” he says. “Our employees are at the heart of what we’re all about.”

Retaining and attracting good employees is essential to UNI’s

 UNI employees help serve its members in over 40 branches across New Brunswick.

success, especially as it continues to grow its operations. The cooperative has a low turnover rate, several long-term employees and relies heavily on recommendations from staff for hiring. Each year, a significant number

of recruits are identified through referrals.

Motivated to make an enduring impact on people’s lives, UNI’s employees and leaders take their responsibility to the communities they serve seriously. Last year,

ADVANTAGES

the cooperative supported local initiatives totalling $2.5 million in donations and scholarships. UNI offers a financial boost to several students in the community who are pursuing college or university studies.

Development: ongoing training, mentoring, career advancement opportunities

Flexibility: remote/hybrid work and flexible hours arrangments

Dynamism: peer collaboration; social activities

1,000

100% $ 1,000

1,518

full-time staff in Canada job-related and unrelated tuition subsidies starting financial bonuses for course completions  staff volunteer hours last year

To help those struggling to put food on their tables, UNI donated close to $90,000 to 17 food banks across the province last December. “As a cooperative we need to lend a hand to help those most in need,” says Thériault. 

 UNI trusts and centres its employees by recruiting several of their recommendations for hiring.