Alberta's Top Employers (2019) by Canada's Top 100 Employers

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C O - P U B L I S H E D

B Y p Employees of Pursuit, one of this yearâ&#x20AC;&#x2122;s winners, paddling the companyâ&#x20AC;&#x2122;s Maligne Lake Cruise in Jasper National Park.

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ALBERTA’S TOP EMPLOYERS 2019

14th Annual Edition

ALBERTA’S TOP EMPLOYERS 2019 Magazine

SUNCOR

Anthony Meehan, PUBLISHER

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Stephanie Leung, ASSISTANT EDITOR

Chantel Watkins, RESEARCH ASSISTANT

Advertising Team:

Kristen Chow,

DIRECTOR, OPERATIONS

Ye Jin Suhe,

CLIENT SUPPORT COORDINATOR

Sponsored Profile Writers:

Berton Woodward, SENIOR EDITOR

Michael Benedict Brian Bergman Sheldon Gordon Simon Hally Don Hauka D’Arcy Jenish Bruce McDougall Nora Underwood

p An employee of Suncor Energy at the company’s equipment maintenance facility in Fort McMurray, AB.

Resiliency is what distinguishes this year’s winning employers By Chris Nelson

esiliency is one trait shared among the 75 vastly varied organizations that make up this year’s list of Alberta’s top employers. Last year was a difficult one for many companies, agencies and non-profit groups across the province as the challenges brought about by a struggling energy industry were felt throughout the economy. Yet, such was the high standard of those organizations applying to be included as part of the 14th annual Alberta’s Top Employers list that the number of businesses making the grade for 2019 was increased from 70 to 75. Richard Yerema, managing editor responsible for organizing the competition for Canada’s Top 100 Employers, said the list of leading Alberta workplaces is one of the most volatile and dynamic in the country. “One of the unique aspects of the Alberta story to us is a resiliency that I don’t think is that well understood outside of the province. There’s a greater maturity and diversity to the economy that might not be reflected in the daily headlines,” says Yerema.

“The employers that made this year’s list paint a more robust and stable picture in terms of employment in Alberta than many might at first imagine.” He adds that the competition is open to all employers across the province, with an underlying goal of painting a picture of what it looks like to work in Alberta in 2019. Those applying for inclusion in the list were judged upon eight categories that are designed to showcase the progressive policies and practices in place in each workplace. Employers are evaluated by the editors of Canada’s Top 100 Employers using the same eight criteria as the national competition: (1) Physical 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.

DIALOG

ALBERTA’S TOP EMPLOYERS 2019

p Employees at the Edmonton office of the architectural firm DIALOG working on the design of a new construction project.

The following organizations have been chosen as Alberta’s Top Employers for 2019 (employee counts refer to full-time employees only):

BSORB SOFTWARE INC., Calgary. Learning management systems. 150 employees. New employees receive three weeks of paid vacation allowance, moving to four weeks after only three years on the job. AGRICULTURE FINANCIAL SERVICES CORPORATION / AFSC, Lacombe. Insurance and lending for farms. 522 employees. Actively seeks

experienced adjusters for their knowledge, with the average age of adjusters being 50 years. ALBERTA BLUE CROSS, Edmonton. Health and medical insurance. 1,054 employees. Recognizes employees who take a proactive approach towards health and wellness through the “Wellness Superhero” designation. ALBERTA CENTRAL, Calgary. Credit unions. 113 employees. Offers signing bonuses for some, year-end bonuses for all, and referral bonuses of up to $1,000. ALBERTA GAMING, LIQUOR & CANNABIS / AGLC, St. Albert.

Gambling, liquor and cannabis regulation. 931 employees. Employees can apply for short-term secondment opportunities to work with the United Way and gain work-related skills. ALBERTA HEALTH SERVICES / AHS, Edmonton. Public healthcare. 46,765 employees. Helps employees plan securely for the future with retirement planning assistance and contributions to a defined benefit pension plan. ALBERTA INVESTMENT MANAGEMENT CORPORATION / AIMCO., Edmonton. Investment fund managers. 417 employees. Employees receive a

generous health and wellness spending account of up to $1,200 annually. ALBERTA SCHOOL EMPLOYEE BENEFIT PLAN / ASEBP, Edmonton. Employee benefits plan administrators. 146 employees. Recently constructed head office is a LEED-certified building, which features electric vehicle charging stations and onsite shower facilities. ALBERTA SECURITIES COMMISSION / ASC, Calgary. Securities regulators. 190 employees. Offers up to five paid personal days that can be scheduled at employees’ discretion as needed.

ALBERTA’S TOP EMPLOYERS 2019

2019 WINNERS

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ALBERTA TEACHERS’ RETIREMENT FUND BOARD / ATRF, Edmonton. Pension funds. 100 employees. Manages a formal earned days off program to let employees earn and plan for additional time off during the year. ALTAGAS LTD., Calgary. Natural gas distribution. 959 employees. Invests in employee development with generous tuition subsidies, to $24,000 per year. APPEALS COMMISSION FOR ALBERTA WORKERS’ COMPENSATION, Edmonton. Workplace safety commissions. 63 employees. Supports employees who are new mothers with maternity leave top-up payments, to 95 per cent of salary for up to 17 weeks.

EAVER MUNICIPAL SOLUTIONS, Ryley. Waste management services. 56 employees. Offers a health spending account of up to $850 per year as well as a separate wellness spending account of up to $500 per year.

ASEBP

ATB FINANCIAL, Edmonton. Financial services. 4,846 employees. Supported over 500 charitable organizations in the past year.

p An employee of the Alberta School Employee Benefit Plan welcomes visitors in the front lobby.

BELLATRIX EXPLORATION LTD., Calgary. Oil and gas exploration and production. 153 employees. Encourages employees to give back through a matching charitable donations program of up to $1,000. BENNETT JONES LLP, Calgary. Law firms. 865 employees. With extensive in-house training, employees also receive subsidies for professional accreditation. BETHANY CARE SOCIETY, Calgary. Nursing home operators. 295 employees. Offers academic scholarships for children of employees who wish to pursue post-secondary education.

BOW VALLEY COLLEGE, Calgary. Post secondary education. 662 employees. Offers maternity leave top-up payments for new mothers and provides the convenience of onsite daycare.

BLUEARTH RENEWABLES

BLUEARTH RENEWABLES INC., Calgary. Renewable power generation. 82 employees. Recognizes employees who adopt environmentally-friendly behaviours through various in-house awards.

p Employees at BluEarth Renewables discussing a project in the lobby of the company’s Calgary head office.

ALBERTA’S TOP EMPLOYERS 2019

CHANDOS

2019 WINNERS

Continued

ALGARY AIRPORT AUTHORITY, The, Calgary. Airport operators. 262 employees. Manages a dedicated student employment program to hire the next generation of talent. CALGARY CO-OPERATIVE ASSOCIATION LIMITED, Calgary. Supermarkets and grocery stores. 1,144 employees. Organizes a number of social events throughout the year, including golf and bowling tournaments, and a Winter Jamboree with a children’s Christmas party. CALGARY ROMAN CATHOLIC SEPARATE SCHOOL DISTRICT NO. 1, Calgary. Elementary and secondary schools. 5,280 employees. Helps employees save for the future with contributions to a defined benefit pension plan. CAPITAL POWER CORPORATION, Edmonton. Electric power generation. 569 employees. Created the “GENerosity” program to match charitable donations made by employees.

p In the employee lounge at the Chandos Construction head office in Edmonton.

CAPITALCARE GROUP INC., Edmonton. Nursing home operators. 640 employees. Supports ongoing employee development through in-house training and tuition subsidies for job-related courses, to $2,000. CHAMPION PETFOODS LP, Edmonton. Dog and cat food manufacturing. 395 employees. Offers a number of financial benefits, including matching RSP contributions and free or discounted pet food for furry friends. CHANDOS CONSTRUCTION LTD., Edmonton. Construction. 371 employees. Recognizes exceptional performance through a number of awards categories, including job safety, innovation, leadership and craftsmanship.

CHAMPION

COMPUVISION SYSTEMS INC., Edmonton. IT consulting. 101 employees. Provides referral bonuses as an incentive for employees to recruit candidates from their personal networks, ranging from $1,000 to $2,000.

p On the production line at the new NorthStar Kitchens facility of Champion Petfoods in Parkland County, AB.

COVENANT HEALTH, Edmonton. Healthcare and continuing care. 2,930 employees. Created an in-house wellness strategy to support positive healthy behaviour at work and at home.

ALBERTA’S TOP EMPLOYERS 2019

2019 WINNERS

Continued

CRESCENT POINT ENERGY CORP., Calgary. Oil and gas exploration and production. 951 employees. Offers flexible work hours where possible and paid personal days off to help employees balance work and personal commitments.

EPARTMENT OF WESTERN ECONOMIC DIVERSIFICATION CANADA, Edmonton. Economic development authorities. 320 employees. Launched an Employee Innovation Fund to support employeedriven ideas for improving work and the organization’s role in serving Canadians. DIALOG, Edmonton. Architect firms. 668 employees. Manages the unique “Iris Prize” initiative, an internal scholarship that includes two weeks of paid leave and up to $7,500 to conduct field research in their particular field. DUNCAN CRAIG LLP, Edmonton. Law firms. 101 employees. Employees receive subsidized membership to a fully equipped onsite fitness facility, which features instructor-led yoga and Zumba classes.

DMONTON CATHOLIC SEPARATE SCHOOL DISTRICT NO.7, Edmonton. Elementary and secondary schools. 4,553 employees. Helps employees prepare for the future with retirement planning assistance and contributions to a defined benefit pension plan.

CPE

DYNALIFE DX, Edmonton. Medical laboratories. 674 employees. Organizes a number of social events throughout the year, including various holiday celebrations, cooking competitions, and an annual fun fire drill event. p Employees of Crescent Point Energy attending a meeting at the company’s Calgary head office.

EDMONTON POLICE SERVICE, Edmonton. Police services. 2,677 employees. Cultivates high-potential employees with dedicated leadership training and a Police Executive Education program.

EDMONTON, CITY OF. Municipal governments. 9,817 employees. Employ-

DWED

EDMONTON REGIONAL AIRPORTS AUTHORITY, Edmonton. Airport operators. 291 employees. Provides maternity leave top-up payments for employees who are new mothers, to 93 per cent of salary for up to 17 weeks. p Edmonton staff of the Department of Western Economic Diversification enjoying a walk in the nearby North Saskatchewan River valley.

2019 WINNERS

ALBERTAâ&#x20AC;&#x2122;S TOP EMPLOYERS 2019

Continued

ees receive a generous health spending account which can be used to tailor health coverage to suit their needs, to $1,100 per year. ENERFLEX LTD., Calgary. Energy processing equipment. 793 employees. Encourages employees to become owners through a share purchase plan, available to all employees. ENMAX CORPORATION, Calgary. Electric power distribution. 1,731 employees. Helps employees balance work and their personal commitments

with 10 paid personal days off, which can be scheduled as needed. EPCOR UTILITIES INC., Edmonton. Electric power distribution and water treatment services. 3,056 employees. Head office employees receive subsidized membership to a fully equipped onsite fitness centre, which features personal training and instructor-led classes.

IASCO GELATO CAFES LTD., Calgary. Ice cream producers. 31 employees. Celebrates longserving employees with unique anniversary gifts, ranging from a custom

portrait by a local artist to a trip to Italy to attend Gelato University.

RAHAM GROUP, Calgary. ICI construction. 1,118 employees. Helps employees keep their skills sharp with a variety of training options, including apprenticeships and trades programs to leadership development. GRAYCON I.T., Calgary. IT consulting. 166 employees. Manages a performance rewards program with unique awards such as home cleaning services, dinners with babysitting or a hockey sweater from an employeeâ&#x20AC;&#x2122;s favourite team.

ALLMARK TUBULARS LTD., Calgary. Supplies for oil and gas pipelines. 133 employees. Offers referral bonuses for employees who help recruit candidates from their personal networks, to $1,000 per successful hire. HEALTH QUALITY COUNCIL OF ALBERTA, THE, Calgary. Public health analysis. 30 employees. Employees receive four weeks of paid vacation allowance and five paid personal days which can be scheduled throughout the year.

GRAHAM GROUP

q Employees at the Calgary head office of Graham Group getting some exercise on one of the nearby outdoor paths.

ALBERTA’S TOP EMPLOYERS 2019

I K

2019 WINNERS

Continued

NTER PIPELINE LTD., Calgary. Oil and gas pipelines and storage. 766 employees. Supports employees who are new mothers with maternity leave top-up payments, to 100% of salary for up to 17 weeks.

ENWAY MACK SLUSARCHUK STEWART LLP, Calgary. Accounting firms. 62 employees. New parents can extend their paid leave into an unpaid leave of absence and can take advantage of onsite daycare when they are ready to return to work. KEYERA CORP., Calgary. Midstream oil and gas operators. 991 employees. Encourages employees to engage in physical activity with employee-led sports teams and a wellness spending account, which can be used for gym membership (to $750 per year).

AFARGE CANADA INC., Calgary. Concrete manufacturing. 6,844 employees. Requests employee feedback when determining which charitable organizations to support and offers paid time off to volunteer.

employees. Extends health benefits to retirees, with no age limit and employer premium contributions.

O P

LYMPIA FINANCIAL GROUP INC., Calgary. Trust companies. 213 employees. Employees have free access to an onsite fitness facility with instructor-led yoga, spin, Zumba, cardio and Thai boxing classes.

ASON SYSTEMS CORP., Calgary. Oilfield drilling data applications. 321 employees. Encourages employees to give back to their communities with two paid days off to volunteer. PCL CONSTRUCTION, Edmonton. ICI construction. 2,828 employees. Is 100 per cent employee-owned and lets everyone share in the company’s success through profit-sharing. PEMBINA PIPELINE CORPORATION, Calgary. Natural gas distribution. 1,554 employees. Created a “Take a Pembina

PRIMED MEDICAL PRODUCTS, INC., Edmonton. Disposable medical products. 54 employees. LEED Platinum head office features an onsite fitness centre, a cafeteria, a spa and a fully stocked employee lounge with video games, foosball and table hockey. PURSUIT, Banff. Adventure tour operators. 513 employees. Cultivates a culture of recognition through line of business awards, innovation awards and excellence awards.

OGERS INSURANCE LTD., Calgary. Insurance agencies and brokerages. 301 employ ees. Through the unique Rogers Dreams program, the company awards four lucky employees $10,000 each to help them realize their dreams. RSM CANADA, Calgary. Accounting

firms. 98 employees. Provides unlimited tuition subsidies for courses taken externally as well as subsidies for professional designation.

AIT, Calgary. Post secondary education. 2,387 employees. Hosts an annual health, safety and wellness fair to showcase healthy lifestyle options for staff and students. SHOCK TRAUMA AIR RESCUE SOCIETY / STARS, Calgary. Air ambulance services. 284 employees. Celebrates exceptional achievement through a number of initiatives including dedicated Leadership Awards, peer-to-peer recognition and the Spirit of STARS Award. SILVACOM LTD., Edmonton. Consulting and software development. 65 employees. Employees receive $1,000 flex dollars that can be allocated to a health or wellness spending account, used to purchase extra vacation days or transferred to an RSP.

q Employees and patrons at Sky Bistro, operated by Pursuit, enjoying the spectacular view from the summit of Banff’s Sulphur Mountain.

LAKELAND COLLEGE, Vermilion. Post secondary education. 334 employees. Offers phased-in work options to help transition employees who are nearing retirement.

ATRIX SOLUTIONS INC., Calgary. Environmental consulting. 496 employees. Lets everyone share in the company’s success with profit-sharing and a share purchase plan. MERCER PEACE RIVER, Peace River. Pulp and paper manufacturing. 345 employees. Offers academic scholarships for children of employees who are interested in post-secondary studies, to $2,000 per child.

PURSUIT

AIT / NORTHERN ALBERTA INSTITUTE OF TECHNOLOGY, Edmonton. Post secondary education. 2,166 employees. Employs a dedicated Mental Health Coordinator as part of its overall focus on employee health and well-being. NATIONAL ENERGY BOARD, Calgary. Energy industry regulators. 483

Wellness Break” campaign, which features monthly themes to address physical, mental, financial and workplace health.

2019 WINNERS

ALBERTA’S TOP EMPLOYERS 2019

Continued

STUART OLSON INC., Calgary. ICI construction. 468 employees. Offers paid internships, co-op placements and summer employment to help the next generation gain career-level experience. SUNCOR ENERGY INC., Calgary. Integrated oil and gas producers. 11,590 employees. Offers volunteer awards of up to $1,000 per year for employees and retirees active in their local communities, as well as leadership rewards for those who serve as a board member for a community organization.

RAVEL ALBERTA, Calgary. Tourism development agencies. 80 employees. Supports its new moms and dads with maternity and parental leave

top-up payments, to 100 per cent of salary for up to 17 weeks.

FA CO-OPERATIVE LIMITED, Calgary. Farm supplies wholesaling. 768 employees. Hosted a wellness fair to openly address a variety of health-related topics, from healthy heart awareness to ensuring employees understand the extent of their health benefits plan. UNITED WAY OF CALGARY AND AREA, Calgary. Nonprofit fundraising organizations. 115 employees. Employees start with three weeks of paid vacation and receive additional paid personal days off to help balance their work and personal responsibilities.

UNIVAR CANADA LTD., Calgary. Speciality chemicals distribution. 804 employees. Employees can share in the company’s success through profit-sharing and share purchase plans, open to all employees. UNIVERSITY OF CALGARY, Calgary. Post secondary education. 6,063 employees. Offers retirement planning assistance, a defined benefit pension plan and helps older employees transition into life after work with phased-in retirement work options.

ALARD CONSTRUCTION LP, Edmonton. Electrical utility contractors. 2,976 employees. As part of their health plan, employees are encouraged to participated in a variety of

wellness-related activities through a $500 wellness spending account.

INSPORT, Calgary. Facilities management. 140 employees. Working at the site of the Calgary Winter Olympics, employees also enjoy free membership to an onsite fitness facility that regularly sees professional and Olympic athletes. WORKERS’ COMPENSATION BOARD - ALBERTA, Edmonton. Workplace safety commissions. 1,740 employees. Supports employees with older kids through a generous post-secondary academic scholarship program, up to $1,500 per scholarship. –Richard Yerema & Kristina Leung

WINSPORT

q Staff from WinSport lead summer campers on a heart-racing rafting adventure in Kananaskis Country, AB.

FIASCO GELATO

ALBERTA’S TOP EMPLOYERS 2019

p Employees at Fiasco Gelato Cafes chatting at their workstations at the company’s Calgary head office.

Top employers stand out in their industries for employee retention, keeping the best and brightest By Chris Nelson

oyalty and longevity in employment are disappearing as quickly as outdoor payphones across Canada. A recent massive national study, which looked at seven million work histories of Canadians, showed that younger workers are increasingly likely to hop from not only one employer to another but also to change actual careers at a rate that would have stunned their parents. And that trend is not slowing down. In fact, it is increasing. For example, people who graduated from university 25 years ago — part of the so-called generation X grouping — worked an average of 3.2 jobs in their first dozen years of full time employment.

However, those leaving college 10 years later — the generation Y cohort — were employed in an average of 3.9 jobs in their first 12 years in the Canadian workforce. At such a rate the average Canadian will work at a dozen jobs in his or her lifetime. Contrast that with their baby boomer parents. When Statistics Canada recently asked those in their 50s about their work history, the agency found more than half of the boomers surveyed had worked for the same employer for more than 20 years. Of course those with the most valuable skills are the very ones who can make the leap to a new employer with the most ease. That is why attracting and, just as importantly, retaining such talent is vital for companies across the country, including in Alberta.

The 75 organizations chosen to be included among the 14th annual Alberta’s Top Employers know this only too well and have instituted their own programs and practices to make sure that those most vital to the future health of the organization don’t leave and take their particular skill sets elsewhere. One of Alberta’s Top 75 companies, CompuVision Systems, was founded in Edmonton to provide internet technology management and outsourcing services for area companies. Chief executive officer Ryan Vestby well understands the benefits of loyalty and longevity — he was the company’s third employee when he was hired as a 21-year-old back in 1997. “That is rare nowadays. People move all over the place and loyalty and

perseverance is becoming less and less common,” he says. In the IT employment world, CompuVision is often competing against large governmental departments for staff and it is next to impossible to match the salaries on offer, says Vestby. “We pay market rates, but if we are going against the Alberta government, for example, then we are never going to win based only on pay as they can always pay more. We have to focus on other things — providing valuable and interesting work that people can become passionate about,” he says. To ensure the company did exactly that, CompuVision changed its focus two years ago, expanding beyond the more traditional work on servers and desktop IT.

Continued

“We started to focus on emerging technologies, things that are going to impact the globe as a whole. When you have those conversations with people — about artificial intelligence and machine learning — it is exciting and being curious is one of our core values. It opens up a new world of thinking. “These days I view us as a 25-year-old startup. We have the mindset of a brand new company. I think that is compelling and keeps people here because the work is exciting,” adds Vestby. Fiasco Gelato Cafes, another of the Alberta companies to make the Top 75, is an artisan gelato and sorbetto company based in Calgary. It was founded 16 years ago and is now among the fastest growing private companies in the country. James Boettcher is not only the chief executive officer, but also chief idea officer and custodian of culture at Fiasco. He knows how important it is to retain those people he calls his ‘A-list’ employees, the ones that not only meet expectations but also often go well beyond them. Fiasco rewards employees with share purchase and profit sharing plans as well as anniversary gifts for long-serving staff — rewards that have included custom portraits by local artists and trips to Italy to study the art of making gelato. Boettcher’s goal is simple: he wants to create a company that his own father would enjoy working in. “At the core, Fiasco has always focused on creating an environment where great people can thrive through never-ending opportunity and the freedom to innovate and create. The very first team member here is still on board, as well as several others over five years, which is infinitely rare in a startup or small business,” he says. “I also adopted a philosophy early on of creating a company I would want my dad to work for — an inclusive place that focuses more on results and contribution rather than resumes and time spent occupying a desk. “We want a company that focuses on meritocracy — encouraging people to achieve their greatest potential, and recognizing them. That is how we attract quality people and retain them regardless of outside influence. You don’t need to compete when you know who you are,” adds Boettcher.

COMPUVISION

KEEPING THE BEST

ALBERTA’S TOP EMPLOYERS 2019

p Employees at CompuVision Systems enjoying the first day of a new sleeping pod at their Edmonton head office.

ALBERTA’S TOP EMPLOYERS 2019

Absorb strives for everyday joy in its workplace

hen founder and CEO Mike Owens started Absorb Software, it was because he saw an opportunity to make learning management systems as elegant and intuitive as the courses they were delivering. Owens had a proven history of designing beautiful learning experiences, only to have them ruined during delivery. “That was driving us gently insane because delivery platforms were ugly,” said Owens, “and it was outside my control.”

Enjoying going to work has always been one of my fundamental pillars for the company. _______ Mike Owens

Founder and CEO

But better products were only part of the picture. Building a strong company culture was another driver for Owens, who wanted to balance delivering good products with the everyday joy of making something meaningful. “Enjoying going to work has always been one of my fundamental pillars for the company,” says Owens, “You spend

a number of staff through MBA programs. And it actively promotes women – a rarity in the industry and, Owens asserts, particularly in Calgary; over one-third of the Absorb executive team is women. There are also plenty of opportunities for team building and fun. Events range from Stampeders games, lawn bowling and movie nights to trivia days, Nerf gun challenges and the much-loved Friday afternoon “fails,” where the whole team gathers in the boardroom for 10 minutes to watch funny videos. “There’s the feeling that we’re all in the same boat and we’re all working toward something,” says Tran, “so we should all spend time together in a way that allows us to develop a friendship as well.” ¡ p Absorb Software employees at the company’s Christmas party

a lot of time at work. There’s no reason you shouldn’t enjoy being at work and solving problems together.” And while Absorb has grown significantly over the years and expanded internationally, it still produces great products built by creative and dedicated employees at its Calgary headquarters. Absorb offers an inspiring physical location, a work-fromhome option, a 35-hour work week (“because quantity does not make up for quality of work,” Owens notes), and a comprehensive suite of healthcare plans and benefits, among other perks.

“Absorb has hit the perfect balance between needing to do the job and getting the job done, customer first as well as employees first,” says client success manager Caitlyn Tran. “They’re providing a good experience at work so we can provide a good experience for our customers.” The company is proudly Calgarian. All hiring is done locally, and all software development has been kept in Calgary. Much time is spent mentoring team members, and professional development is offered in all areas. Absorb has also put

We’re building tech that makes a difference.

Want in?

Find your place in a thriving company. Visit: absorblms.com/careers

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YEARS, AVERAGE AGE OF ALL EMPLOYEES

YEARS, LONGEST SERVING EMPLOYEE

WEEKS, STARTING VACATION ALLOWANCE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Absorb Software.

ALBERTA’S TOP EMPLOYERS 2019

AFSC helps farmers – and employees – grow successfully

s a research analyst at Alberta’s Agricultural Financial Services Corporation (AFSC), Matthew Ironside logs a lot of computer time, studying commodity and marketing trends. But on his regular drives between the AFSC’s head office in Lacombe and Calgary, where Ironside is part of the naval reserves, he gets a glimpse into the fruits of his labour. “You see the wheat fields and people out there harvesting,” says Ironside. “It’s a real thing you can see, touch and smell. And it’s nice to know that what we do helps producers do their job, which is to ensure that all of us continue to enjoy food security.”

If you are keen and engaged, this company is very good about helping you plan a future for yourself. _______ Matthew Ironside Research Analyst

With 44 branches across the province, AFSC provides producers with loans, crop insurance and farm disaster assistance. In an industry that is inherently risky, the

p Agriculture Financial Services Corporation research analyst, Matthew Ironside

Crown Corporation strives to help clients manage some of those risks. Ironside joined AFSC in June 2017 as a product specialist, lending. But with the encouragement and support of management, he was promoted to his current role a year later, where he is able to better apply his skills as a finance graduate of Calgary’s Mount Royal University. In a process known as “PATH check,” AFSC employees meet regularly with supervisors to discuss performance and career aspirations. These sessions helped steer Ironside towards his new role.

“If you are keen and engaged, this company is very good about helping you plan a future for yourself,” he says. Karla Kochan, chief people officer for AFSC, says PATH check and other professional development initiatives help ensure employees can realize their full potential. “It’s all abaout having open and honest conversations,” says Kochan. “We want to ensure our team members remain challenged and motivated and are getting the support they need to thrive.”

AFSC also puts a strong focus on five core values — accountability, trust, integrity, respect and excellence. “We look for people who will live those values in the way they deal with each other and with our clients,” says Kochan. In addition to competitive pay and comprehensive benefits, AFSC strives to provide a positive work/life balance. Ironside credits his regular work hours (8:15 a.m. to 4:30 p.m., with an hour off for lunch) for his ability to volunteer in the community and pursue extra-curricular activities such as the naval reserves. “There’s also great team spirit here,” he says. “Whether it’s playing floor hockey over lunch, food truck days or charity cooking contests, we enjoy having time to bond.” ¡

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3,695

JOB APPLICATIONS RECEIVED LAST YEAR

YEARS, LONGESTSERVING EMPLOYEE

378

STAFF VOLUNTEER HOURS LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Agricultural Financial Services Corporation.

WE ARE AFSC ARE YOU? AFSC.ca

ALBERTA’S TOP EMPLOYERS 2019

Alberta Blue Cross is serious about employee wellness

ark Razzolini’s prescription for a healthy, happy workplace is a holistic approach to wellness for employees at Alberta Blue Cross. “We’re serious about wellness — it’s something we’ve built into our culture and it’s what we do every day and we continue to add new offerings in areas that have the most impact,” says Razzolini, vicepresident, people, wellness and innovation. “We’re committed to wellness because we know that employees who are well are going to be more engaged and ultimately, create a better customer experience.

We’re committed to wellness because we know that employees who are well are going to be more engaged and ultimately, create a better customer experience. _______ Mark Razzolini

Vice-President, People, Wellness and Innovation

Alberta Blue Cross is the province’s largest benefits carrier, providing health and dental benefits to meet the needs of more than

p Internal wellness expert, Terry Skidnuk, takes mailroom employees through stretch exercises at Alberta Blue Cross

1.7 million Albertans. The Edmonton-based company offers benefit plans for individuals and families, seniors, large and small employers, and administers plans on behalf of the government of Alberta. With wellness a foundational strategic objective, the company promotes a healthy lifestyle by providing employees the support they need to keep in top shape. That includes free access to a state-of-the-art wellness centre, an annual wellness fair and programs that focus on wellness covering topics from diet to financial and mental wellness. Employees also enjoy benefits and work practices that enable them to keep physically,

Our people make Alberta Blue Cross great. Because of them, we’re Alberta’s leading provider of health and dental benefits and a champion for wellness.

®*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 82808 2018/11

mentally and professionally fit. Flexible work hours, working from home and family care days help them achieve a work-life balance tailored to their individual circumstances. They can also take advantage of generous tuition subsidies as well as leadership training programs. There’s a healthy, open workplace atmosphere as well. The company’s “culture of trust” makes employees feel safe in telling management what is and what is not working and suggest new ideas. “I feel valued and feel included because they really want us to be innovative, to think differently and to bring our ideas forward and to talk about them with our managers

and directors and make Alberta Blue Cross a better place for our employees and for our customers,” says Lindsay Best-Fott, space planner and designer. Best-Fott also appreciates Alberta Blue Cross’s community outreach, especially the employee-led charity Hearts of Blue, which raised $200,000 to help over 100 charities in the last year. “Alberta Blue Cross gives us time during work hours to volunteer in the community making donations and helping different charities and different organizations. It’s just such an ingrained part of the culture to help each other and to be a very supportive company,” says Best-Fott. “Those are the kind of things that have really drawn me to Alberta Blue Cross and kept me here.” ¡

1,111

FULL-TIME STAFF IN CANADA

YEARS, LONGESTSERVING EMPLOYEE

40.98

AVERAGE EMPLOYEE AGE

65.11%

OF EMPLOYEES ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Alberta Blue Cross.

ALBERTA’S TOP EMPLOYERS 2019

Work-life balance keeps AGLC on top of its game

t first glance, you might wonder about the path that led Jenna-Rae Patry from her years as a psychology major, radio host, massage therapist and pharmaceutical researcher in Germany to her current position as a policy analyst with Alberta Gaming, Liquor & Cannabis (AGLC). A closer look at Patry’s role provides some clues. A Crown commercial agency, AGLC oversees the gaming, liquor and cannabis industries in Alberta. Patry is part of a four-person team, based in St. Albert, that writes and revises the rules that govern race tracks, casinos, bingo halls and other gaming activities in the province.

It’s important that people can detach, go home and come back the next day refreshed. _______ Steve Lautischer

Director of Gaming Business

In this role, she applies similar research methods, statistical analysis and data modelling as she did to obtain her bachelor of science degree at MacEwan University. “Research and writing are big parts of my job,” she says. To change the system for slot-machine

p Staff at AGLC volunteering with Habitat for Humanity

reporting, for example, Patry analyzes the current system, conducts research into its applications, consults affected stakeholders, collaborates with her team, then revises the applicable sections of the policy handbook. The policy team usually has more than 20 projects on the go. Some take weeks, others take a year. “We always have so much to do,” says Steve Lautischer, AGLC’s director of gaming business, “but we always keep in mind our employees’ work-life balance. It’s important that people can detach, go home and come back the next day refreshed.”

A supportive work environment was one of the factors that attracted Patry to AGLC. Noticing a posting on the agency’s website, she asked family and friends about the organization and “heard nothing but positive reviews from people they knew who loved their job. “There were a number of women in leadership positions,” she adds, “and a lot of professional development opportunities.” AGLC’s mandate attracts individuals with business skills as well as experience in human resources, IT, finance and a variety of other disciplines. "We also

employ about 150 field service technicians to install and maintain slot machines, VLTs and lottery terminals,” says Lautischer. If employees want to move into different areas, AGLC provides internal learning and development programs such as job shadowing, an online career planning tool, in-house courses, as well as programs affiliated with the University of Alberta. “Working here has been a real learning experience,” says Patry, who knew little about gaming when she joined AGLC two years ago. “Since I started, I’ve noticed how long people work here. Now, I’d love to stay here too.” ¡

931

FULL-TIME STAFF IN CANADA

YEARS, LONGESTSERVING EMPLOYEE

50%

OF EMPLOYEES ARE WOMEN

67%

OF EXECUTIVE TEAM ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Alberta Gaming, Liquor & Cannabis.

Choices Albertans can trust.

ALBERTA’S TOP EMPLOYERS 2019

Benefits administrator ASEBP has great benefits

ara Chatschaturian, a senior benefit specialist with the Alberta School Employee Benefit Plan (ASEBP), joined the organization 10 years ago and has never regretted it for a moment. “ASEBP is an all-around fantastic employer,” says Chatschaturian. “I love the culture and how they set themselves apart.” ASEBP administers benefits to many of Alberta’s teachers, principals, superintendents and other public education sector employees. Apart from rewarding work, the organization sets itself apart through a suite of generous employee benefits, including health and wellness spending accounts, learning and development funds and Mental Health First Aid (MHFA) training, among others.

ASEBP is an allaround fantastic employer. I love the culture and how they set themselves apart. _______ Tara Chatschaturian

Senior Benefit Specialist

Four times a year, the organization holds a life event celebration for employees. “It’s a coming together as a big family to show photos, enjoy some snacks and

charitable organization, and each employee also has a learning and development fund based on their position and the educational opportunities they’re pursuing. This fund is meant for external courses or certifications related either to the work they’re currently doing or other possible opportunities to pursue within the organization. Once every two years, ASEBP holds an off-site Day of Learning for the entire staff. Employees from across departments at all levels give presentations on work-related projects or initiatives. “We ask them to tell us about the work they do, the things they’re proud of,” says Littlechilds. “It shows how we all contribute and how we all serve our members.” ¡ p An employee enjoying the convenience of ASEBP’s heated, underground cycle park

have a celebration,” says chief executive officer Kelli Littlechilds. “People bring in their new babies, introduce their new spouse or show pictures of a newly purchased home.” On Tranquil Tuesdays and Thursdays, employees can book a 15-minute massage from a professional masseuse who comes on-site. “It’s just the perfect amount of time,” says Chatschaturian. “They focus on the stress area — head, shoulders and upper and lower back. Then you go back to your desk and you’re good to go for the afternoon.”

Every new employee participates in a two-day MHFA training workshop offered by a fellow ASEBP employee who’s also a certified instructor through the Mental Health Commission of Canada. “It helps internally, but we also have some 60,000 school employees and their families whom we support,” says Littlechilds. “It’s very easy to call in sick if you have the flu or a cold. It’s not so easy if you’re struggling with a mental health issue. We’re trying to remove that stigma.” All employees have one paid day per year to volunteer with an approved

THE JOURNEY WOULDN’T BE THE SAME WITHOUT OUR EMPLOYEES.

Together, we are asebp.

146

FULL-TIME STAFF IN CANADA

YEARS, AVERAGE AGE OF ALL EMPLOYEES

50%

OF EXECUTIVE TEAM ARE WOMEN

CHARITIES SUPPORTED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Alberta School Employee Benefit Plan.

ALBERTA’S TOP EMPLOYERS 2019

ATRF is growing, modernizing – and creating opportunity

ver the course of his career, Gary Smith has worked as a bond trader, a fixed income portfolio manager, a chief economist and an academic. In fact, he’s moved around so much that he likes to tell people: “One of these days I’ll get a steady job.” Recently, Smith left a faculty position at the University of Alberta’s business school to become head of investment strategy and risk with the Alberta Teachers Retirement Fund Board (ATRF). The Edmonton-based organization manages more than $16 billion in fund assets, and administers the defined pension plans for teachers.

There’s a lot of great career opportunities and potential for growth. From week to week, we get new challenges. _______ Owen Yang

Analyst, Investment Strategy and Risk

“I left a nice life in academia because of the cool things happening here,” says Smith. “We’re going through a transfor-

p This year ATRF grew to include 100 employees, a milestone in the organization’s history

mation. We’re modernizing our platform and getting into more interesting investments.” The primary goals are to ensure stable contribution rates — a key for teachers who contribute to the plan — while delivering steady growth through bull and bear markets. Smith’s department is taking a more hands-on approach and plans to hire more skilled investment professionals. “It means more work for brainy, young people who have a good grounding in financial theory and know how to use modern technology,” says Smith. Owen Yang is one such person. He joined the organization three and a half

years ago after earning a master’s degree in financial economics and has advanced to become a full-time analyst with Smith’s investment strategy and risk team. “There’s a lot of great career opportunities and potential for growth,” says Yang. “From week to week, we get new challenges.” ATRF also supports career development. Yang has earned two professional certifications since joining: Financial Risk Manager and Chartered Financial Analyst. ATRF covered tuition fees and pays the annual professional fees associated with the designations. ATRF also offers an internal mentorship program. Smith signed on as a

mentor to Yang, whom he taught at the University of Alberta. Now, the two meet regularly to discuss career and job issues. Because of all the changes taking place, Yang feels he’s making much better use of his education and professional certifications by being directly involved decision-making around investment strategy and risk. The change isn’t limited to investments. ATRF’s pension services is also beginning to modernize its service to ensure it continues to deliver enhanced client experiences. The changes will allow retirees to access their accounts through online channels and will allow ATRF employees to provide a more personalized and proactive service. ¡

107

FULL-TIME STAFF IN CANADA

YEARS, LONGESTSERVING EMPLOYEE

42%

OF EMPLOYEES ARE WOMEN

43%

OF EXECUTIVE TEAM ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Alberta Teachers Retirement Fund Board.

Our employees ensure we deliver and secure pensions for more than 80,000 plan members. That makes them our most important asset of all.

www.atrf.com

We’re honoured to be named one of Alberta’s top employers for the third straight year, and proud to continue attracting highly skilled and respected employees to join the ATRF team.

ALBERTA’S TOP EMPLOYERS 2019

Beaver Municipal offers an oasis of stability

eaver Municipal Solutions is in the waste management business, big-time. Every year, the municipally-owned corporation disposes of 150,000 tonnes of waste generated by some 1.4 million people living and working in Edmonton and in surrounding towns, villages and hamlets. “The commitment of the people who work for us is truly amazing,” says general manager Pierre Breau. “We are relatively small and yet we are competing head-tohead with some of the world’s largest waste management companies and we are winning customers over from them. That’s because our people have the drive to go that extra mile to please the customer.” p Group from Beaver Municipal Solutions participate in a ribbon cutting for the ‘Take It or

The commitment of the people who work for us is truly amazing. _______ Pierre Breau General Manager

Breau says many of his frontline employees come from a farming background. “They are hard workers by nature and dutiful to the task at hand.” Based in Ryley, Alta., Beaver Municipal is a rare oasis of stability in a provincial

Leave It’ grand opening

boom-or-bust economy dominated by the oil and gas sector. “We’ve never laid people off during all the recent volatility,” says Breau. “For a lot of young people in this area, we provide a good, stable income, with steady benefits, close to home.” The company also has a strong commitment to transparency and providing all employees with an annual bonus. “We’ve developed an incentive program that ensures each and every employee an annual bonus, based on a percentage of their base salary,” says

Breau. “It’s centred on meeting certain operational targets and we make sure employees have all the numbers on how we are doing, what we are earning and what we are paying in dividends to our municipal members.” There is also a strong emphasis on training and mentoring. “The company invests heavily in training and upgrading and the level of internal promotion is just awesome,” says health & safety officer Iris Robinson. “Lots of people start as labourers and, before you know it, they have taken the

internal and external training required to become landfill operators.” Robinson, who joined the company in 2018, appreciates the strong safety culture the company has fostered, supported by a number of in-house training programs. “I’m really pleased by this company’s safety footprint and the priority placed on ensuring everyone gets home safely. It’s certainly made my job a lot easier.” Beaver Municipal employees regularly volunteer and support charitable causes in their home communities. They also participate in a number of social activities, including golf tournaments and rodeos. “It makes for a very harmonized work environment,” says Robinson. “We are like one big happy family.” ¡

FULL-TIME STAFF IN CANADA

66%

OF MANAGERS ARE WOMEN

250

JOB APPLICATIONS RECEIVED LAST YEAR

LOCAL COMMUNITY GROUPS HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Beaver Municipal Solutions.

ALBERTA’S TOP EMPLOYERS 2019

Covenant Health serves the vulnerable and marginalized

elissa Sztym has been an occupational therapist since 2006 at St. Mary’s Hospital in Camrose, part of Edmonton-based Covenant Health. For the past five years, she has been team lead for the Stroke - Early Supported Discharge Program, which provides rehabilitation services to stroke survivors in their homes within an hour’s drive of Camrose. “It’s rewarding to help our clients return to their previous roles and reintegrate into the community,” she says. “Their recovery often means being able to cook, going for walks, swimming or — because many are farmers — looking after livestock or getting back on the combine.” p Compassionate care is at the heart of Covenant Health for their employees

It’s not about religion; it’s about, are you committed to serving your fellow person? _______ Patrick Dumelie CEO

Covenant Health is a not-for-profit that provides Albertans of all faiths with quality healthcare based on Catholic values. Covenant operates 17 facilities and employs 11,000 people in the province.

“We have a diverse group of employees providing services across the continuum of healthcare,” says CEO Patrick Dumelie. The workplace culture derives from Covenant’s mission. “We are called to serve, focusing on the vulnerable and marginalized, to bring them to the centre,” says Dumelie. The emphasis is on serving seniors, those with mental illness and addiction, those needing end-of-life care, and rural Albertans. “It’s not about religion; it’s about, are you committed to serving your fellow person?” Covenant promotes continuous

learning by supporting its employees. It runs a Staff Education Fund to support those wishing to upgrade their skills externally. Over 216 employees have reached their education goals through the fund, with 272 currently pursuing programs. In 2017, with Covenant’s support, Sztym completed the University of Alberta post-baccalaureate certificate in stroke rehabilitation. Her program included a project to test whether Skype-for-Business is an effective tool for interacting with rural stroke survivors. (“It is,” she says. “Up to 75 per

cent of our clients are able to make some use of Skype.”) CLiC, Covenant’s proprietary internal learning system, offers 240 online modules and courses – from the latest approach to intravenous management to a first aid program for the mental health of employees. CLiC also enables staff to connect with one another through discussion boards, blogs and workspaces. “With its interactive component, it’s like Instagram meets Twitter meets online adult education,” says Dumelie. Covenant also offers three in-person leadership development programs. Sztym feels the one she took a decade ago contributed big-time to her career. “Covenant sees the value in developing leadership skills in its employees,” she says. ¡

FULL-TIME STAFF IN CANADA

3,681

TOTAL JOBS AVAILABLE LAST YEAR

WEEKS, STARTING VACATION ALLOWANCE

61.5%

OF EXECUTIVE TEAM ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Covenant Health.

MANY VOICES, ONE MISSION CovenantHealth.ca/Careers

2,930

ALBERTA’S TOP EMPLOYERS 2019

Edmonton Police Service builds trust through diversity

he Edmonton Police Service (EPS) has a clear vision: to make Edmonton the safest city in Canada and to be recognized as a leader in policing. A key part of achieving that vision is to continually improve and value the diversity of the EPS through practices of equity and inclusion. One of the ways the EPS is pursuing this goal is the Recruit Mentoring Academy, the first of its kind in Canada. The academy works with potential applicants from traditionally underrepresented communities, including women, visible minorities, Indigenous Peoples and new immigrants. The program helps participants determine if a career in policing is for them, and if so, position them for success in the recruitment process.

By valuing the diversity that reflects our community and committing to equitable and inclusive practices, we are more effective at doing our job. _______ Denis Jubinville

Superintendent

p The Edmonton Police Service works with diverse communities to inspire the next generation of police officers

“Traditionally, people who get into policing have role models or someone else in their sphere of influence who supports and coaches them,” says academy coordinator Heather Smith. “That’s not always the case for underrepresented communities. For example, when I joined the EPS in 2003, I had never met a female police officer and I lacked a lot of confidence that this was a job for me.” Academy participants learn about the fitness and interpersonal skills required of police officers. They are then supported through the application process or encouraged to gain the necessary outside

experience to be able to apply at a future date. Some 72 individuals have gone through the academy since it began two years ago; 32 of them are now police officers with the EPS. Diversity is closely aligned to the EPS’s core values of integrity, accountability, respect, innovation, courage and community. “Pursuing greater diversity helps ensure the people we recruit are of proven integrity and are respectful to the community we serve,” says superintendent Denis Jubinville, in charge of human resources. “It’s also an example of innovation, which is what you must do to be a policing leader.”

Another innovation is an approach known as Modern Policing Analysis. This helps EPS members eliminate barriers to success internally and helps build trust externally by treating people with fairness. “By valuing the diversity that reflects our community and committing to equitable and inclusive practices, we are more effective at doing our job,” says Jubinville. Critical to the overall effort is the chief’s advisory council, chaired by the chief of police. Says Jubinville: “This is how our senior officers work directly with community leaders from eight diverse communities across the city to build trust and respect. Together, we are working to keep our city safe.” ¡

2,677

FULL-TIME STAFF IN CANADA

YEARS, AVERAGE AGE OF ALL EMPLOYEES

35%

OF EMPLOYEES ARE WOMEN

27%

OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Edmonton Police Service.

ALBERTA’S TOP EMPLOYERS 2019

ERAA’s reach goes far beyond its runways and taxiways

f there’s one thing you can pretty much guarantee about people who work for the Edmonton Regional Airports Authority, it’s that they love being around airplanes. Scott Hammond has been an equipment operator for eight years at the ERAA, the coldest, snowiest, most northerly international airport in Canada. Hammond spends much of his shift cleaning the runways and taxiways, working on everything from tractors and bobcats to sweeper trucks and ramp hogs. “Work’s involved but you’re doing it on an airfield, where there’s constantly lots of action,” says Hammond. “You never get tired of watching those airplanes take off and land.”

We have a noble cause that revolves around uniting people for a world of possibilities. _______ Kirstan Jewell

Vice-President of Human Resources and Organizational Effectiveness

Kirstan Jewell’s grandfather was a pilot and she, like Hammond, has always had an affinity for airplanes and airports. But she was also drawn to the

p Inside Edmonton International Airport Domestic and International Departures Lounge

ERAA because of its business model — to enhance the economic prosperity of the region. “We have a noble cause that revolves around uniting people for a world of possibilities,” says Jewell, vice-president of human resources and organizational effectiveness. “When making decisions about how to spend our capital, we’re thinking about who in the community would benefit from it and how do we enhance that.” Because the ERAA has stayed true to its growth strategy, management was

able to preserve every employee’s job during the last downturn. “We were able to reallocate our staff — people took on different things we needed done,” says Jewell. “It’s pretty neat to be part of something where we put people first and we continued to grow.” The airport world is a complex one, more like a city than anything else. And because what employees there do has an impact on everyone who flies into, out of or through the airport, teamwork is essential. “At the end of the day, we’ve got to get the people off the ground,”

says Hammond. “And it’s our job to make sure the airfield is safe for that.” Teams also have time together at quarterly information sessions, parties and barbeques, at company-organized golf tournaments, charity events and community days. And there is plenty of opportunity to move to another team. Each person at ERAA has an employee development plan, Jewell explains, and they’re encouraged to come forward about what experience or education they want to gain. And then, there are those other benefits. “I’ve been lucky enough to be able to explore military and cargo aircraft, go into the cockpits and talk to the flight crews,” says Hammond. “That’s just a huge thrill.” ¡

291

FULL-TIME STAFF IN CANADA

YEARS, LONGEST SERVING EMPLOYEE

60.8%

OF MANAGERS ARE WOMEN

CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Edmonton Regional Airports Authority.

ALBERTA’S TOP EMPLOYERS 2019

Employee ownership helps Graham succeed

imberly Haddow appreciates the lengths to which Graham's leadership goes to keep the firm’s 1,400-plus employees informed and engaged. Not an easy feat when they’re dispersed across North America. “I like that our management team does regional meetings and that our CEO holds Town Hall meetings twice a year to get feedback,” says Haddow, project manager. “It’s important because as an employeeowned company, we get to see what the company’s doing, how we’re moving forward and lets you know the investment you’re working hard for is going to work hard for you as well.”

I feel I have a stake in the company’s success and that what I do dayto-day directly impacts me and my ability to grow my investment in the company. _______ Kimberly Haddow Project Manager

Going the extra mile – or in this case, logging thousands of kilometres — is part of how construction giant Graham

p As owners, employees at Graham are committed to ensuring each project is a success

maintains the culture they started with in 1926. From a family business in Moose Jaw, Graham has grown into a leading, fully-integrated construction company. Headquartered in Calgary, it has 15 North American offices, 1,445 full-time staff in Canada and annual revenues of over $2 billion. Graham maintains a strong culture of taking care of their own not only because its management goes the distance, but because it’s an employee-owned company. “It’s a core piece of our culture. It comes down to taking care of people and giving

them a path to grow their skills and careers and behaving with a strong sense of community,” says Patrick Schmidtz, vice president labour. “I think our employee ownership is the root cause of our employees’ commitment and dedication to their work. We have great people who have a stake in the business and I think our strategy is an effective way to remain competitive and give folks the opportunity for a great career.” Haddow agrees. “Employee ownership is one of the things I like about Graham. I

feel I have a stake in the company’s success and that what I do day to day directly impacts me and my ability to grow my investment in the company.” Ownership offers Graham employees opportunities rare in the construction sector, like a share purchase plan, profit-sharing and the chance to invest in the company’s Graham Income Trust. Employees also enjoy benefits like a defined contribution pension plan and three weeks starting vacation allowance. Social events also enhance the company’s family feel. Employees are encouraged to take part in a wide variety of events, such as Christmas parties, summer BBQs and golf tournaments, and marquee celebrations like the Calgary Stampede. ¡

1,445

FULL-TIME STAFF IN CANADA

43 250+

YEARS, LONGEST SERVING EMPLOYEE CHARITIES SUPPORTED LAST YEAR

350

JOBS AVAILABLE LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Graham.

Proud to be among Canada’s Top 100 Employers and Alberta’s Top Employers

ALBERTA’S TOP EMPLOYERS 2019

Hallmark Tubulars goes ‘Well and Beyond’ for its staff

allmark Tubulars Ltd. is a company where employees walk a mile in each other’s work boots — by taking off their hard hats and stepping away from their equipment to help colleagues solve a logistical challenge or address a quality issue. The extensive cross-training helps create an authentic family corporate culture and reflects the company’s mission to go “Well and Beyond” to exceed both customer and employee expectations. “We have people who work at a desk who can operate our equipment – you see office staff out in the yard or in the field twisting wrenches and running the equipment, and people that normally work on the pipe in the office entering an order into the computer,” says Clayton Serben, integrated operations manager. “That way people get to touch every part of the business.”

We don’t just talk about being a family, we truly support each other – in and out of the office. _______ Shawn Baumgardner VP Operations

p Hallmark Tubulars hosts a BBQ showcasing their services to customers in Calgary

Hallmark sources, manages, delivers and installs high-quality tubular goods used for drilling and completion by oil and natural gas producers throughout Western Canada. Headquartered in Calgary, Hallmark says its clients and employees can expect more from their integrated, adaptable service model — more certainty, more collaboration and more success. Shawn Baumgardner, vice-president of operations, says the cross-training and constant communication foster a workplace where employees feel valued, supported and heard.

“We get together regularly and everyone, regardless of their position, feels free to put their hand up with an idea or to recognize a problem,” says Baumgardner. “We have employees on the ground level that regularly identify and address quality issues.” The company also goes well and beyond in providing employees with a sector-leading suite of wages and benefits. Extensive training programs and uncompromising safety help obtain and retain high-calibre employees. “I’ve been in this industry for 22 years

hallmarksolutions.ca

and I’ve never seen a benefits package like Hallmark’s. If you want to have the best people, you have to offer them the best benefits and the best training,” says Baumgardner. Toss in an active social committee that organizes team building exercises like axe throwing sessions and a “create your own ugly sweater Christmas party” and you can see why there were 3,000 job applications received for the 35 jobs available at Hallmark last year. “We don’t just talk about being a family, we truly support each other – in and out of the office,” says Baumgardner. “We don’t just put it on paper; we live it, and truly have everyone believing and pushing in the same direction. It’s unique and something to be proud of.” ¡

135

FULL-TIME STAFF IN CANADA

JOBS AVAILABLE LAST YEAR

YEARS, LONGESTSERVING EMPLOYEE

AVERAGE EMPLOYEE AGE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Hallmark Tubulars Ltd.

ALBERTA’S TOP EMPLOYERS 2019

Inter Pipeline is driving innovation and diversification

he Heartland Petrochemical Complex, expected to commence operations in late 2021, is a milestone project for Inter Pipeline Ltd., and for Canada. Currently, producers send low-cost Canadian propane south of the border, where some of it is converted into polypropylene (a recyclable plastic used to manufacture a wide range of products) and shipped back to Canada at a higher cost. The unique $3.5-billion Heartland project will keep the value-added production of polypropylene at home. It will also create approximately 180 additional full-time jobs and provide new opportunities for current employees.

This is a place where an individual can truly be master of their own destiny. _______ Jim Madro

Senior Vice President, NGL Processing

“Recruiting for full-time staff has begun,” says Jim Madro, senior vice president, NGL Processing. “As Inter Pipeline always does, we start by ensuring we provide new career opportunities to our employees, while also supporting the local labour market. Once these avenues

p Inter Pipeline employees at the construction of the Heartland Petrochemical Complex

have been exhausted, there are no bounds to where we will look for the best and the brightest to ensure we run an efficient and reliable operation with safety and environmental protection as top priorities.” The range of positions on offer is significant and employees enjoy very competitive benefits that include an industry-leading mental health program. They will also be part of a culture committed to meaningful work, continuous improvement and individual initiative. The company is hoping that the magnitude of positions available, coupled with unique opportunities, will attract a diverse pool of candidates.

“Inter Pipeline lives by its core values and seeks employees that walk this talk,” says Madro. “We believe in honesty, integrity, teamwork, pursuit of excellence and personal accountability. Another core value is entrepreneurial spirit — this is a place where an individual can truly be master of their own destiny.” Inter Pipeline also lives by the motto “home safe every day” and a commitment to completing all work without incident or injury. “We value every single worker who comes into our workplace and want to ensure they are equipped with the

resources to do their job safely,” says Dustin Thatcher, supervisor health and safety. For the Heartland project, now under construction in Strathcona County, all workers are immersed in safety leadership training programs from the outset and receive consistent follow-up training. “Safety training is critical,” says Thatcher, “but even more important is worker competency. This can only be achieved by on-the-job training, mentoring and continuous evaluation of workers’ abilities.” One of Canada’s major petroleum transportation, storage and natural gas liquids processing businesses, Inter Pipeline operates facilities in Western Canada and Europe. ¡

827

FULL-TIME STAFF IN CANADA

29,893

JOB APPLICATIONS RECEIVED LAST YEAR

215

TOTAL JOBS AVAILABLE LAST YEAR

YEARS, AVERAGE AGE OF ALL EMPLOYEES

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Inter Pipeline Ltd.

We are honoured to once again be recognized as one of Alberta’s Top Employers. This past year we celebrated 20 years as a publicly traded entity. We couldn’t have made it this far without our dedicated employees who embrace our company culture and use their entrepreneurial spirit to create value every day. Looking for an opportunity as unique as you are? We are building the Heartland Petrochemical Complex, a unique facility in the heart of Strathcona County, and we are looking for people who want to be part of something special. Learn more about us and our career opportunities at interpipeline.com

ALBERTA’S TOP EMPLOYERS 2019

Keyera’s employees grow with the company

ive years ago, Ian Wahl faced an important career choice. He’d recently earned a bachelor of education degree with a major in science from the University of Alberta and was substitute teaching when not working at a natural gas plant operated by Keyera Corp. Then he was offered a full-time teaching position. Should he take it, or stay with Keyera? “I’d had a great experience at Keyera ever since starting in the summer student program while still at university, so I stayed. It was the best decision I ever made,” says Wahl, who is now operations foreman, facilities leadership, with overall responsibility for the safe operation of the West Pembina gas plant southwest of Edmonton.

The potential at Keyera is unlimited because they support your development and continuous improvement. _______ Ian Wahl Operations Foreman, Facilities Leadership

“People sometimes ask if my university education was a waste of time, but it has been a great asset. My knowledge

Keyera is focused on growth despite the challenges currently facing Alberta’s oil and gas industry, Hunszinger adds. “We’re positioning ourselves for growth in the future and looking for opportunities in a difficult market. We’re investing in projects that provide midstream solutions for our industry and meet the needs of our customers.” Those business opportunities create diverse career opportunities for Keyera employees, says Wahl. “I’ve seen this throughout the organization. There’s a lot of mobility. We have very intelligent and high-achieving people here, people who probably get a lot of other offers, but they choose to stay here, which is significant. It’s a solid place to work.” ¡  Keyera employees work together to conduct business safely and honestly, with integrity and trust

of teaching has been very important in my leadership role as foreman, and my science background is useful because a plant like this is highly technical,” he says. “The potential at Keyera is unlimited because they support your development and continuous improvement. They’ve tailored a lot of education to me, such as power engineering. Their actions speak loudly – they’ve always followed through on what they said.” Calgary-based Keyera is a company founded on values, says John Hunszinger,

vice president, operations, liquids infrastructure. Safety is a top priority for the company, as well as health, social and environmental responsibility, and community support. “The culture here is second to none,” Hunszinger says. “When we’re recruiting, we look for people who will be the best fit with our values. Technical skills are secondary. This company has a family feel and we try to maintain that as we grow, through strong communication and information-sharing, empowerment and teamwork.”

DELIVERING MIDSTREAM SOLUTIONS At Keyera, you are part of a team; one that demonstrates respect, transparency and hard work in everything we do. Together, we face our challenges and celebrate our successes. Learn more at

keyera.com

1,016

FULL-TIME STAFF IN CANADA

JOBS AVAILABLE LAST YEAR

YEARS, LONGESTSERVING EMPLOYEE

7,645

STAFF VOLUNTEER HOURS LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Keyera Corp.

ALBERTA’S TOP EMPLOYERS 2019

Values drive NAIT’s ambition to be the best

or Kate Andrews, being treated as a valued employee — and person — at the Northern Alberta Institute of Technology (NAIT) is one of the reasons she loves coming to work every day. “You feel like you matter here,” says Andrews, program chair of NAIT’s Personal Fitness Trainer Program. “From the get-go, I have felt respected. It’s the people that make NAIT a great place to work.” Andrews joined NAIT a dozen years ago as a long-distance anatomy instructor and then became a part-time instructor on its main campus in Edmonton. NAIT supported Andrews as she went back to school to get a master’s degree. She subsequently obtained a full-time position and became chair a year ago. “NAIT

Respect is the glue that holds us together. If we start with respect, everything becomes possible. _______ Dr. Glenn Feltham President and CEO

encourages you and provides you with an opportunity to grow,” Andrews says. “You have autonomy, and you have all the support you need.”

NAIT provides free access to courses and programs. For those wishing to pursue certificates, diplomas or degrees unavailable at NAIT, tuition is subsidized up to $5,000 annually. Tuition support for NAIT courses or programs is also available for spouses and dependents. As well, NAIT offers flexible work opportunities, from modified hours to compressed weeks. Vacation provisions are generous, up to nine weeks annually for instructors. But in the end, it comes down to a culture of respect. Says Andrews: “It means being heard and treated the way you want to be treated. At NAIT, you are truly respected for who you are.” ¡ p NAIT staff proudly showcasing their ‘Respect at NAIT’ completion cards

Given that, why introduce a formal program that promotes respect at the institute? “Because,” answers NAIT president and CEO, Dr. Glenn Feltham, “respect is a NAIT core value and needs to be fostered. The program helps create deeper understandings and richer conversations about respect.” He adds: “Respect is the glue that holds us together. If we start with respect, everything becomes possible.” Feltham hastens to add that the 90minute online program that addresses bullying, abuse, harassment and discrimi-

nation was brought in to build on a value collectively shared. Andrews agrees. “It shows NAIT is always, always trying to improve,” she says. “Leaving ‘as is’ is not good enough. We want to be the best.” In less than two months, just over half the staff completed the course. “That’s an incredible uptake,” says Feltham, who attributes the high participation rate to the “quality of our people and their desire to grow and to work better with others.” There are other, concrete benefits that make for a loyal workforce. Opportunities for professional development abound.

2,095

FULL-TIME STAFF IN CANADA

YEARS, LONGESTSERVING EMPLOYEE

46%

OF EMPLOYEES ARE WOMEN

338

JOBS POSTED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Northern Alberta Institute of Technology.

OUR PEOPLE MAKE NAIT GREAT Dedicated and passionate employees make NAIT one of Alberta’s outstanding places to work. Our workplace culture is built on our values of collaboration, accountability, celebration, support and respect. Our people bring these values to life every day.

Join our team: nait.ca/careers

ALBERTA’S TOP EMPLOYERS 2019

They do things differently at Pason

ix months after lawyer Natalie Fenez left a large public organization to join the small legal team at Pason Systems Corp., the company CEO summoned her for a private meeting. “I didn’t know if I was going to be reprimanded, or what,” Fenez says. Hardly. The CEO wanted her to run the growing company’s human resources department while the HR director was on maternity leave. “I was stunned,” she recalls. “I had never been in a workplace where such a thing was possible. I had always been siloed.” Fenez said yes and is temporarily directing HR policies impacting more than 600 employees operating in 12 countries around the globe. “The CEO wanted me to embed quickly to become familiar with all aspects of our business,” she says. “It shows Pason is not afraid to challenge conventional ways of doing things.”

We have an obligation to challenge. _______ Tony Schellenberg

Software Architect, Drilling Management Applications

p In the last decade, Pason has built nine Calgary-area school playgrounds

Challenging convention, of course, is an essential ingredient of innovation, critical to the success of the Calgary-based technology company that enables clients to collect, manage, report and analyze sophisticated drilling data in real time. “We have an obligation to challenge,” says Tony Schellenberg, software architect, drilling management applications. “Pason really embraces the idea that no one has a monopoly of knowledge. By speaking out, you may save the company from a significant error.”

Even Pason’s office design is unconventional. “I’ve never seen anything like it,” says Schellenberg, noting that office walls have a one-foot gap with the ceiling. “It shows our open-communications culture. If you want to close the door for a discussion, this probably isn’t the place for you.” Pason’s commitment to employee well-being is another way to foster innovation, as well as recognizing the overall importance of physical health. The free, on-site physical fitness centre offers classes every lunchtime. Explains

Fenez, who attends the centre’s twice-weekly, one-hour yoga sessions: “At Pason, lunch is not a time for meetings over sandwiches. It’s a time to recharge so you can hit the ground running in the afternoon.” The commitment to the community is just as strong. Pasonites can take paid time off for company-sponsored activities. For her part, Fenez spent a full day last year with colleagues building a playground at a special-needs school. “It makes you feel proud to work for a company that cares,” she says. Another example: Multiple times a year, a Canadian Blood Services bus takes staff downtown to donate blood. Then, the bus takes them back to the office. All on company time. ¡

288

FULL-TIME STAFF IN CANADA

WEEKS, MATERNITY LEAVE TOP-UP PAY

YEARS, LONGEST SERVING EMPLOYEE

WEEKS, STARTING VACATION ALLOWANCE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Pason Systems Corp.

ALBERTA’S TOP EMPLOYERS 2019

There’s an extra level of commitment at PCL

n 2015, Michelle Sylvestre, a project manager with PCL Construction, was standing in the bottom of a massive excavation, working on the foundation of a 69-storey tower in Edmonton — the tallest in Canada outside of Ontario. People would come from all over the company to watch what was going on. “These are guys who have been in the industry for 40 years and they’re looking down and saying, ‘Wow, we’ve never seen anything like this,’” recalls Sylvestre, who was only two years into her job at PCL Edmonton Buildings. “You are seldom going to see the same thing twice so you’re always going to be challenged. It definitely takes a certain personality to take on that excitement, but that’s what makes the company so interesting — the amount you can learn is endless.”

You are seldom going to see the same thing twice so you’re always going to be challenged. _______ Michelle Sylvestre Project Manager, PCL Edmonton Buildings

big project. “Everyone completely supported me, and I was able to leave without having to worry about what was going on at work,” he says. “It was phenomenal and something I’ll always remember.” Some of that family feel stems from the fact that PCL is an employee-owned company: everyone is personally invested in its overall success and, therefore give a bit more every day, because they're all in it together. “What you’re doing, no matter what it is, has an impact on the company and an impact on you personally,” adds Walker. “It’s just that extra level of commitment and feeling you’re a part of something big ¡ — and that’s pretty important.” p PCL Construction employees on a project site

Given the size of PCL Construction and the overall diversity of the projects, there are plenty of opportunities for advancement. “PCL is really good at letting you decide what you’d prefer to do,” says Paul Walker, construction manager for PCL Calgary. “You can pretty much map your own path — based on your performance, obviously — to where you want to go in your career.” New hires are teamed up with a mentor who helps develop them. And there is informal mentoring as well.

“That’s one of the things I’ve benefitted from the most,” says Walker, “from my peers and supervisors along the way.” And the diversity of the staff — from the field, from different countries and different educations — means there’s a vault of knowledge at PCL, as Sylvestre says. “There are so many people you get to learn from every day.” The company has very much a family feel to it, as Walker discovered when his son required surgery and Walker had to leave for five weeks in the middle of a

2,643

FULL-TIME STAFF IN CANADA

301

JOBS AVAILABLE LAST YEAR

39.4 50+

YEARS, AVERAGE AGE OF ALL EMPLOYEES CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of PCL Construction.

Watch us build at PCL .com

ALBERTA’S TOP EMPLOYERS 2019

Pembina’s family culture supports staff and community

or Sarah Post, a Landman with Pembina Pipeline Corporation, working for the energy infrastructure company truly is a family affair. “My father also works here as an operations foreman, so Pembina has been part of the family pretty much my entire life,” says Post. “It has to be an excellent place to work when you know a company as well as a family member does and that’s where you want to build your career.” What Post enjoys most about her work is the opportunity to work directly with landowners and other stakeholders. “Pembina really stands behind being a good neighbour and working together with landowners,” she says. “We make sure their farming or livestock operations can continue to operate safely and thrive.”

Pembina really stands behind being a good neighbour and working together with landowners. _______ Sarah Post Landman

Calgary-based Pembina owns and operates an integrated system of pipelines that transport various hydrocarbon

p Employees of Pembina Pipeline Corporation walking down a right-of-way

liquids and natural gas products throughout North America. The company also owns gas gathering and processing facilities and an oil and natural gas liquids infrastructure and logistics business. Pembina is growing. Over the past two years alone, the company completed a $9.7 billion acquisition of a smaller energy infrastructure company, placed into service the largest suite of capital projects in its 64-year history and nearly doubled the size of its full-time workforce. Throughout that growth, Pembina has been determined to stay true to its roots as

Dynamic growth. Dynamic people. Build your career with Pembina. To find out more, get connected at pembina.com/careers

a family-based workplace that supports a healthy work-life balance. “We recently came off the busiest year in our company’s history and that put some real demands on our people,” says CEO Mick Dilger. “One way we tried to compensate is by acknowledging their efforts with an additional week of paid holidays in 2018.” Pembina employees enjoy generous financial and health benefits, including a defined benefit pension plan. “That’s a pretty rare commodity these days and quite expensive to fund,” says Dilger. “But

that’s also part of being a family; you take care of each other.” Employees are also encouraged to give back to the community. The support includes unlimited dollar-for-dollar matching donations, paid time off to volunteer and grants for personal volunteering. Post has taken advantage of these opportunities, participating in Pembina’s hugely successful United Way campaign and volunteering with Pembina's Fuel 4 Thought program, a signature partnership with Breakfast Club of Canada that strives to ensure all students start their day with a nutritious meal. “It’s yet another example of how we work together as a team,” she says. “It’s pretty cool.” ¡

1,795

FULL-TIME STAFF IN CANADA

244

JOBS AVAILABLE LAST YEAR

41.3

YEARS, AVERAGE AGE OF ALL EMPLOYEES

454

CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Pembina Pipeline Corporation.

ALBERTA’S TOP EMPLOYERS 2019

priMED Medical Products has youth on its side

hen you’re an Albertan David taking on the global Goliaths of the medical device world, you have to be fearless, agile and young. That describes both priMED Medical Products, Inc. and its employees to a T. “Our competitors are the largest names on the globe and it’s David versus Goliath,” says CEO David Welsh. “To compete and win we have to be much more agile and fearless and have the guts to take on what seems to be an impossible task.”

Our competitors are the largest names on the globe and it’s David versus Goliath. To compete and win we have to be much more agile and fearless. _______ David Welsh CEO

Headquartered in Edmonton, priMED is a major manufacturer of high-performance surgical face masks and other protective medical equipment. Founded in 1995, the company has experienced substantial growth in the last 10 years

p David Welsh, President and CEO, and Andee Atienza, Customer Service Representative,

of priMED Medical Products Inc

and now sells its products in the U.S., Europe, Australia, New Zealand and other marketplaces. It also has manufacturing facilities in China. A huge part of the company’s success is its youth, with the average age of employees just over 36 years. And women are a major driving force behind priMED, with 53 per cent of Canadian employees and 50 per cent of senior management being female. “As a young female professional it’s extremely empowering to be in a space where you have so many incredible

female mentors who really know how to be a force in their field,” says Andee Atienza, customer service representative. “Women at priMED excel in their careers and this is something that really motivates me to stay with the company.” Another motivator is the extensive health and benefits package employees enjoy. In addition to RRSP matching and other basics, priMED employees have a “health spending account” to top up dental and extended health care benefits. They also get an hour time slot twice a week to go work out.

“We truly believe in the fact that the healthy body creates a healthy mind and a more productive person,” says Welsh. “You don’t lose anything by giving your employees work time to refreshen their brain by working out and physically keeping themselves in shape.” priMED also has a “We Give Where We Live” philosophy. Employees receive paid leave to give time to local charities and non-profits through the “90 Days of Giving” program. In 2018, 800 hours were donated, an average of 14 hours per employee, benefitting causes like the Edmonton Food Bank, Habitat for Humanity, Earth Group, the Stollery Children’s Hospital and Canadian Blood Services. ¡

FULL-TIME STAFF IN CANADA

800

STAFF VOLUNTEER HOURS LAST YEAR

AVERAGE EMPLOYEE AGE

53%

OF EMPLOYEES ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of priMED Medical Products, Inc.

ALBERTA’S TOP EMPLOYERS 2019

Mentoring is a big part of the culture at RSM Canada

he high level of training offered at RSM Canada was a huge pull for millennial Tyler Halsted, who first started with RSM on a six-month co-op from his university. The accounting firm’s strong mentorship program for CPA students also ensured that Halsted would get the kind of feedback on career development that he craved. “My mentors really made our discussions personal,” says Halsted, now a senior associate in RSM’s Calgary office. “They’re interested in knowing what you think, but also bring you feedback from people you’ve been working with as well as from managers and partners. I love getting feedback and rely on it to get better, so that was a big plus.”

It’s invigorating to have young people coming into your office excited about starting their careers. _______ David Hird

Managing Partner, Calgary office

RSM Canada’s focus is audit, tax and consulting services for middle market companies but CPA training is a big

p RSM Canada employees from their Calgary office participating in the Light the Night Walk

investment. According to David Hird, Calgary office managing partner, the Calgary office hires anywhere from 10 to 12 university grads every year who go through 30 months of formal training and work experience to get their designations. Students are responsible for their own work, but can access supervisors, managers and partners for whatever information they need. “It’s invigorating to have young people coming into your office excited about starting their careers,” says Hird. “We naturally have a great social environment

We encourage all employees to take the opportunity to get together to know one another personally outside of just working together.” As a member of both the social committee and corporate social responsibility committee, Halsted helps organize events that bring people together, such as a casino night, a fundraiser for their charity of choice. They currently partner with Brown Bagging for Calgary’s Kids, which makes lunches for school children. “RSM’s community partnership is

another thing that pulls me in,” says Halsted. “Knowing that RSM Canada has that mindset from the top down, that they’re involved in the community and want us to be involved in the community, is important to me. It’s so cool to help people.” The firm gives employees volunteer days to work for charity, which they recently used to schedule group volunteering days at Brown Bagging. Halsted says attendance was great, with people coming together to help make sandwiches for kids. “It’s an important part of RSM’s values, one that gets commitment from everyone across the organization,” says Hird. “It’s our responsibility to look after the community and each other.” ¡

625

FULL-TIME STAFF IN CANADA

YEARS, LONGEST SERVING EMPLOYEE

53.6%

OF MANAGERS ARE WOMEN

763

TOTAL EMPLOYEE VOLUNTEER HOURS

This story was produced by Mediacorp in partnership with Postmedia, on behalf of RSM Canada.

ALBERTA’S TOP EMPLOYERS 2019

Medical rescues are the inspiring mission at STARS

n her first week on the job at Shock Trauma Air Rescue Services (STARS), an impromptu encounter with a stranger brought home to Nicole Segstro that she belonged to a storied team that dramatically – and routinely – saves lives. “I was wearing a red STARS T-shirt and filling up with gas when a man approached me,” Segstro recalls. “He just wanted to thank me for saving his brother’s life.” Segstro is manager of industry client services for STARS, a non-profit founded in Alberta in 1985 whose striking red helicopters provide emergency medical care and transport throughout western Canada. Noting that she is neither a healthcare provider nor has ever been in a helicopter, let alone flown one, Segstro says that chance interaction made her feel part of an organization where “we are all members of the crew and that everyone plays a vital part in our rescue missions.”

Everyone at STARS contributes to saving lives. _______ Andrea Robertson

President and CEO

That inclusive message is an essential STARS value. Every Tuesday, a video

Banff Centre. “It shows how STARS values its people,” she says. “As a member of the STARS crew, you get an opportunity to learn and grow.” The emphasis on employee contribution and well-being is reflected in continuous training and learning opportunities, especially in emergency health care and flying in challenging conditions, including night-time hours. “We encounter people on the worst day of their lives, and we want to make sure the care they receive is nothing short of extraordinary,” says Robertson. Adds Segstro: “We have a great reputation, but we are always striving to do better so we can do better for those we serve.” ¡

p STARS crew on an emergency medical mission

conference links staff in STARS’s three Alberta locations with its two in Saskatchewan and one in Manitoba. “Everyone has an opportunity to speak at these meetings,” says president and CEO Andrea Robertson. “And we make it pretty clear that everyone at STARS contributes to saving lives, from the person who answers the emergency phone line to the person who orders helicopter spare parts.” Clearly, employees relish their roles.

In a recent employee survey, 95 per cent said they were “proud” to tell others they work for STARS. “We have a compelling mission that is easy to embrace,” Robertson says. Segstro agrees. “Every day, I know why I go to work,” she says. “The culture of open and frequent communication ensures that we all feel that we belong.” After being nominated by her Calgary peers, Segstro went on a company-sponsored strategic leadership course at the

284

FULL-TIME STAFF IN CANADA

TOTAL JOBS RECRUITED LAST YEAR

YEARS IN BUSINESS

40,000

(MORE THAN) LIFESAVING MISSIONS SINCE 1985

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Shock Trauma Air Rescue Services.

ALBERTA’S TOP EMPLOYERS 2019

Stuart Olson employees are living their Promise

very day at Stuart Olson Inc. is a promising one for employees and management. Each meeting starts with a “Promise moment” where they celebrate each other’s or the company’s achievements and give kudos for safety achievements, giving back to communities, collaboration and innovation. It’s an important part of the corporate culture. “The Promise is a core element of who we are as an organization,” says Joette Decore, executive vice president, corporate strategy and development.

We’re committed to creating a culture built on a passion to do great things. _______ Joette Decore

Executive Vice President, Corporate Strategy and Development

“We’re committed to creating a culture built on a passion to do great things. Everybody’s striving to be the best that they can be every day, to celebrate everybody’s unique skills and talents and to do right by customers. It’s what we call living our Promise.” Stuart Olson is one of Canada’s largest

p The Stuart Olson Industrial Insulator program offers 8 weeks of complimentary

training to prepare students for work in the trade

construction services companies. Headquartered in Calgary, it’s a full service organization serving the public, private and industrial markets and has clients in commercial, oil and gas, hospitality, mining, health care and education sectors. With deep roots stretching back to its founding in 1911, Stuart Olson uses its commitment to the Promise to maintain its grassroots, family-oriented company feel. That’s a considerable feat for a company that now has offices and projects across Canada. But living the Stuart Olson Promise isn’t

just a feel-good moment. It’s supplemented by a Living Our Promise Task Force where employees from across the company meet several times a year with senior executives to frankly discuss how well the organization is doing in its day-to-day operations and how things could be improved. “We talk about our goals, what the Promise really means, so we can always keep growing in the industry,” says Living Our Promise Task Force member Colby Wiederspiel, project manager/estimator in the company’s Edmonton office. “It’s our guiding document and a huge part of our company.”

Wiederspiel also appreciates the company’s comprehensive benefits package, including flexible work hours, a compressed work week with Friday afternoons off, training programs and a share purchase plan. “We’re all shareholders within our company, which is a huge bonus because when we succeed, we all succeed,” says Wiederspiel. The company is also engaged in the community, giving back hundreds of thousands of dollars to charities, causes like autism, the Ride to Conquer Cancer and sponsoring Thanksgiving dinners at local homeless shelters. Work-life balance is also a priority and the company has an extensive health and wellness program. ¡

468

FULL-TIME STAFF IN CANADA

YEARS, LONGESTSERVING EMPLOYEE

YEARS OLD, AVERAGE EMPLOYEE AGE

32%

OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Stuart Olson Inc.

more than a construction company. For over 100 years, Stuart Olson has positively impacted the communities in which we operate and the lives we touch. Our legacy is built on the foundation of giving back to the places we call home.

www.stuartolson.com

ALBERTA’S TOP EMPLOYERS 2019

Success breeds more success at Travel Alberta

hen several friends suggested that Twyla Ursaki join Travel Alberta as a temporary receptionist, she already had experience, she says, “in almost everything, from make-up artist to general contracting.” Since then, two attributes have helped her as much as any others: “I’m always willing to learn,” she says. “And I’m always open to trying something new.” Travel Alberta depends on the initiative and creativity of its team members to generate award-winning content that showcases the province’s experiences to the world. The organization’s culture fosters innovation and teamwork, but it also encourages individuals to follow their own learning and development path.

I honestly don’t feel as if I’ve worked for the same organization for so many years. We promote such a beautiful place. It’s easy to love what you do.” _______ Twyla Ursaki

Coordinator, Experience Development

p Members of Travel Alberta’s Digital Content and Global Social Media teams on location at Boundary Ranch in Kananaskis Valley

“Open communication is essential. In addition to regular meetings with the leadership team, I touch base with every team member throughout the year,” says CEO Royce Chwin. “I want to know what they’re most proud of and where they want to take their role. We explore solutions to any obstacles that are in their way. I also ask if they have any advice for me.” Since joining Travel Alberta 16 years ago, Ursaki has worked in almost every area of the organization, from administration to media, including seven years coordinating media relationships and

another three years working on industry conferences. “We’re encouraged to get involved with projects in other departments,” she says. Collaboration and the passion that individuals bring to their work are essential to the organization’s success and the value Travel Alberta brings to its industry partners, says Chwin. “Along with our tourism partners and stakeholders, we’re part of what we call ‘Team Alberta’,” he says. “Together we contribute to the industry’s bench strength to help keep the economy in motion.”

The success and high profile of Travel Alberta’s campaigns have drawn the attention of the province’s creative community, providing a steady stream of potential team members. “We get a lot of unsolicited resumes from the creative industry and from the tourism industry,” says Chwin. “Potential candidates tell us they want to be part of something leading edge.” In her current position as coordinator of experience development, Ursaki helps set up training sessions and workshops for operators who are developing or enhancing a provincial tourism experience. “I honestly don’t feel as if I’ve worked for the same organization for so many years,” she says. “I’m always learning. “We promote such a beautiful place. It’s easy to love what you do.” ¡

FULL-TIME STAFF IN CANADA

60%

OF EMPLOYEES ARE WOMEN

80%

OF EXECUTIVE TEAM ARE WOMEN

YEARS, LONGEST SERVING EMPLOYEE

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Travel Alberta.

THE BEST OF ALBERTA BEGINS WITH TEAM ALBERTA LEARN MORE AT INDUSTRY.TRAVELALBERTA.COM

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ALBERTA’S TOP EMPLOYERS 2019

UFA promotes a culture of openness and equality

here are a number of things Adriana Templeton enjoys about working for the United Farmers of Alberta Co-operative Ltd. (UFA). There are the career development opportunities, educational assistance, flexible work schedules and the organization’s culture of openness and equal opportunity. “I’ve been very welcome in the organization,” says Templeton, who is a procurement coordinator in commercial operations and joined UFA five years ago after emigrating from her native Romania. “I’ve always felt that as a woman and an immigrant I would have the same opportunities as every other employee.”

I’ve always felt that as a woman and an immigrant I would have the same opportunities as every other employee.” _______ Adriana Templeton Procurement Coordinator

The Calgary-based agricultural co-operative serves farmers, their families and rural communities through its retail agribusiness, commercial agri-

p Team building is just one way UFA UF fosters a culture of caring

business and petroleum business streams. It offers its employees multiple professional development opportunities, including two leadership development programs — LEAD, which is designed for frontline managers, and DEVELOP, which is designed for employees who are not yet managers. The programs are a blend of online project work and in-person instruction that take six months to complete. “We connect our employees from across the organization by bringing them to Calgary for two days of in-person instruction,” says president and chief executive officer Carol Kitchen. “They

learn about different parts of the company, among other things.” UFA also offers educational assistance for programs offered by external organizations. Templeton, for her part, completed a diploma program in supply chain management offered by the Southern Alberta Institute of Technology. Then she took a professional designation program offered by the Supply Chain Management Association of Canada and finished third amongst her cohort nationwide and first among her fellow Albertans. “They were expensive programs and the support from UFA was invaluable,” she says. “Otherwise I wouldn’t have been able

980

FULL-TIME STAFF IN CANADA

12,675

JOB APPLICATIONS RECEIVED LAST YEAR

4,427

STAFF VOLUNTEER HOURS LAST YEAR

320

CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of United Farmers of Alberta Co-operative Ltd.

UFA.com/Careers

13300

IT’S MORE THAN A LIVING. IT’S A LIFE.

to afford to take both.” Under UFA’s performance management program, employees are required to set development goals and are encouraged to plan for career development with UFA. The organization emphasizes flexibility and mobility. “There are jobs that can lead to regional leadership positions,” says Kitchen. “Alternatively, people can relocate to Calgary or vice versa. They can spend time here, then go back to the field, if that’s what they prefer.” UFA offers its employees flexible work schedules with start and end times varying to meet ongoing business needs. “I enjoy that because the work I do is seasonal,” says Templeton. “It’s much more intense in the spring and less intense in the fall and winter.” ¡

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ALBERTA’S TOP EMPLOYERS 2019

Safety is top priority for rapidly growing Valard

s a stringing supervisor with Valard, Kass Shilleto practices one of the most dangerous trades in the world — stringing and securing overhead power transmission lines across large distances. “You literally trust your life to the people you work with,” says Shilleto, who joined Valard 11 years ago. “As a result, you have each other’s back and you become like family.” At Valard, you also learn early on that safety is your top priority. “Safety comes first,” says Shilleto. “Take it easy, take it slow and production will follow. I learned that from my construction manager and I pass it along to all our new hires.”

You literally trust your life to the people you work with. _______ Kass Shilleto Stringing Supervisor

As the largest utility contractor in Canada, Valard has the expertise and resources to take on any project, of any size and complexity, anywhere in the country. Founded in 1978 (incorporated in 1979), the company has grown rapidly

p Valard completing stringing activities utilizing helicopters

over the past decade, doubling its workforce; Valard currently has about 3,000 employees. Throughout all that growth, the company’s operating values have remained consistent, says president and CEO Adam Budzinski. “Our original values statement was put forward by my dad, when he was CEO,” says Budzinski. “It said: ‘Everything, everywhere. Safety, quality, productivity. Don’t stop growing.’ That sounds like a bit of a haiku, but it pretty accurately reflects our mission

and values. We are willing to take on anything within our expertise in any region; but we will never do anything to compromise quality and safety.” The biggest challenge of growth, says Budzinski, is maintaining a closeknit workplace culture. While the company’s headquarters are in Edmonton and its major project office is in Calgary, most of Valard’s operations are in remote areas across Canada. A former field worker himself, Budzinski makes a point of meeting

regularly with frontline employees. “I like hearing from diverse points of views,” he says. “It helps me make better decisions and it reassures employees that upper management is engaged in what they are doing and in helping them succeed.” Shilleto, who joined the company as a labourer, credits Valard with giving him the training, guidance and support to earn his apprenticeship and move up through the ranks to his current supervisory role. “The opportunities at Valard are endless,” he says. “You’re paid well and you get to see the country. I’ve worked from British Columbia to Labrador and my co-workers in all of those places are now some of my best friends.” ¡

2,976

FULL-TIME STAFF IN CANADA

YEARS, AVERAGE AGE OF EMPLOYEES

40+

YEARS, LONGESTSERVING EMPLOYEE

CHARITIES HELPED LAST YEAR

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Valard.

Connecting People. Powering Communities. We’re proud to be recognized as one of Alberta’s Top 75 Employers for 2019. For the past 40 years we’ve worked hard delivering power projects that connect communities across the country. valard.com

ALBERTA’S TOP EMPLOYERS 2019

WinSport brings its winning ways to the workplace

hen you’re surrounded by people learning new skills every day, you can’t help but be inspired yourself. At WinSport, a not-for-profit community-based organization that owns and operates Canada Olympic Park in Calgary, that spirit of learning and winning is at the heart of the culture. “Because you are interacting with people who are trying new things in winter sports, that does influence us,” says Amber Baker, team and culture advisor. “Mostly they’re doing something exciting and their energy is contagious. I’m trying things that I’ve never tried before.”

p The guest services team is integral to WinSport’s success, and can be a launching pad to other

positions within the organization

There’s so much learning opportunity here. It’s a supportive environment that way. _______ Amber Baker

Team and Culture Advisor

For Baker, trying new things involved softball, a sport that terrified her until she did it for fun with her colleagues, as well as new challenges in her career path.

Baker joined WinSport part-time 10 years ago, working in guest services while she was still a student, she stayed for the numerous opportunities to take on new positions, from running activity centres to events to her current position with human resources. “I was trying to figure out what I wanted to do, so being able to try out all these different things really helped point me in the direction I wanted to go,” says Baker. “You don’t have to be scared of failure because you can learn from that, whether it’s sport or part of your job.

Together we work to inspire and activate human potential.

There’s so much learning opportunity here. It’s a supportive environment that way.” President and CEO Barry Heck believes the organization’s most valuable resource is its people, so he’s a big supporter of professional development at all levels for their young work force. “I’m always looking for ways to effectively provide training to as broad a base of our employees as we can,” says Heck. “We’ve got a lot of moving parts here, which is a tremendous advantage for people looking to pursue different

areas of interest. That’s something we encourage.” While sport is what WinSport does, with a mission to inspire and activate human potential, Heck says that not only applies to guests and athletes, but to employees as well. For example, WinSport works collaboratively with the Haskayne School of Business at the University of Calgary and has been able to offer high level management training to a broad cross section of staff, including some who wouldn’t ordinarily receive it. “I love the energy and passion these team members bring,” says Heck. “Nothing gives me more satisfaction than seeing young people evolve in their career and move on up in the organization.” ¡

140

FULL-TIME STAFF IN CANADA

1,400

JOBS AVAILABLE LAST YEAR

6,300

JOB APPLICATIONS RECEIVED LAST YEAR

40%

OF MANAGERS ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of WinSport.

ALBERTA’S TOP EMPLOYERS 2019

WCB-Alberta people tend to stay for the long haul

artin Mbanga has a lot on his plate every day at the Workers’ Compensation Board–Alberta (WCBAlberta), supporting employees who make decisions that affect the lives of Alber-tans injured on the job and their families. Employees at WCB-Alberta work with their clients to find the best solution for each unique situation. Every day Martin is eager to get into the office and help make that difference — and in that he knows, he’s not alone. “It comes down to the people that I work with and I’m amazed at how dedicated and passionate the people at WCB-Alberta are,” says Mbanga, team lead, finance. “We have a culture where we have a common purpose and vision in the important work that we do.”

We have a culture where we have a common purpose and vision in the important work that we do. _______ Martin Mbanga Team Lead, Finance

WCB-Alberta provides disability and liability coverage for work-related injury and illness. It compensates workers for lost income and coordinates the health

p Martin Mbagna, team lead in finance at Workers’ Compensation Board - Alberta

care and other services they need due to a work-related injury. WCB-Alberta covers nearly two million workers and works with over 160,000 employers. A big reason why Mbanga feels so supported in his job is the tone of cooperation, communication and a unified vision that starts at the top. “I’ve worked a number of other places and we always talk about tone at the top, but it actually happens here,” says Roxy Shulha-McKay, vice president employee and corporate services. “We see the value of collaboration

and open communication and how it impacts not just all employees, but how we work together to do the very best we can for Albertans.” Employees receive a competitive compensation and benefits package that includes four weeks starting vacation allowance. WCB-Alberta also makes health, wellness and work-life balance a priority, including programs to ensure the mental wellness of employees. WCB-Alberta is actively engaged in the community and employees can contribute to various charities via

Working for a safe, healthy, strong Alberta Workers’ Compensation Board – Alberta find out more at wcb.ab.ca/about-wcb/careers

payroll deductions. They also support the United Way and initiatives like Take a Walk Day and Corporate Challenge. The corporate culture is so supportive and positive that employees stay at WCB-Alberta for their entire careers. It’s not uncommon to find employees who have served 40-plus years at the company. Shulha-McKay herself has been with WCB-Alberta a total of 26 years. “I continue to learn and implement programs and approaches for staff that make a difference in their lives. I get to see people grow and have wonderful careers and feel good about that at the end of the day,” says Shulha-McKay. “So why would you go anywhere else?” ¡

1,779

ACTIVE FULL-TIME STAFF (MANDATORY FACT)

YEARS, LONGESTSERVING EMPLOYEE

WEEKS, STARTING VACATION ALLOWANCE

50%

EXECUTIVE TEAM ARE WOMEN

This story was produced by Mediacorp in partnership with Postmedia, on behalf of Workers’ Compensation Board–Alberta.

Tell us your story If you are an exceptional employer with

progressive human resources programs and

initiatives, consider applying for next year’s edition of Alberta’s Top Employers. Now

entering its 20th year, our national project is Canada’s longest-running and best-known

editorial competition for employers. For information on next year’s

application process, visit:

CanadasTop100.com/2020 Applications for our 2020 competition will be released this month and must be returned by April.