Alberta's Top Employers (2017)

p Employees at Edmonton-based Alberta Investment Management Corp. (AIMCo), one of this year's winners.

AIMCO

ct100.ca/alberta

MEDIACORP

2017 WINNERS

Match your degree or diploma with employers that recruit new grads with your academic background Published annually since 1992, The Career Directory is Canada’s longest-running and best-loved career guide for new graduates.

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2017

3 AMBYINT

ALBERTA’S TOP EMPLOYERS 2017

12th Annual Edition

ALBERTA'S TOP EMPLOYERS 2017 Magazine Anthony Meehan, PUBLISHER

Karen Le,

VICE-PRESIDENT

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Advertising Sales:

Kristen Chow,

DIRECTOR, OPERATIONS

Amy Wong,

SENIOR ACCOUNT REPRESENTATIVE

Sponsor Content Writers:

Berton Woodward, SENIOR EDITOR

Michael Benedict Brian Bergman

Ann Brocklehurst Sheldon Gordon Don Hauka

Bruce McDougall John Schofield

Barbara Wickens

© 2017 Mediacorp Canada Inc. All rights reserved. ALBERTA'S TOP EMPLOYERS is a registered trade mark of Mediacorp Canada Inc.

p The nerf gun is never far from reach for fast-drawing employees at Calgary-based Ambyint.

INTRODUCTION

I

t’s easy to feel welcome in Alberta. This province has long attracted a fertile mix of people, creating a vibrant and increasingly diverse workforce. That’s something Alberta’s Top Employers for 2017 recognize as a strength for business, energizing their ranks with fresh voices that contribute to innovation and success.

This year’s winners lead the way with a variety of initiatives for fostering an inclusive environment for all employees, from in-house networking groups to formalized structures that promote diversity from the top down to every level of the organization.

For example, the City of Calgary recently implemented its first diversity and inclusion strategy, in recognition of the importance of attracting and leveraging a diverse workforce and building an inclusive workplace. Ultimately, the City sees its inclusion strategy as helping to create a healthy, ethical and respectful work environment beneficial to everyone. According to City officials, it’s a win/ win because when employees feel safe at work, they can focus on their common purpose, which in their case is making life better for Calgarians.

While provincially-owned credit union ATB Financial in Edmonton launched its diversity initiative in 2012, it added a diversity and inclusion council this past year. Kerilee Snatenchuk, Director for ATB’s Diversity, Inclusion and Wellness initiatives, explains that organizationally, there was a growing awareness of the need to become more purposeful in building inclusionary practices.

“One of our main aims is to reflect the market we serve,” says Snatenchuk.

“Definitely, the Indigenous population is growing, as well as the visible minority population and new immigration. We’ve continued to reflect those populations in our own internal key members area.”

ATB Financial also supports a number of recently formed employee resource groups whose members share a common interest. Currently there are groups for women, millennials, new Canadians (self-named the Melting Pot), the LGBTQ community and Filipino employees. Each group has an executive sponsor who has an interest in the group, so that members are able to interact with senior executives and receive informal mentoring.

4 Continued

“People are very enthusiastic when they learn about our groups,” says Snatenchuk. “Either they want to participate because they see one that’s a fit for them or they want to start their own. There’s a template on how to organize, build a mission and how people can become members. After that they’re more autonomous, although I participate in their meetings as much as I can to give more strategic vision around what’s going on organizationally in inclusion and how they can impact those activities.”

Overall, Snatenchuk says, it’s been a good way to create awareness, break down barriers and address unconscious bias. But with 5,400 people spread out across Alberta, she says her biggest challenge is spreading the news that these groups exist and that they can be part of it.

“We don’t want it to just be urban,” says Snatenchuk. “These groups are part of the fabric of ATB and an important part of our story in Alberta. It’s not just a nice-to-have but a must-have. People feel like they have more of a voice in the things that affect them.”

Calgary-based concrete maker Lafarge Canada Inc. actively supports workforce diversity by partnering with community organizations to recruit individuals from all walks of life, including the Champions Career Centre for individuals with disabilities and Immigrant Services Calgary for new Canadians. Rebecca Curwen, Lafarge’s Talent Acquisition Manager, and Alex Lefebvre, Lafarge’s Talent Acquisition Coordinator, say that lately, they’ve been talking to a lot of people who are recently arrived in Canada. While language can be an issue, Curwen says the vast majority of newcomers who land in Alberta have strong communication skills in English.

What matters is being qualified for the job.

“We don’t see many barriers at all for those who have attained permanent residency status,” says

UNIVERSITY OF CALGARY

INTRODUCTION

ALBERTA’S TOP EMPLOYERS 2017

p Coordinator of the University of Calgary's Women's Resource Centre Nanako Furuyama (right) and

student Emily Leedham, President of the University's Consent Awareness & Sexual Education Club.

q Employees at Calgary-based Travel Alberta working

TRAVEL ALBERTA

on a project in the head office's third floor lounge.

6

INTRODUCTION

ALBERTA’S TOP EMPLOYERS 2017

Continued

Lefebvre. “As long as people come with the right background and experience within our industry, we don’t make a big deal if they haven’t got Canadian experience. Everyone here has been very open-minded.”

Lafarge has also recently focused on reaching out to more women, particularly for technical roles, in what has traditionally been a male-

dominated industry. The number of women hired by the company has increased significantly in the last two years.

“Our challenge is that for every position that we post, the ratio of people who apply is significantly heavier on the male side,” says Curwen. “For us, it’s about increasing our brand awareness so that we’re getting more qualified women applying to our positions. Once

they apply, we have absolutely no resistance. Our operations want to hire those women if they’re qualified.”

Curwen’s advice to any organization that wants to add more diversity to their teams is to talk about it openly with their hiring managers.

“Some companies don’t like to have that conversation or are concerned they’re going to get resistance, so

just avoid it,” Curwen says. “But we find people embrace it very quickly and get excited about the idea.

We’re solving problems a lot faster by having a very diverse group that helps us strategically problem solve.

You get new ideas and perspectives.

It also helps having support from the top. It’s something that’s ingrained in every aspect of Lafarge around the world. It’s a cultural norm here.”

– Diane Jermyn

EPCOR UTILITIES INC.

q Employees at Edmonton-based EPCOR Utilities Inc., one of this year's winners, keeping the city running.

T

7

ALBERTA’S TOP EMPLOYERS 2017

employees. Offers referral bonuses of up to $1,000 for employees who are able to recruit candidates from their personal networks.

o determine the winners of this year’s Alberta’s Top Employers list, the editors at the Canada’s Top 100 Employer project evaluated each employer’s operations and human resources practices using the same eight criteria as the national competition: (1) physical workplace; (2) work atmosphere and social; (3) health, financial and family benefits; (4) vacation and time off; (5) employee communications; (6) performance management; (7) training and skills development; and (b) community involvement.

These criteria have been consistent since the launch of the Alberta’s Top Employers competition 12 years ago.

ATB FINANCIAL, Edmonton, Credit Union; 4,802 full-time employees.

Launched a diversity and inclusion council and is currently piloting internal employee resource groups.

B

ENNETT JONES LLP, Calgary, Law Firm; 861 full-time employees.

Encourages employees to lead healthy, active lives with a fitness club subsidy, ranging from $300 to $450 per year.

Employers are compared with other organizations in their field to determine which ones offer the most progressive and forward-thinking programs. Detailed reasons for selection, explaining why each of the winners was chosen, are published on the competition homepage at:

BETHANY CARE SOCIETY, Calgary, Nursing Care Facilities; 262 full-time employees. Helps newcomers gain Canadian work experience with shortterm internships, offered in partnership with community organizations.

www.CanadasTop100.com/alberta

BOW VALLEY COLLEGE, Calgary, Post Secondary, College; 593 full-time employees. Maintains a flexible health benefits plan, allowing employees to customize levels of coverage.

Any employer with its head office or principal place of business in Alberta may apply for the competition. Further information for prospective applicants can be found on page 31.

C

ALGARY AIRPORT AUTHORITY, The, Calgary, Airport Operations; 315 full-time employees. Encourages employees to continue their education with tuition subsidies for courses taken at outside institutions.

2017 WINNERS

A

GRICULTURE FINANCIAL SERVICES CORPORATION / AFSC, Lacombe, Financial Services; 525 full-time employees. Offers a generous subsidy for IVF treatments when needed, up to $10,000.

AGRIUM INC., Calgary, Agriculture Products and Fertilizer Manufacturing; 3,440 full-time employees. Offers fitness classes and registered dietician consultations through a dedicated Wellness Centre.

ALBERTA BLUE CROSS, Edmonton, Health and Medical Insurance Carriers; 999 full-time employees. Cultivates highpotential employees through dedicated leadership training.

ALBERTA GAMING AND LIQUOR COMMISSION / AGLC, St. Albert, Gambling and Liquor Regulation; 901 full-time employees. As part of the health benefits plan, offers a health spending account ranging from $750 to $950.

ALBERTA INVESTMENT MANAGEMENT CORPORATION / AIMCO., Edmonton, Investment Management, Public; 350 full-time employees. Offers weekly onsite yoga classes and monthly massage therapy services.

CALGARY CO-OPERATIVE ASSOCIATION LIMITED, Calgary, Retail Cooperative; 1,252 full-time employees. Provides retirement planning assistance and phased-in work options for employees nearing retirement.

ALBERTA SCHOOL EMPLOYEE BENEFIT PLAN / ASEBP, Edmonton, Trust, Fiduciary and Custody Activities; 122 full-time employees. Provides maternity leave top-up payments of up to 100% of salary for up to 13 weeks.

Cultivates an ownership culture through a share purchase plan, available to all employees.

ALBERTA SECURITIES COMMISSION / ASC, Calgary, Financial Regulation, Public; 181 full-time employees. Offers a rotational 30-month training program for students pursuing their Chartered Professional Accountant designation.

q Staff and students at Bow Valley College enjoying the beautiful light-filled atrium at South Campus.

AMBYINT INC., Calgary, Computer Software and Technology; 28 full-time

ALBERTA TEACHERS’ RETIREMENT FUND BOARD / ATRF, Edmonton, Pension Fund; 85 full-time employees.

Employees receive 3 weeks of paid vacation as well as up to 14 paid personal days off.

ALBERTA-PACIFIC FOREST INDUSTRIES INC., Boyle, Pulp and Paper Mills; 408 full-time employees.

Offers an annual “Lifestyle Account”, a $2,300 taxable contribution which can used to top up health coverage.

ALTAGAS LTD., Calgary, Natural Gas Distribution; 1,020 full-time employees.

BOW VALLEY COLLEGE

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2017 WINNERS

Continued

CALGARY ROMAN CATHOLIC SEPARATE SCHOOL DISTRICT NO. 1, Calgary, Elementary and Secondary Schools; 4,911 full-time employees. Provides maternity leave top-up payments to employees who are new mothers, to 100% of salary for 15 weeks.

CALGARY, CITY OF, Calgary, Municipal Government; 12,171 full-time employees.

Promotes health and wellness across the organization through an Employee Wellness Ambassador Network.

CAPITAL POWER CORPORATION, Edmonton, Electric Power Generation; 569 full-time employees. Created a new wellness program to encourage physical, mental, financial and social health.

CAPITALCARE GROUP INC., Edmonton, Residential Care Facilities; 660 full-time employees. Employees receive 4 weeks of starting vacation allowance.

CHAMPION PETFOODS LP, Edmonton, Dog and Cat Food Manufacturing; 294 full-time employees.

Students and new grads can gain career-level experience through summer student roles, co-op placements and paid internships.

CHANDOS CONSTRUCTION LTD., Edmonton, Construction and Project Management Contractors; 356 full-time employees. Lets everyone share in the company’s success with profit-sharing.

COLLINS BARROW CALGARY LLP, Calgary, Accounting; 101 full-time employees. Helps employees save for the future with matching RSP contributions.

CONNECT FIRST CREDIT UNION LTD., Calgary, Credit Unions; 517 full-time employees. Helps employees prepare for the future with retirement planning assistance.

E

F

EDMONTON REGIONAL AIRPORT AUTHORITY, Edmonton, Airport Operations; 292 full-time employees.

Offers maternity leave top-up payments of up to 93% of salary for 17 weeks.

FOUNTAIN TIRE LTD., Edmonton, Tire Retailer; 152 full-time employees.

Manages an academic scholarship program for children of employees, up to $2,000 per child.

DMONTON CATHOLIC SEPARATE SCHOOL DISTRICT NO.7, Edmonton, Elementary and Secondary Schools; 3,984 full-time employees. Helps employees save for the future with contributions to a defined benefit pension plan.

EDMONTON, CITY OF, Edmonton, Municipal Government; 9,968 full-time employees. Organizes social events throughout the year, including the annual Manager’s Cup Hockey Tournament.

D

ENBRIDGE INC., Calgary, Natural Gas Distribution; 5,848 full-time employees.

Manages an in-house university which includes training on topics such as business acumen and project management.

DYNALIFE DX, Edmonton, Medical Laboratories; 665 full-time employees.

Provides paid time off to volunteer and matches employee donations to company-organized charitable events.

EPCOR UTILITIES INC., Edmonton, Electric Power Distribution and Water Treatment Services; 2,273 full-time employees. Provides paid time off to volunteer and donations to organizations where employees volunteer their time.

UNCAN CRAIG LLP, Edmonton, Law Firm; 99 full-time employees.

Provides summer student roles, co-op opportunities and paid internships for students and new grads.

ALBERTA’S TOP EMPLOYERS 2017

q Employees at the City of Calgary enjoy a diverse workplace and a comprehensive health and wellness program.

ILLMORE CONSTRUCTION MANAGEMENT INC., Edmonton, Commercial Construction; 135 full-time employees. Encourages ongoing employee development with in-house training options, including apprenticeship opportunities.

G

ETTY IMAGES, INC., Calgary, Graphic Design Services; 124 fulltime employees. Offers generous referral bonuses of up to $10,000 for employees who recruit candidates from their personal networks.

GORDON FOOD SERVICE CANADA LTD., Edmonton, Food Services and Distribution; 4,805 full-time employees.

Lets everyone share in the company’s success through profit-sharing.

GRAHAM GROUP, Calgary, Industrial Building Construction; 1,036 full-time employees. Helps employees to keep their skills up-to-date through in-house training and tuition subsidies for courses at outside institutions.

GRAYCON GROUP LTD., Calgary, Computer Systems Design Services; 151 full-time employees. Hosts students from SAIT Polytechnic’s computer systems program for 3-week “mini practicums”.

H

EALTH QUALITY COUNCIL OF ALBERTA, THE, Calgary, Healthcare Services; 33 full-time employees. Employees receive 4 weeks of starting vacation allowance and paid time off during the winter holidays.

I K

NTER PIPELINE LTD., Calgary, Natural Gas Distribution; 561 full-time employees. Recently introduced a generous subsidy for IVF when needed, up to $15,000.

CITY OF CALGARY

ENWAY MACK SLUSARCHUK STEWART LLP, Calgary, Accounting; 62 full-time employees. Is a registered CPA training office and provides accounting students with in-house support and mentoring.

KEYERA CORPORATION, Calgary, Crude Petroleum and Natural Gas Extraction; 968 full-time employees.

Offers a health spending account as well as an additional $3,500 to top up existing health benefits.

L

AFARGE CANADA INC., Calgary, Concrete Manufacturing; 5,143 full-time employees. Invests in the development of high potential employees

NAIT

p Employees at Edmonton-based NAIT benefit from a therapy dog, shown here walking the hallways with NAIT mascot 'Ooks', named after smaller Inuit-made snowy owl mascot given to the Institute in 1964.

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ALBERTA’S TOP EMPLOYERS 2017

through an 18-month leadership development program.

free access to an onsite fitness facility, featuring a sauna, a basketball court, personal training services and instructorled classes.

LAKELAND COLLEGE, Vermilion, Post Secondary Schools, College; 326 full-time employees. Offers the convenience of onsite daycare for employees with young children.

MEGLOBAL CANADA ULC, Red Deer, Chemical Manufacturing; 163 full-time employees. Offers long-term peace of mind with health benefits that extend to retirees (with no age limit).

2017 WINNERS

Continued

LEGAL EDUCATION SOCIETY OF ALBERTA, THE, Edmonton, Professional Organizations; 18 full-time employees.

Along with 3 weeks of starting vacation, employees receive paid time off during the winter holidays.

M

ATRIX SOLUTIONS INC., Calgary, Environmental Consulting Services; 594 fulltime employees. Supports employee efforts to continue their education with tuition subsidies of up to $1,200 per year.

MEG ENERGY CORP., Calgary, Crude Petroleum and Natural Gas Extraction; 620 full-time employees. Provides

N

AIT / NORTHERN ALBERTA INSTITUTE OF TECHNOLOGY, Edmonton, Post Secondary, College; 2,137 full-time employees. Hosts monthly staff wellness sessions on a variety of topics including healthy eating, relationships and mindfulness.

NATIONAL ENERGY BOARD, Calgary, Federal Government, Regulation of the Oil, Gas, and Electric Utility Industries; 460 full-time employees. Employees have the option to apply for an educational leave of absence of up to one year.

NORTON ROSE FULBRIGHT CANADA LLP, Calgary, Law Firm; 1,417

full-time employees. Encourages longterm career development with tuition subsidies for job-related courses and formal mentoring opportunities.

O

LYMPIA FINANCIAL GROUP INC., Calgary, Trust, Fiduciary and Custody Activities; 173 full-time employees. Head-office employees can break from work in a well-equipped employee lounge stocked with video games, foosball and board games.

P

CL CONSTRUCTION, Edmonton, Commercial and Institutional Building Construction; 2,865 full-time employees. Offers a number of training opportunities through a LEED Gold Certified training facility.

PEMBINA PIPELINE CORPORATION, Calgary, Natural Gas Distribution; 1,310 full-time employees. Provides donations to organizations where employees volunteer their time ($500 for every 50 hours volunteered).

R

OGERS INSURANCE LTD., Calgary, Insurance Agencies and Brokerages; 313 full-time employees. Provides maternity and parental leave top-up payments for mothers, fathers and adoptive parents.

ROHIT GROUP OF COMPANIES, Edmonton, Commercial and Institutional Building Construction; 137 full-time employees. Provides paid internships, summer student roles and co-op placements to help recent grads gain onthe-job experience.

S

AIT, CALGARY, Post Secondary, College; 2,697 full-time employees.

Maintains the “SAIT’s Alive” organization to encourage retired and former employees to stay connected.

SEALWELD CORPORATION INC., Calgary, Specialized Manufacturing; 47 full-time employees. Maintains a flexible health benefits plan, allowing employees to transfer unused credits to additional salary, savings or paid time off.

q Employees at Camrose-based Vision Credit Union Ltd. receive health benefits from their employer even after they retire, up to the age of 85.

VISION CREDIT UNION LTD.

ALBERTA’S TOP EMPLOYERS 2017

2017 WINNERS

Continued

SHAW COMMUNICATIONS INC., Calgary, Communications, Cable and Subscription Programming; 10,921 fulltime employees. Maintains a Community Action Network to increase engagement with local communities.

SHELL CANADA LIMITED, Calgary, Crude Petroleum and Natural Gas Extraction; 8,307 full-time employees.

Supports the advancement of female employees through a dedicated women’s career development program.

SILVACOM LTD., Edmonton, Custom Computer Software and Consulting; 59 full-time employees. Encourages employees to lead healthy active lives, offering healthy subsidized snacks

onsite and health and wellness spending accounts.

STUART OLSON INC., Calgary, Commercial Construction; 479 full-time employees. Offers referral bonuses for employees who recruit candidates from their personal network, up to $1,500.

SYSGEN SOLUTIONS GROUP LTD., Calgary, Information Technology Services; 44 full-time employees.

Provides tuition subsidies for jobrelated courses as well as subsidies for professional accreditation.

T

RAVEL ALBERTA, Calgary, Tourism and Travel Promotion; 77 full-time employees. Offers a number of flexible work arrangements to help employees balance work and their personal lives.

11

U

V

UNITED WAY OF CALGARY AND AREA, Calgary, Charitable Non-Profit Organization; 117 full-time employees.

Offers 3 weeks of starting vacation allowance as well as up to 12 paid personal days off.

VISION CREDIT UNION LTD., Camrose, Credit Unions; 134 full-time employees. Offers long-term peace of mind with health benefits that extend to retirees (to the age of 85).

FA CO-OPERATIVE LIMITED, Calgary, Farm Supplies Merchant Wholesalers; 821 full-time employees. Supports employees who are new mothers with maternity leave top-up payments.

UNIVERSITY OF CALGARY, Calgary, Post Secondary Schools, University; 5,748 full-time employees. As part of its role as an educator, offers an academic scholarship program for children of employees.

ALARD GEOMATICS LTD., Edmonton, Land Surveying and Mapping; 85 full-time employees.

Offers a wellness spending account of up to $500 per year for health and wellness-related expenses such as gym memberships.

W

ORKERS’ COMPENSATION BOARD – ALBERTA, Edmonton, Administration of Human Resource Programs; 1,710 full-time employees. Helps employees save for the future with contributions to a defined benefit pension plan. n

WORKERS’ COMPENSATION BOARD OF ALBERTA

q Employees of the Workers' Compensation Board – Alberta releasing injured birds back into the wild, as volunteers at the Edmonton Wildlife Rehabilitation Society.

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ALBERTA’S TOP EMPLOYERS 2017

At Alberta Blue Cross, wellness starts in the office

W

hen Freddy Damani set his sights on joining Alberta Blue Cross, it was not because of its generous employee benefits or professional development opportunities. At the time, Damani was working at an Edmonton shelter for homeless youth that Alberta Blue Cross’s employeerun charitable foundation had singled out for a donation. But that, by itself, was not what impressed Damani.

“Giving money is important, but giving employees time to support a charity is huge,” says Damani, now a Marketing Manager with Alberta’s largest benefits provider. “A bunch of employees took time to visit our facility, meet with staff and learn about our activities – it was inspiring.”

Healthier employees are more productive employees.

Mark Razzolini Vice-President, Human Resources

He adds: “It was such a positive to see a company that shared my values and that cares about the

HEAD OFFICE EMPLOYEES FROM ALBERTA BLUE CROSS IN THEIR ANNUAL COMPANY PHOTO

community. I wanted to be part of that.”

Damani soon got that opportunity, starting two years ago as a communications officer. He still gives back to the community, taking advantage of Alberta Blue Cross’s policy for paid time off to participate in corporatesponsored volunteer activities.

“Helping others turns me into a better person,” Damani says. “I appreciate the opportunity to grow personally as well as professionally. It makes me proud to work here.”

As a wellness provider for others, Alberta Blue Cross also

strives to make its workplace the healthiest in the province. “It’s about walking the talk,” says Mark Razzolini, Vice-President, Human Resources. “If we believe in the health and wellness of Albertans, then we need to start at home.”

To that end, Alberta Blue Cross opened a new Balance Wellness Centre last year at its Edmonton head office. At no cost, employees can take Pilates, yoga, Zumba and other fitness classes offered morning, noon and after work.

Every employee also has access to a Balance Wellness Platform that includes a health-risk assessment and an action plan with

prize incentives for achieving wellness goals. To help people reach their targets, Fitbits are provided free of charge.

“Healthier employees are more productive employees,” says Razzolini. And they are also more engaged, as evidenced by the 80per-cent-plus score last year on a Corporate Engagement survey.

“That’s really high,” Razzolini says, noting the average score among companies is roughly 67 per cent, “and we intend to make it even higher.”

That’s a challenge easy to meet if Alberta Blue Cross hires more people like Damani. “The company has shown that it really believes in its people,” he says.

“It makes me want to give back more.”

999

full-time staff in Canada

13,621

job applications received last year

41

average employee age

43

years, longest-serving employee

Our people make Alberta Blue Cross a great place to work.

It’s their commitment to excellence that’s made us Alberta’s leading provider of health and dental benefits. ®* The Blue Cross symbol and name are registered marks of the Canadian Association of Blue Cross Plans, an association of independent Blue Cross plans. Licensed to ABC Benefits Corporation for use in operating the Alberta Blue Cross Plan. ® † Blue Shield is a registered trade-mark of the Blue Cross Blue Shield Association. ABC 83500 2017/02

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ALBERTA’S TOP EMPLOYERS 2017

Alberta Gaming and Liquor Commission – benefitting communities

B

yron Ofner grew up in the City of St. Albert, where the Alberta Gaming and Liquor Commission (AGLC) is the largest local business. “They were an employerof-choice for me, even from a young age,” says Ofner, who is now Director of Internal Audit for the Crown commission.

As a young community association hockey player, Ofner and his teammates benefited from funds raised through casinos and bingos licensed by the AGLC. His father headed many charitable groups and dealt frequently with the commission. “You’d be hard-pressed to find someone in Alberta who hasn’t benefited from the funds raised through liquor and gaming,” says Ofner.

Our staff quite rightly take pride in what they do and feel positive about being here.

Bill Robinson President & CEO

It’s the kind of story that’s behind the AGLC’s tagline, “We All Play a Part”.

The AGLC regulates the province’s liquor and gaming industries. Over the last 20 years, the

BESIDES HELPING CHARITIES ACROSS ALBERTA, AGLC EMPLOYEES VOLUNTEER AT COMMUNITY EVENTS, LIKE THIS ONE IN ST. ALBERT

commission has provided over $28.1 billion in combined charitable gaming and lottery funding to charity and community-based initiatives across Alberta.

“One of the ways we measure our success is through employee engagement,” says President & CEO Bill Robinson. “Our score rose 12 per cent between 2014 and 2016. It is now at 68 per cent, which is quite strong.”

The AGLC maintains a culture where people are encouraged to speak up and exchange ideas. “This is partly how we’ve achieved being one of Alberta’s

We all Play a Part

top employers for the second year running,” says Robinson.

Employees are supported in building a healthy workplace through learning opportunities, community volunteering opportunities, peer nominated achievement awards, health and wellness events, and multiple feedback channels.

When it comes to hiring, Robinson says he looks for specific skills, but also a certain fit. “I encourage our HR people to sometimes consider taking a chance on people who are willing to learn, are inquisitive and will think off the grid.”

In partnership with the University of Alberta, the AGLC has developed a unique manager’s development program to promote career growth. There is also a strong succession planning program that identifies top performers and grooms them for future opportunities when senior executives retire.

Management is expected to lead by example by living out AGLC’s values, which include integrity, respect, innovation, collaboration and excellence. Observes Robinson: “If you want people to behave a certain way, you need to reflect that in your own behaviour.”

Most of all, says Robinson, the AGLC strives to provide a sense of engagement and purpose. “Our staff quite rightly take pride in what they do and feel positive about being here.”

901

full-time staff in Canada

45%

of executive team are women

3

weeks, starting vacation allowance

6

offices located in Alberta

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ALBERTA’S TOP EMPLOYERS 2017

When it comes to wellness, ASEBP walks the walk

D

on’t be fooled by the name – the Alberta School Employee Benefit Plan (ASEBP) is about much more than just benefits.

While ASEBP provides a range of life and health insurance coverage to more than 55,000 members employed by 58 school jurisdictions and 11 associations in the province, it also places a strong emphasis on health promotion.

We’re always looking for new ways to promote employee wellness and continue to foster our workplace culture.

Kelli Littlechilds Chief Operations Officer

“What sets us apart from regular insurance companies?” asks Kelli Littlechilds, ASEBP’s Chief Operations Officer. “For one thing, we’re a not-for-profit organization and we serve one specific population – the public K-12 education sector in Alberta – so we can be creative in delivering our value-added services.”

This unique approach is used with external members, and it is also mirrored internally

ASEBP EMPLOYEES WORK AT SIT-AND-STAND STATIONS

with employees.

“My mother worked as an educational assistant and still has ASEBP benefits to this day,” says Jocelyn Reeves, Communications Advisor. “So I already knew a bit about ASEBP and its focus on wellness when I applied here eight years ago.”

Employees enjoy sit-stand workstations and many wellness initiatives organized by various staff-led committees. The Fitness for Health Committee recently launched a winter health challenge with “Healthy Choices BINGO Cards”, while the Go Green Committee planned a book

and magazine swap event to promote the reuse of reading materials. The Spirit Committee ensures the organization gathers each quarter to celebrate employees’ life milestones, such as an educational achievement or a marriage.

“We’re always looking for new ways to promote employee wellness and continue to foster our workplace culture,” says Littlechilds. “Work-life balance is a very important aspect of wellness, which is why we offer several programs in support of this, such as the earned day off program.”

Not only does the organization’s total compensation package

compare well with other organizations, Reeves says, it also supports her in fulfilling her ambitions as a communications professional through a learning and development fund. Courses to upgrade her design skills and learn about advances in design technology are examples of how she’s used her fund in recent years.

With extremely low turnover and 21 employees receiving long service awards this year alone, ASEBP is truly a place where people stay.

According to a recent employee survey, most of ASEBP’s employees share this commitment to the organization. “We received an overall engagement score of 95 per cent,” says Littlechilds. “Most organizations are happy to achieve a rating of about 50 per cent.”

122

full-time staff in Canada

17

charities helped last year

42

years, average age of all employees

34

years, longest-serving employee

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ALBERTA’S TOP EMPLOYERS 2017

ATRF delivers on its promises – to teachers and staff

W

hen Jill Bruce began working for the Alberta Teachers’ Retirement Fund (ATRF) in a temporary summer position in 1982, her first task was to work on a new filing system, a project anticipated to take all summer.

Bruce, a recent high school graduate, completed it in two weeks.

Impressed, her supervisors found her a variety of projects working with different managers. Everyone who worked with Bruce quickly recognized her valuable contributions, and not long after, she was offered a permanent role at ATRF, which manages and administers pension plans for 80,000 teachers.

We’re constantly looking for ways to improve. That really drives me.

It’s a real motivator.

Jill Bruce Manager of Member Services

“There’s a lot of opportunity for movement here,” says Bruce.

“After leading various projects, I started my business degree program hoping to get a supervisory position.” Over several years and

WWW.ATRF.COM

ATRF EMPLOYEES PARTICIPATING IN THEIR ANNUAL EMPLOYEE RECOGNITION EVENT AT THE EDMONTON ZOO

supported by ATRF, she completed that degree, and is now Manager of Member Services.

“We’re constantly looking for ways to improve,” says Bruce. “That really drives me. It’s a real motivator.”

Rod Matheson, who took over as CEO of ATRF in 2014, had previously spent more than three decades as a civil servant with the Alberta government. He was immediately struck by ATRF employees’ commitment “to deliver on the pension promise for the members. It’s an almost

contagious kind of culture.”

He notes that member satisfaction rates consistently exceeding 90 per cent reflect staff ’s dedication to their jobs. “We deal with our members all day,” he says.

“We make sure that from the moment every new teacher signs up to the plan to the time their pension payments are deposited in their bank accounts, we are here working for them.”

ATRF’s investment portfolio has grown rapidly in recent years.

The $13.4 billion fund, which is invested around the world in all

major asset classes, is expected to reach $20 billion by 2020.

“From a professional point of view, it’s a very exciting time to work in our investment department,” says Matheson.

He adds that continued plan member growth also impacts the key pension administration side of the business, and is driving a need for enhanced human resources, information technology, legal and finance skills.

Both Matheson and Bruce stress that ATRF is an all-around top employer that offers a variety of social events, excellent health and wellness benefits, and flexible work hours. There is, as expected, one other increasingly rare but valuable advantage – membership in a top-notch defined benefit pension plan.

85

full-time staff in Canada

21

jobs available last year

42

years, average age of all employees

48%

of employees are women

Working in partnership to secure your pension income

16

ALBERTA’S TOP EMPLOYERS 2017

Calgary Co-op team members put their customers first

C

armela Russo trained to be a phys-ed teacher, but found her calling as a grocery cashier for Calgary Co-operative Association Limited. She works at the Co-op’s North Hill location near the TransCanada Highway. “I love what I do,” she says. “You meet a new person every five minutes, and you talk about what is going on in the community.”

We look for new team members who have a service minded mentality. We believe that if we take good care of our team members, our team members will take good care of our customers.

CALGARY CO-OP GROCERY TEAM MEMBERS

Bart Willmore Vice President, HR

Owned by its members, Calgary Co-op is one of the largest retail cooperatives in North America. It has 4,000 full- and part-time employees serving 460,000 members, ringing up annual sales of over $1.2 billion.

Most staff provide groceries or prepare oven-ready meals, while others pump gas, fill pharmacy prescriptions or retail wine, liquor and beer.

“Our workplace is very customerservice driven,” says Bart Willmore,

Vice President of Human Resources.

“We’re proud of our history within the community, having been in Calgary for 60 years.” The Co-op believes in giving back to the community. In 2015, it donated over $3.9 million to food poverty reduction programs and other worthy local causes.

“We’re also very family oriented, as many of the employees have worked in the organization their entire careers,” says Willmore.

Russo began working part-time for the Co-op in 1991 after 14 years as a grocery cashier at a competitor.

“I’ve grown with Calgary Co-op,” she says. “They treat their people like human beings.” In turn, that’s how Co-op employees are expected to treat their customers.

In 2014, Russo won a White Hat Award in the category Best Retail Customer Service. “Of course, you never expect to win,” she says, “but it feels good to be honoured in front of 1,000 people from your community.”

Two other Co-op employees won the award in the preceding and following years. (The awards are given by Tourism Calgary to the

best customer-facing employees in the local service sector.)

The Co-op’s own Smile program enables managers to award points to employees for exceptional performance. The points can be redeemed online for prizes. Some 94 per cent of Co-op staff participate annually. “Any manager can award those points to anyone else in the organization,” says Willmore.

The Co-op staff grew by 100 in 2016. Most hires are young people who either have just finished high school or are working their way through university. “We look for new team members who have a service minded mentality,” says Willmore. “We hire both the attitude and the aptitude. We believe that if we take good care of our team members, our team members will take good care of our customers.”

1,252

full-time staff

2,279

jobs available last year

53%

of employees are women

47%

of managers are women

delivering Exceptional Customer Experiences - through -

inspired team members SERVICE

•

CARING

•

EXCELLENCE

17

ALBERTA’S TOP EMPLOYERS 2017

Trust is the key ingredient at Champion Petfoods

M

ost people plotting their career path consult with a counsellor or trusted friend.

Mackenzie Pinch got help from her dog, Ollie. Thankfully, the Stakeholder Relations Analyst for Edmonton-based Champion Petfoods LP was barking up the right tree.

Our employees are huge stakeholders for us. We value them and their development, and we want to make sure they’re happy.

Lee Hodgins Executive Vice-President of Corporate Services

As a dedicated dog lover, Pinch wanted to feed her new Siberian Husky puppy the best quality food she could find. That led her to Champion Petfoods, which has created a swiftly expanding, international market for what it calls Biologically Appropriate dog and cat food that is made from fresh, regional ingredients and is never outsourced to other producers. The company, which was named Alberta’s 2016 Exporter of the Year, expects its sales will reach 100 countries by next year.

THERESA, ANIMAL HEALTH & RESEARCH SPECIALIST, AT CHAMPION PETFOODS’ KITCHEN IN MORINVILLE

Despite its rapid growth, Champion Petfoods – which was launched as a family-owned business in 1985 – still has a friendly, family feel, says Pinch.

“It’s a very nurturing culture,” she notes. “They’re very focused on what their employees want to do next, and they’re very open to supporting any educational goals you have.”

Pinch, who has a degree in international business from Edmonton’s MacEwan University, was originally hired as a summer student, then recruited for a permanent role when she

graduated in December 2015.

She currently works in the company’s global affairs department.

The company’s corporate culture is built on its core values of teamwork, responsibility, authenticity, innovation and leadership (TRAIL). But the vision underlying those values is to be trusted by pet lovers and business partners everywhere, says Lee Hodgins, Executive VicePresident of Corporate Services.

“When we say we want to be trusted everywhere, that includes internally,” he says. “Our employees are huge stakeholders for us.

We value them and their development, and we want to make sure they’re happy.”

Employees are supported in part by a strong benefits package. The company’s health plan includes a health-spending account of up to $750, which can be carried over for a maximum of two years and used for any health-related expense. The amount can also be transferred to a lifestyle spending account, which offers more flexibility.

Recently, the company introduced maternity leave top-up payments of up to 70 per cent of salary for 17 weeks. It also offers flexible hours when new moms return to work. Employees are even allowed to bring their pets to the office on designated “dog days.”

294

full-time staff in Canada

52

jobs available last year

1,900

job applications received last year

50

charities helped last year

TRUSTED EVERYWHERE.

We are proud to be named one of Alberta’s top employers and proud that our employees have helped us create award-winning pet foods that are trusted by pet lovers worldwide.

CHAMPIONPETFOODS.COM

18

ALBERTA’S TOP EMPLOYERS 2017

Out of the classroom and into DynaLIFE

E

rin Balkan was one course short of her degree at the University of Alberta when she took a summer job at DynaLIFE Medical Labs in Edmonton working on the front desk and fielding inquiries from employees about benefits and other HR issues.

“When school started in the fall,” she says, “the company offered me a full-time position.”

Enrolled in a teaching program, Balkan was having second thoughts about a career in education, but hadn’t come up with an alternative until DynaLIFE invited her to join the company.

“It was a blessing in disguise,” she says.

If every member of our staff knows 100 people, then we know everyone in the communities that we serve. Every person who uses our services could be a friend or a family member.

Jason Pincock Chief Executive Officer

Balkan completed her degree, with the company’s support, and went to work full-time as a human resources analyst,

EMPLOYEES AT DYNALIFE’S MOLECULAR PATHOLOGY LAB

focusing on recruitment and payroll issues.

Serving more than 2,000 physicians and 1 million patients a year, DynaLIFE’s facility in Edmonton performs more than 16 million tests a year to assist in the diagnosis and monitoring of patients’ and employees’ health.

“If every member of our staff knows 100 people, then we know everyone in the communities that we serve,” says CEO Jason Pincock. “Every person who uses our services could be a friend or a family member.

That drives our purpose.”

In 2010, after less than two years with the company, Balkan became DynaLIFE’s Disability Management Coordinator, with the full support of the company’s leadership. “We didn’t have a formal program at the time,” she says. “But I knew what was going on, and I’ve been able to be creative in setting it up.”

At any particular time, Balkan attends to injured and sick employees on short and longterm disability. “We have drivers, home collectors and a range of

employees who encounter hazards in their work, from repetitive strain to slips and falls,” she says.

Balkan is one of many of the 1,200 employees at DynaLIFE who first arrived at the company as students. “We do practicums for students the Northern Alberta Institute of Technology and the University of Alberta,” says Pincock. “It’s like dating. We don’t know each other when they arrive, but we get a chance to evaluate each other before we commit.”

Balkan has now worked at DynaLIFE for almost nine years and has recommended the company to several friends. “It’s been a wonderful experience,” she says, “mainly because of the way I’ve been treated and the encouragement I’ve received. I feel valued.”

1,200

staff in Canada

50

years, longest-serving employee

82%

of employees are women

70%

of executive team are women

We See You

Our friends and neighbours. Our community.

Together we can see a brighter tomorrow – even in the face of life’s greatest challenges.

Driven by innovation, guided by compassion, at DynaLIFE, we’re here because we care.

See us at dynaLIFE.ca

19

ALBERTA’S TOP EMPLOYERS 2017

City of Edmonton staff take pride in service

A

rseni Temirov joined the City of Edmonton’s procurement team four years ago while he was pursuing his designation as a Supply Chain Management Professional (SCMP). He found the City a supportive work environment and was encouraged throughout the three years that it took to complete the program.

“It worked out really well for me. It motivated me to work even harder for the City,” says Temirov, 31, who earned not only the SCMP but a promotion to his current position of Senior Materials Management Specialist. In that role, he – and two buyers who report to him – help prepare tenders to solicit bids from vendors, then participate in the technical analysis to evaluate the bids.

It’s a workplace where we value innovation and initiative. And we value people who know how to collaborate and work together.

Margaret Blair Director, Recruitment

“The best part of my job is collaborating with the City’s internal client groups – such as fleet services, transportation operations

EMPLOYEES AT THE CITY OF EDMONTON ENJOY EXCELLENT WORKSPACES AT CITY HALL

or waste management – to help them define their requirements for the tenders,” says Temirov.

The City of Edmonton’s workforce is itself the size of a small city – with almost 10,000 fulltime and up to 4,000 part-time employees spread over six departments. It hires for roles as diverse as engineers, planners, lifeguards, transit operators, labourers, trades people and seasonal staff.

“It is a workplace where we value innovation and initiative,” says Margaret Blair, Director,

building a better city through collaboration

Recruitment. “And we value people who know how to collaborate and work together.”

Despite the variety of business units and occupations, City personnel are united by a shared pride in service to the public and in a commitment to fiscal and ethical accountability, she says.

All new hires receive mandatory training on the City’s Code of Conduct, respectful workplace best practices, and safety procedures. In addition, the City has recently developed manda-

tory Indigenous awareness training with a focus on residential schools history, inter-generational impacts and reconciliation in the workplace. Some 4,500 employees have attended this program in its first two years.

For employees with leadership ambitions, the City offers an Aspiring Supervisors program, which comprises a monthly classroom session from September until April and formal mentoring every two weeks.

“The mentorship was the most useful thing,” says Temirov. “It helped me identify some of my gaps and bridge them. It’s one of the best programs I’ve ever participated in. It helped me grow and continue developing certain competencies. It set me up for opportunities in the future.”

9,968

full-time staff

5,496

jobs available last year

250,000

job applications received last year

49

years, longest-serving employee

20

ALBERTA’S TOP EMPLOYERS 2017

Fillmore Construction builds a high-performing team

F

ounded in 1991 by Brent Fillmore, Edmonton-based Fillmore Construction has grown from a one-man operation into a highly successful commercial, institutional and industrial construction company that works all over Western Canada and employs some 170 people. Despite operating in a tough economy, Fillmore Construction is on track for a record $125 million in revenues this current fiscal year.

It’s being very intentional about how you position people, provide supervision and help them learn and grow.

Chris Fillmore President

President Chris Fillmore (son of Brent) credits the company’s success to a number of factors, including an exceptional corporate client base, a willingness to go where the work is (as far north as Baffin Island, for example) and a commitment by all members of the Fillmore team to continuously meet and exceed client expectations.

“Our focus is on building strong, lasting relationships with our clients,” says Fillmore. “We hire people with an aptitude and

FILLMORE CONTRUCTION SITE AT STONY PLAIN COMMUNITY CENTRE

passion for construction and who have a true interest in being part of a high-performing team.”

There is a strong emphasis on promoting from within. Observes Fillmore: “It’s partly about getting people the upgrading and training they need to move up. But it’s also being very intentional about how you position people, provide supervision and help them learn and grow.”

The company’s deliberate management style is receiving increased recognition, within the construction industry and beyond. Fillmore Construction was recently named

one of Canada’s Best Managed Companies of 2017 by Deloitte.

While on a significant growth curve, the family-owned business strives to remain a tight-knit unit. “All of our managers have an open-door policy,” says Fillmore.

“We provide generous wages and have developed a profit-sharing system that recognizes individual contributions and achievements.”

Employees give back to the community, most notably through their participation in the annual two-day MS Bike Ride from Leduc to Camrose. Over the past nine years, the company has

raised $850,000 for the Multiple Sclerosis Society of Canada while its bike team, “the Happy Fillmores,” is the largest and highest fundraising team in Canada.

Janet Becker joined Fillmore Construction three years ago.

Her official job title is Executive Assistant/Project Assistant to Chris and his brother Jeff, the company’s Vice President. But her ever-evolving role also includes planning and coordination for a number of special events, including the MS Bike Ride.

“There’s nothing routine about working here and that’s a big part of the appeal,” she says. “The Fillmore family have created an environment that’s challenging and professional, but also comfortable, casual and fun. Coming here was definitely one of the best decisions I ever made.”

170

full-time staff in Canada

50%+

of employees with company for 5+ years

20%

annualized growth

$250k+

in donations & fundraising last year

Happy Fillmores Bike Team– in 2016 we had 119 Happy Fillmore riders and raised over $136,000 for MS research.

Over the past 9 years the Happy Fillmores have raised $850,000 for the MS Society of Canada.

780.430.0005 | www.fillmoreconstruction.com

21

ALBERTA’S TOP EMPLOYERS 2017

Fountain Tire rides on fit and good character

T

im Kim had just graduated from university when he heard through a friend about a job opening at Fountain Tire Ltd. in Edmonton.

“I had some accounting experience working part-time as a bookkeeper,” he says, “and I was on the path to pursuing my accounting designation.”

From his initial meeting with the company, Kim came away with a positive impression.

“The people were friendly and they seemed incredibly loyal to the company,” he says.

Our entire business model is built around having relationships that share responsibility, collaborate on decisions and celebrate in successes.

Brent Hesje CEO

The company had an equally positive impression of Kim, not just because of his accounting skills but because of his less tangible qualities as well.

“Cultural fit and good character are just as important as experiences and skills,” says Brent Hesje, CEO

EMPLOYEES AT FOUNTAIN TIRE HEADQUARTERS ENJOY COLLABORATIVE WORKSPACES

of Fountain Tire Ltd. “Our entire business model is built around having relationships that share responsibility, collaborate on decisions and celebrate in successes.”

With more than 150 full-time employees at the corporate office, Fountain Tire began in 1956 as a small double-bay garage in Wainwright, Alberta, opened

by Bill Fountain. More than 60 years later, the company operates more than 160 stores from B.C. to Ontario, offering a range of tires for cars, trucks, minivans, trailers and other vehicles, as well as tire-related services to commercial truck fleets and off-road vehicles

used in the agriculture, oil, gas, mining and construction sectors.

Shortly after Kim went to work for the company, it relocated to its new corporate headquarters in South Edmonton called Fountain Tire Place. The facility supports the company’s stores throughout Canada through marketing, accounting, learning and development, human resources, safety, information technologies and more.

As a new employee, Kim continued to pursue his accounting designation, with the full support of the company. “They paid for the tuition costs and gave me time off to study,” he says.

IT TAKES TOP EMPLOYEES TO MAKE ONE OF ALBERTA’S TOP EMPLOYERS. THANK YOU TO EVERYONE.

In fact, the company encourages employees to pursue their career goals through formal education, professional development and in-house training, paying professional association dues and designation fees.

More recently, Kim has taken a new career direction at the company, joining Fountain Tire’s marketing team. “Even with my limited knowledge and experience in marketing,” he says, “the team has supported me with courses, software training and other relevant tools.”

Ultimately, he has his sights set on a role in project management, and the company has already given him the opportunity to lead a couple of projects. For Kim, Fountain Tire has more than met his initial expectations. “The work culture here is fantastic,” he says.

152

full-time head office staff

13

jobs available last year

1,394

job applications received last year

41

years, longest-serving employee

2017

Whatever your path, it helps to have someone show you the best way.

Read the editors' detailed reasons for selection explaining why each of this year's Alberta's Top Employers was chosen:

www.ct100.ca/alberta

23

ALBERTA’S TOP EMPLOYERS 2017

Open doors create a special buzz at Keyera

I

f you want to know why Keyera Corp.’s employees love working for this midstream oil and gas firm, just check out Jarrod Beztilny’s office in Fort Saskatchewan. If you can squeeze in.

“I’m in the same office I was in when I started there as an engineering co-op student years ago, except back then, I had it by myself – now I share it with somebody,” chuckles Beztilny, Vice President, Operations in Keyera’s Liquids Business Unit.

“We don’t have a corner office culture at Keyera.”

What makes Keyera a top place to work is people know they’re valued here and their opinions matter.

Jarrod Beztilny Vice President, Operations, Liquids Business Unit

Keyera Corp. provides processing, storage, transportation and marketing services to producers in the energy industry. Headquartered in Calgary, it has facilities across Alberta and just over 1,000 employees.

Along with an open-door management style, the company emphasizes leadership training

THE KEYERA TEAM SHARES A PASSION FOR EXCELLENCE

and constant communication to foster a culture of cooperation and teamwork.

“What makes Keyera a top place to work is people know they’re valued here and their opinions matter,” says Beztilny.

“That creates an energy that just carries into their work. It shows up with higher engagement and lower turnover than other companies in our space. It’s like a buzz around the company that’s different than a lot of other firms.”

Julie Gunderson can attest to

that difference. An Asset Manager in Keyera’s Gathering and Processing Business Unit, she says the positive, cooperative corporate culture sets it apart from other workplaces.

“I’ve worked for two or three other companies along the way and Keyera is the one I can see staying with until I decide to hang up my work boots in 20 years or so,” she says.

Gunderson adds that the company’s leadership program provides her and other employ-

ees with the tools they need to excel and benefit the entire organization. Over 200 employees have been through the program since it started six years ago.

And the Keyera crew keep on the same page with communications initiatives like KEEN (Keyera Employee Engagement Network), where employees from different units give presentations on their work and the projects they have in development. It creates a special sense of community.

“Every day you enjoy the people that you work with, you enjoy what you’re working on and you feel like you’re a part of a team that’s accomplishing something and moving the company forward,” says Gunderson. “In Keyera you actually feel like you make a difference.”

968

full-time staff in Canada

61

jobs available last year

43

years, average age of all employees

7,597

staff volunteer hours last year

24

ALBERTA’S TOP EMPLOYERS 2017

Lakeland College helps employees grow as leaders

A

s President of Lakeland College, Alice WainwrightStewart is committed to giving employees opportunities to grow and develop. Having started at Lakeland three decades ago and risen to the top job, she wants others to benefit from the kind of mentoring and leadership training she received.

“Each position I’ve taken, I’ve always liked the position I left,” says Wainwright-Stewart, who went from instructor of human services to department chair to dean to vicepresident to President in 2015. She was grateful when others saw potential and encouraged her to move up the ladder.

SARAHJAYNE BIGLIENI, ACADEMIC ADVISOR, AND DAVE KING, DEAN OF THE SCHOOL OF TRADES AND TECHNOLOGY AT LAKELAND COLLEGE

I do believe I became much better at my job because of [my mentor] and his guidance.

SarahJayne Biglieni Academic Advisor

Wainwright-Stewart also received financial support through Lakeland’s professional development program as she took steps to get the skills she needed. Along with taking courses at Harvard and Stanford, she is now completing a doctorate in education from the University of Liverpool. “Our college is very interested in online opportunities

for students,” she says. “I now know from firsthand experience the barriers and issues students face online.”

Whether working with employees or students, mentoring while providing opportunities to explore new ideas is a priority at Lakeland.

Wainwright-Stewart notes that the college’s student-managed farm and student-led childcare centre are a few examples of student-managed ventures developed by faculty for students. “We allow our students to take the lead and we provide support as needed.”

When SarahJayne Biglieni arrived at Lakeland College in 2003, she was there to take a four-month program in dairy farming, and then return to Manitoba to run her family’s farm. She quickly transferred into livestock production, a two-year diploma program. After that, she signed up for an agribusiness diploma where she discovered her interest in sales and marketing.

When the college offered her a job as a recruitment advisor, she jumped at the chance to travel Alberta and Saskatchewan spreading the word

Take the lead at Lakeland Our focus on providing opportunities for students and staff to develop leadership skills sets us apart as an educator and an employer.

In fact, we received a 2016 Award of Excellence for leadership development from the World Federation of Colleges and Polytechnics.

Learn more at lakelandcollege.ca.

about Lakeland’s hands-on programs.

At just 23, Biglieni was promoted to supervisor, managing a small staff, balancing the budget, and still doing some recruitment trips. “There are times when I feel I was maybe too young, but I worked with the late Phil Allen who was an amazing mentor and supervisor,” she says. “I do believe I became much better at my job because of him and his guidance.”

Recently, she made a big change, becoming an academic advisor for agriculture sciences. “There are lots of different opportunities available for employees. It’s a diverse team with all types of backgrounds.”

While she found her niche at Lakeland College – where she came for four months and stayed 14 years – the family farm is now in the capable hands of her younger brother, also a Lakeland alum.

326

full-time staff in Canada

70

jobs available last year

46

years, average age of all employees

75%

of executive team are women

25

ALBERTA’S TOP EMPLOYERS 2017

Flexibility and continuous improvement at LESA

L

awyer Matt Sommerfeldt had experienced some tense moments in the past, both in court and, earlier, as a teacher in front of his high school class. But he still broke into a sweat when he arrived for a job interview last year at the Legal Education Society of Alberta (LESA) offices in Edmonton.

“I was pretty nervous,” Sommerfeldt recalls, but that feeling quickly dissipated. “From the moment I walked in, the openness of the workplace, the way people greeted me, I felt a collegial atmosphere that I had not felt at other jobs.”

The openness of the workplace, the way people greeted me, I felt a collegial atmosphere that I had not felt at other jobs.

Matt Sommerfeldt Director of Education

Nor anywhere else during his months-long exploration of next career steps as his contract as legal counsel to the Court of Queen’s Bench of Alberta was coming to an end. “While I waited for my interview to begin, people ap-

STAFF MEMBERS AT LEGAL EDUCATION SOCIETY OF ALBERTA’S HEAD OFFICE

proached me smiling to say hello,” says Sommerfeldt, now LESA’s Director of Education. “It was a pretty stark contrast to the more formal offices I worked at in the past. And during the interviews, themselves, there was an immediate connection. I felt like I was talking to old friends.”

Running things differently is just what LESA Executive Director Jennifer Flynn wants. “We have a kind of circular org chart,” she explains. “People regularly work in other areas. That pro-

motes flexibility and movement across the organization.”

It also provides opportunities to develop professionally. “We attract high performers who want to continuously improve themselves,” Flynn says. “The best way to motivate and retain them is to provide growth opportunities.”

Flynn meets with all 20 of LESA’s staff annually to review and refine their personal development plans. As well, everyone can potentially consult LESA’s outside executive coach.

Despite its small size, the staff is accommodating enough to allow for flexible working conditions.

On a rotational basis, everyone is entitled to take off every third Friday. Some people work a compressed week and others work from home some of the time.

In addition to their vacation time, everyone gets five days off between Christmas and New Year’s as well as Easter Monday. And there’s an extra day off for volunteer activities of an employee’s choice. “Our people care about our community,” says Flynn.

“They appreciate the opportunity to give back in a meaningful way.”

Sommerfeldt agrees. He is pleased he can continue his major role with an outside charity. “It’s all part of being in the LESA family,” he says.

18

full-time staff

26

years, longest-serving employee

3

weeks starting vacation

80%

of employees are female

At LESA, we believe that our employees are our greatest resource. We hire to create a strong team with a wide range of experiences and abilities, and we’re proud to offer opportunities to help foster the growth of our staff.

••••• Find out how you can join our innovative, dynamic organization and make a meaningful contribution to Alberta’s legal community as part of our team.

Learn more about us at LESA.org!

26

ALBERTA’S TOP EMPLOYERS 2017

NAIT delivers on a broad set of promises

L

ike many instructors at the Northern Alberta Institute of Technology (NAIT), Teresa Sturgess had a wealth of industry experience before entering the classroom 14 years ago.

With NAIT’s full encouragement, Sturgess kept those industry connections and made them an integral part of her marketing classes. For example, students will work directly on projects inspired (and partly evaluated) by local advertising agencies or public relations firms.

People feel very comfortable working here because we really do live our values.

Dr. Glenn Feltham President and CEO

It’s all part of the practical, hands-on instruction that has made NAIT a leader in polytechnic education in the areas of science, technology and the environment, business, health and trades.

“A lot of the firms I bring into the classroom are ones our students aspire to work for,” says Sturgess, herself a NAIT graduate

STAFF AT NAIT ATTENDING A PROFESSIONAL DEVELOPMENT DAY AT THE NEW CENTRE FOR APPLIED TECHNOLOGY

(class of 1983). “Our courses give them a clear sense of what that career might look like as well as the skills needed to succeed.”

NAIT’s workplace culture is firmly rooted in its values – including respect, collaboration, accountability, support and celebration.

“People feel very comfortable working here because we really do live our values,” says Dr. Glenn Feltham, NAIT’s President and CEO. “They understand that we are making a difference, both individually and collectively.”

What makes NAIT unique,

adds Feltham, is a set of defined promises that drive everything it does.

“Our promise to our province is that we will meet Alberta’s current and emerging needs for polytechnic education and applied research,” he says. “We promise industry that our graduates will have an immediate impact on the workforce. We promise our students that we will provide them with the foundation for an outstanding career. And we promise our staff that we will be an outstanding employer and we will live our values.”

Sturgess has benefited from

that supportive and collaborative environment. NAIT provided financial support and education leaves as she completed her Master of Arts degree online.

She also appreciates the ability to collaborate with fellow instructors across several disciplines.

“What’s really cool is that I don’t have to go up the chain of command for that,” she says. “I can just call a colleague. If it encourages innovation and makes sense for our students, why wouldn’t we try that?”

Best of all, says Sturgess, is seeing students grow and thrive.

“Our students are at such an interesting time as they try to figure out what they are going to do with their lives. It’s incredibly rewarding to help them see what lights their fires.”

2,137

full-time staff in Canada

459

jobs available last year

11

years, average length of service

49.6

years, longest-serving employee

AT NAIT PEOPLE MATTER Dedicated and committed employees make NAIT a national leader in technical education.

Building on our history as one of Canada’s largest and most successful polytechnics, we are positioned for greatness. NAIT continues to be one of Alberta’s outstanding places to work.

nait.ca

27

ALBERTA’S TOP EMPLOYERS 2017

In tough times, Pembina shows it cares

I

t’s hard to imagine a company more supportive of its employees’ charitable giving than Calgary-based Pembina Pipeline Corporation. It matches individual employee charitable contributions, with no limit, and donates additional funds to not-forprofits where employees volunteer their own time – $10 for every hour volunteered up to $500. That’s on top of time off for corporate volunteering.

Pembina’s giving culture also extends to its local communities.

Last year, the company boosted its Community Investment giving from $3 million to $3.8 million, a 27-per-cent-increase during a time when demand for social services jumped as plunging crude prices devastated the Alberta energy industry. Going forward, Pembina plans to double its community giving in the next two years.

Even if we weren’t profitable, I would have resisted letting people go.

Mick Dilger President and CEO

“We are proud of our financial success, but recognize that corporate success goes beyond our share-

IN 2016, PEMBINA STAFF AND BOARD MEMBERS RAISED $3.3 MILLION FOR THE UNITED WAY (INCLUDING COMPANY MATCH)

holders,” says President and CEO Mick Dilger. “We want our communities to benefit from having us as a neighbour. It’s the right thing to do. Also, our employees expect it.”

Despite recent turmoil in economic markets, Pembina continues to be an industry leader in providing incentives such as defined-benefit pension plans. “We resisted pressure to eliminate it when market returns were terrible and we had to make up the shortfall,” says Dilger, adding that a guaranteed pension is “part of the bargain we make as a

good employer.”

Among other points of corporate pride are the company’s safety and economic records, with no employee lost-time injuries for more than three years and no economic layoffs, despite tough times. “Even if we weren’t profitable, I would have resisted letting people go,” says Dilger. Indeed, Pembina hasn’t imposed layoffs since it became a public company 20 years ago.

For Dilger, treating employees well is part of the “secret sauce for success.” Growth, of course, is also key, but so is employee engagement.

“You can have a life-long career here if you do a good job,” says Dilger, “with lots of opportunities to move around and undertake new challenges.”

Indeed, Corporate Planning and Finance Analyst Carla Sponheimer has benefited from a number of opportunities in her six years with Pembina. Hired as a University of Calgary student before she finished her degree, Sponheimer says the company wants its employees to “grow professionally and personally.”

Pembina also provided workplace flexibility for Sponheimer to finish her undergraduate degree and did the same as she earned a CFA designation, with the company covering all costs. Says Sponheimer: “Pembina appreciates that my success contributes to its success.”

1,310

full-time staff

44

years, longest-serving employee

3

weeks, starting vacation allowance

389

charities supported in 2016

Dynamic growth.

Dynamic people.

Get connected.

To get connected, visit us at pembina.com/careers

28

ALBERTA’S TOP EMPLOYERS 2017

Silvacom cultivates careers – and fun

A

t Silvacom, the social event of the season is an annual pig-roast fundraiser. It brings together employees of the Edmonton-based environmental consulting and software development firm to support the company’s continued corporate social responsibility efforts with Canadian charity Classrooms for Africa.

But it’s by no means the only opportunity for Silvacom employees to enjoy each other’s company.

Popular events also include a summer family picnic, a monthly catered lunch, an annual awards night, and fun days throughout the year – like its video-game night “The SilvaCup” and the highly competitive Chili Cook-off.

We rely on our staff to participate and push the envelope.

They get a lot of rope to make decisions and make a difference.

Tom Grabowski President and CEO

“We’re very results-oriented,” says the company’s co-founder, President and CEO Tom Grabowski. “We see ourselves as professionals who respect, care for and support one another. But whether we’re helping

MEMBERS OF THE SILVACOM SOCIAL CLUB CELEBRATING AT AN OFFSITE TEAM-BUILDING EVENT

a client complete an ecosystem services assessment or developing a custom web application, we like to have fun doing it.”

Silvacom works hard at bringing out the best in its employees. That begins with listening, says Grabowski. The firm conducts periodic staff surveys and tracks employee engagement every year using Gallup’s Q12 product. This year’s results showed Silvacom scored a higher employee engagement rate than 89 per cent of the companies that completed the survey globally.

The company invests in ongoing professional development by work-

ing with employees to find training options that align with their natural talents or passions – and that can potentially create new business opportunities for the company. They offer employees tuition subsidies for job-related courses and subsidies for professional accreditation.

The overall result, says Grabowski, is an extremely engaged staff and a vibrant team culture. “We’re not a micro-managed company,” he says.

“We rely on our staff to participate and push the envelope. They get a lot of rope to make decisions and make a difference.”

As a new mom eight years ago,

front-of-house Administrative Assistant Lisa Davies was initially attracted to Silvacom’s familyfriendly environment. The funloving atmosphere and the excellent benefits convinced her to stay.

Silvacom maintains a $1,000 flexible spending account, which enables employees to customize coverage for personal needs such as childcare expenses, RESPs, RSP top-ups, extra vacation time or additional healthcare coverage. The company also encourages healthy, active living by providing the opportunity to allocate funds towards health and fitness expenses.

“It’s one of those jobs where you never dread coming into work in the morning,” says Davies. “There’s a healthy balance. We make sure the work is done, but we definitely make time to joke around with one another.”

59

full-time staff in Canada

11

jobs available last year

17

social events held last year

$160k+

donated to charity last year

29

ALBERTA’S TOP EMPLOYERS 2017

Stuart Olson builds on its Promise

P

roject Manager Wayne Siffledeen has seen his workplace change significantly in the 10 years he’s been with Stuart Olson Inc. And as far as he and his colleagues at the construction company are concerned, it’s all for the better.

“Before, we all operated as individuals,” says Siffledeen.

“Now, our focus is on teamwork and building better relationships with our co-workers, our clients and the communities where we operate.”

We have an environment where we take great care to remind our employees that their voice matters.

David LeMay President and CEO

The “before” Siffledeen is referring to is a time when nine different companies reported to a holding company. After realigning and rebranding, the new entity emerged in 2014 as Stuart Olson. A $1-billion-plus company based in Calgary and active from B.C. to Ontario, its three segments offer general contracting for the public and private sectors; electrical services; and

EMPLOYEES FROM THE CALGARY OFFICE OF STUART OLSON RAISING MONEY FOR THE ALBERTA CHILDREN’S HOSPITAL

industrial general contracting and services primarily for the oil and gas, mining and energy sectors.

A new company-wide culture was needed. Rather than prescribe change from above, President and CEO David LeMay established a committee of employees from throughout Stuart Olson. Tasked with sharing the benefit of uniting as one company, with one team, working towards one vision, they took their mandate to heart.

The result was the Stuart Olson Promise. With guiding principles featuring integrity, collaboration, open communi-

cation and sustainability, the document defined – and ultimately created – a culture of positive performance. It remains relevant thanks in part to the Living Our Promise Task Force.

The ongoing work of that group is one of the many ways Stuart Olson encourages feedback from its employees. Says LeMay: “We have an environment where we take great care to remind our employees that their voice matters.”

He says it’s also important that employees know the company appreciates their dedication. “You can say something’s important,

but if you don’t back it up, it’s not important,” says LeMay. “That’s why we invest in our employees.”

Along with competitive pay, the company offers salaried employees comprehensive and flexible benefits. Among them: a retirement savings program and an employee share purchase plan, both with matching contributions from the company; a health plan with both core and flex components; an extensive health and wellness program; and flex-time options to support work-life balance.

Siffledeen, who’s based in Edmonton, is about to complete a two-year term on the Living Our Promise Task Force. So while he agrees the benefits and working conditions are excellent, he offers another perspective: “It’s our Promise that sets Stuart Olson apart.”

479

full-time staff in Canada

7,500

job applications received last year

43

years, average age of all employees

44

years, longest-serving employee

30

ALBERTA’S TOP EMPLOYERS 2017

It’s ‘a full-circle deal’ at SysGen

W

ith two young sons, Tabia MacDonald needed a job that gave her flexibility and incentives to further her career.

She got that and a lot more when she started at SysGen Solutions Group in Calgary three years ago.

“As a working mom, I have two boys, so work-life balance and flexibility are an absolute necessity for me. SysGen has provided that,” says MacDonald.

“I’m able to work from home and work alternative hours as required, which has been absolutely beneficial to me.”

A SYSGEN EMPLOYEE PERFORMING MAINTENANCE ON A SERVER IN THEIR CLOUD COMPUTING PLATFORM PHOTO CREDIT: RYAN GLASRUD

For me, I need to go to bed at night and feel like everybody’s in a good safe spot. That’s exactly how we look at this business and the people within.

Lyle Richardet President and CEO

SysGen Solutions is a growing company providing IT support services for small to mid-sized businesses in Western Canada.

Headquartered in Calgary, it has offices in Edmonton, Red Deer and Vancouver. Despite covering a vast region, the staff

are like a closely-knit extended family, says MacDonald.

That’s because SysGen is serious about investing in its employees, she says. Along with flexible hours, the company provided her with education to meet her career goals. She’s recently completed the Business Analysis Certificate program at Mount Royal University.

“SysGen paid for my tuition and gave me paid time off to take the courses,” says MacDonald.

“They also paid for my social media training and certification.

They’ve really been supportive in all the goals I’ve set for myself.”

Tuition subsidies are part of a comprehensive benefits package SysGen offers employees, which also includes year-end bonuses.

SysGen Solutions Group President and CEO Lyle Richardet says that comprehensive package is essential to retaining employees in a competitive industry. But it’s more than that.

“We look to understand what’s going on in the lives of our employees,” says Richardet. “It’s a full-circle deal: you can’t just

have one or two components and say, ‘that’s what we do.’ You gotta live it and I think we do live it.”

Part of living it is a workplace atmosphere that allows employees to blow off steam at the foosball table and includes team-building exercises that are sometimes outside the box, like an excursion to the luge run.

“You get to know everyone and interact with everyone,” laughs MacDonald. “One of SysGen’s greatest strengths is their staff.”

Richardet couldn’t agree more.

“For me, I need to go to bed at night and feel like everybody’s in a good safe spot. That’s exactly how we look at this business and the people within. It’s not just for me and my family, but the extended family and the community of SysGen.”

44

full-time staff in Canada

8

jobs available last year

35

years, average age of all employees

10

charities helped last year

Celebrating our people & this achievement.

Visit sysgen.ca

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2017

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