Montreal's Top Employers (2018) by Canada's Top 100 Employers

2018 WINNERS

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p Pedestrians on Rue Ste-Catherine heading home after work.

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3 NESPRESSO

MONTRÉAL’S TOP EMPLOYERS 2018

13th Annual Edition

MONTRÉAL'S TOP EMPLOYERS 2018 Magazine Anthony Meehan, PUBLISHER

Karen Le,

VICE-PRESIDENT

Editorial Team:

Richard Yerema, MANAGING EDITOR

Kristina Leung, SENIOR EDITOR

Stephanie Leung, ASSISTANT EDITOR

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 Patricia Hluchy D'Arcy Jenish Bruce McDougall Nora Underwood Barbara Wickens

INTRODUCTION

ome to Canada’s fashion industry, Montréal is well known to the rest of the world for its sense of style. The Montréal aesthetic is urban, original and always a little sexy, even when its chic inhabitants are swathed in goose down. So it’s no surprise that Montréal’s Top Employers have some of the country’s most beautiful and innovative workplaces, where natural light, space and design all intersect to create a great setting for employees. Some of our winners’ buildings feature sustainable design, such as Merck Canada Inc.’s head office in Kirkland that is certified LEED Silver. Many offer luxurious amenities for employees, including stateof-the-art fitness facilities with instructor-led classes, marché style cafeterias and comfortable relaxation areas, both indoors and outside. Fresche Solutions Inc. even provides a rooftop terrace for the enjoyment of head office staff. As a fashion retailer, Aldo Group takes beautifying its space seriously. Spread over 300,000 square feet in a campus-style environment, the headquarters features over 400 works of art by up and coming contemporary artists, displayed in offices, training spaces, lounges and a 10,000-square-foot atrium. Aldo’s Valerie Martin,

p The new Montréal head office of Nestlé Nespresso Canada. Senior Director of Global Communications and Corporate Social Responsibility, says having a calm and inspirational workspace has been aligned with the firm’s culture from the start. “Even before it became a trend to make a beautiful space for your employees, it was just part of our DNA,” Martin says. “Built in 2004 and surrounded by woods, our campus is still a beautiful space today. Everyone here has access to natural light, which is so essential to our mental health. I think the company was visionary in that sense. We have a lot of natural material in our space – wood, glass, leather and concrete, so you have a mix of nature with the modern. It creates an energy.” Much of the building design is focused on providing open and collaborative spaces where designers and creative staff can work. The art collection began initially because the company wanted to support emerging artists. “Art fosters creative energy and encourages dialogue, original thinking and open minds,” says Martin. “We have so many beautiful sculptures and paintings here that it drives creativity, but also brings peace.” The company also organized creating a collaborative art space that all its employees

MONTRÉAL’S TOP EMPLOYERS 2018

q An employee at Croesus Finansoft adding

CONCORDIA UNIVERSITY

CROESUS FINANSOFT

an idea to the Innovation Wall at the company's Montréal head office.

p An employee at Concordia University trying new

VR technology at the university‘s Technology Sandbox.

MONTRÉAL’S TOP EMPLOYERS 2018

INTRODUCTION

Continued

could participate in, including those in the satellite offices and stores. People made small drawings that were put together to create a huge work for the lounge. “Every person here drew for a few hours, with the help of consultants, to make their own little picture,” Martin explains. “We set up tables in the atrium where people could come and learn how to do different mediums in art, so it encouraged our people to experience that feeling of creating. It was wonderful.” At Air Canada in Montréal, the company is just finishing eight years of renovations to its facilities, which included replacing all the office furniture and updating conference

rooms, as well as creating a common space on the ground floor and a beautiful bistro with a terrace. While the company had a long-term vision, it also sought employee feedback through surveys along the way. John Destounis, Senior Director of Facility Projects and Property Management for Air Canada, says it’s been long and expensive, however the process not only changed the furniture but optimized the workplace. “We’ve introduced a different work style,” says Destounis. “This place used to be like other workplaces with people working in silos – in cubicles with high partitions – and we got away from that. We opened up the space by reducing the partition height so that it

ALDO GROUP

q An employee at Aldo Group examines the vast shoe collection at the company‘s head office.

brings in natural light. The majority of offices are on the inside with employees on the outside so that the light comes through.” Destounis says they listen to and accommodate employee requests whenever possible, such as trying different seating arrangements tailored to the purpose of the group. “We meet with the department heads and the employees, solicit their input and design a solution for them,” says Destounis. “This year we renovated our parking lot and added six car chargers for electric cars because people had been asking for them. We actually put in the infrastructure for 22, so as more electric cars show up, we can just keep adding chargers. We

also added trees and green space as well as LED lighting to the parking lot. Our employees love it.” He says the biggest difference has been employees seeing that the company is investing in their personal workplace, plus the ground floor provides natural meeting places that contribute to collaboration, team building and camaraderie. It’s also been a boon to recruiting when prospective employees walk in and see the impressive facilities. “There’s really a sense of pride here,” says Destounis. “We’re one of Montréal’s Top Employers and the proof is right there. They can see the investments that are being made in the employees.” –Diane Jermyn

GILDAN ACTIVEWEAR

MONTRÉAL’S TOP EMPLOYERS 2018

2018 WINNERS

n choosing this year’s Montréal’s Top Employers winners, the editors at the Canada’s Top 100 Employer project evaluated each employer’s operations and human resources practices using the same eight criteria as the national competition: (1) physical workplace; (2) work atmosphere and social; (3) health, financial and family benefits; (4) vacation and time off; (5) employee communications; (6) performance management; (7) training and skills development; and (b) community involvement. These criteria have remained consistent since the launch of the Montréal’s Top Employers competition 13 years ago. This year saw a record number of employers apply for the competition. Any employer with its head office or principal place of business in Greater Montréal may apply to be considered. Employers interested in learning about the application process should consult the information for prospective applicants on page 24. The editors’ detailed reasons for selection were released today and are accessible via the competition homepage:

www.canadastop100.com/montreal

p Summer interns

IR CANADA, Airlines. Saint-Laurent. 24,755 employees. Offers extensive training through four major training facilities across Canada as well as an online Air Canada University. ALDO GROUP INC., Retailing. Saint-Laurent. 2,170 employees. Helps employees promote charitable initiatives of personal significance through an online “High Five” platform.

DC / BUSINESS DEVELOPMENT BANK OF CANADA, Specialized banking. Montréal. 2,244 employees. Organizes quarterly awareness campaigns on a variety of topics including mental and physical health. BELL CANADA, Communications. Montréal. 37,137 full-time employees.

at the head office of Gildan Activewear in Montréal.

Head office employees have subsidized access to an onsite gym featuring nutritionist, massage therapist and physiotherapist services. BLUE CROSS CANASSURANCE GROUP, Health and medical insurance. Montréal. 315 employees. Helps employees plan securely for the future with contributions to a defined benefit pension plan. BRISTOL-MYERS SQUIBB CANADA, Pharmaceuticals. Montréal. 303 employees. Supports workplace diversity through various employee resource groups, including networks for women and LGBT employees.

ANADIAN NATIONAL RAILWAY COMPANY / CN, Railroads. Montréal. 14,885 employees. Encourages employees to maintain healthy

MONTRÉAL’S TOP EMPLOYERS 2018

2018 WINNERS

Continued

q Having fun at the Blue Cross Canassurance

lifestyles through its health and wellness program “CN Traction.”

Christmas party.

CHARLES RIVER LABORATORIES, INC., Medical research. Senneville. 1,255 employees. Cultivates an ownership culture through a share purchase plan, available to all employees. COGECO CONNEXION INC., Cable television. Montréal. 2197 employees. Considers previous work experience when determining individual vacation entitlements for new employees. CONCORDIA UNIVERSITY, Post-secondary education. Montréal. 2,740 employees. Provides exceptional family-friendly benefits, including a full year of paid leave for employees who are new mothers. COOP FÉDÉRÉE, LA, Member-owned co-operative. Montréal. 12,054 employees. Invests in ongoing employee development with tuition subsidies for job-related courses and subsidies for professional accreditation. CROESUS FINANSOFT INC., Finance software. Laval. 168 employees. Hosts a variety of events and celebrations throughout the year including “Croesus Day,” an annual two-day team-building event offsite.

ASKEN MARTINEAU DUMOULIN LLP, Law firms. Montréal. 976 employees. Hosts a Global Diversity Day to increase awareness and celebrate the firm’s diverse workforce.

BLUE CROSS CANASSURANCE

ASSAULT SYSTÈMES CANADA INC., 3-D Software applications. Montréal. 281 employees. Maintains a corporate citizenship committee to select charitable organizations to receive company donations each year.

2018 WINNERS

MONTRÉAL’S TOP EMPLOYERS 2018 Continued

FEDNAV LIMITED, Shipping. Montréal. 178 employees. Helps employees plan for the future with health benefits that extend to retirees, with no age limit. FL FULLER LANDAU LLP, Accounting firms. Montréal. 99 employees. Develops young talent for future leadership roles through a dedicated employee group for young professionals. FRESCHE SOLUTIONS INC., IT consulting. Montréal. 128 employees. Offers referral bonuses as an

incentive for employees to recruit candidates from their personal networks, to $1,000.

ENETEC INC., Software applications. SaintLaurent. 562 employees. Provides tuition subsidies for courses related and indirectly related to their current position, up to $2,000 per year. GILDAN ACTIVEWEAR INC., Apparel manufacturing. Montréal. 653 employees. Along with three weeks of starting vacation, employees receive paid timeoff during the winter holidays.

GROUPE DYNAMITE INC., Retailing. Mont-Royal. 2,474 employees. Manages a comprehensive employee recognition program (“Showtime”) to celebrate exceptional employee performance.

VANHOÉ CAMBRIDGE INC., Property management. Montréal. 1,064 employees. Encourages employees to leave their cars at home with nearby access to the city's Métro and a BIXI shared-bike station.

EWISH GENERAL HOSPITAL, General hospitals. Montréal. 3,287 employees. Supports

employees who are new mothers and fathers with maternity and parental leave top-up payments.

EURIG CANADA INC., Single-serve coffee and equipment. Montréal. 1,398 employees. Employees may choose from three health plan options, aptly named light, medium and dark roast. KRONOS INCORPORATED, Software applications. Montréal. 347 employees. Maintains the "GiveInspired" committee to select and approve corporate giving and volunteer opportunities.

GROUPE DYNAMITE INC.

q The annual Halloween costume contest at Groupe Dynamite Inc. is the perfect time for employees to show their creative side.

MONTRÉAL’S TOP EMPLOYERS 2018

2018 WINNERS

Continued

’ORÉAL CANADA INC., Cosmetics. Montréal. 1,378 employees. Provides a variety of in-house and online training programs as well as opportunities for international training in Paris and New York. LAURENTIDE CONTROLS LTD., Process control equipment.

Kirkland. 242 employees. Hosts an annual awards gala to recognize exceptional employee performance and outstanding contributions.

CGILL UNIVERSITY, Post-secondary education. Montréal. 5,969 employees. Maintains a fully-equipped athletics centre on campus which features a swimming pool, indoor golf facilities, martial arts

room and sports medicine clinic. MCKESSON CANADA CORPORATION, Healthcare services. Saint-Laurent. 2,858 employees. Offers parents an annual subsidy of $1,000 per child to help cover the costs of daycare. MERCK CANADA INC., Pharmaceuticals. Kirkland. 735 employees. LEED-certified head office features

a marché-style cafeteria, themed relaxation rooms and free access to a shared-use fitness facility.

ATIONAL BANK OF CANADA, Banking. Montréal. 15,798 employees. Helps employees prioritize health and wellness through a virtual portal that includes coaching, a heart health clinic and anti-stress strategies.

MERCK CANADA INC.

q The President of Merck Canada Inc., Chirfi Guindo (left), launching an initiative with the Indigenous community to help mothers.

2018 WINNERS

MONTRÉAL’S TOP EMPLOYERS 2018 Continued

NESTLÉ NESPRESSO CANADA, Single-serve coffee and equipment. Montréal. 283 employees. Offers health and wellness spending accounts of up to $1,500 cumulatively.

q Employees at the Polytechnique Montréal.

NORTON ROSE FULBRIGHT CANADA LLP, Law firms. Montréal. 1,589 employees. Hosts a national fitness challenge to encourage physical activity in the workplace. NUANCE COMMUNICATIONS CANADA INC., Software applications. Montréal. 791 employees. Offers four weeks of paid vacation for new employees as well as flexible hours and telecommuting work options.

XYA CORPORATION, IT consulting. Montréal. 53 employees. Provides generous referral bonuses for employees who recruit candidates from their personal networks, to $3,000 per successful hire.

OLYTECHNIQUE MONTRÉAL, Post-secondary education. Montréal. 1,455 employees. New employees receive over four weeks of vacation to start as well as paid timeoff during the winter holidays.

ICHTER LLP, Accounting firms. Montréal. 387 employees. Manages the Richter Innovation and Social Entrepreneurship Program to provide opportunities for employees to volunteer their expertise to social enterprises.

ANDOZ CANADA INC., Pharmaceuticals. Boucherville. 769 employees. Supports long-term career development

POLYTECHNIQUE MONTRÉAL

PUBLIC SECTOR PENSION INVESTMENT BOARD / PSP INVESTMENTS, Pension funds. Montréal. 724 employees. Offers a generous health spending account of up to $2,250 each year.

MONTRÉAL’S TOP EMPLOYERS 2018

2018 WINNERS

Continued

with in-house and online training and opportunities to participate in international assignments. SHRINERS HOSPITALS FOR CHILDREN, Specialty hospitals. Montréal. 214 employees. Provides maternity and parental leave top-up payments for employees who are new mothers, to 93 per cent of salary for up to 23 weeks.

UNIVERSITÉ DE MONTRÉAL

SHUTTERSTOCK MUSIC CANADA, Stock photography and music. Montréal. 52 employees. Lets everyone share in the company’s success with profit-sharing.

HALES CANADA, AVIONIQUE, Aerospace. Saint-Laurent. 149 employees. Offers a variety of financial incentives including signing bonuses for some employees, year-end bonuses for all and a share purchase plan.

NIVERSITÉ DE MONTRÉAL, Post-secondary education. Montréal. 5,568 employees. Helps retirees stay connected through dedicated associations for professors and employees.

IGILANT, Finance software. Montréal. 161 employees. Employees receive up to five paid days off to volunteer and may be recognized for their efforts through the Volunteer of the Year award.

SP CANADA INC., Engineering firm. Montréal. 7,400 employees. Invests in continuous learning with tuition subsidies for job-related courses, to $2,500.

Z p Teaching in the Faculty of Architecture at the Université de Montréal.

ODIAC AEROSPACE, Aerospace. Kirkland. 947 employees. Offers opportunities for the next generation to gain experience through summer employment, paid internships and apprenticeship opportunities. n

MONTRÉAL’S TOP EMPLOYERS 2018

Flying high high at at Air Air Canada, Canada, ‘an ‘an 80-year-old 80-year-old startup’ startup’ Flying

ou can think of Alyssa ou can think Alyssafor Leonard as a of symbol Leonard a symbol all thingsasAir Canadafor in all things Air Canada in a Montréal. First, she’s got First, she’s got a crucial job Montréal. at the heart of the airline crucial job flight at theattendants. heart of theShe’s airline – training so –bilingual trainingthat flight attendants. She’sinsoboth people say to her bilingual people say tonoher in both languages,that “But you have accent.” languages, “But able you have She loves being to seenotheaccent.” world She being able to see thespaceworld withloves employees’ discounted, with employees’ discounted, spaceavailable travel. And she’s determined available And she’sitsdetermined to see Airtravel. Canada fulfill goal of to see Air Canada fulfill its goal of becoming a Top Ten global airline. becoming a Top Ten global airline. “I strongly believe we can do it,” “I says. strongly believe we people can do like it,” she “It starts with she “It startsthe with peopleof like me,says. influencing mindsets staff me, influencing mindsets of staff on the frontline.the It means giving on thethe frontline. means giving them trainingItthat allows them to them training that allows them to be thethe best they can be.” be the best they can be.” There is a lot of opportunity to grow at head office There is the a lotMontréal of opportunity to and move differenthead jobs,office and grow at thetoMontréal people do to it all the time.” and move different jobs, and people do it all the time.” Arielle Meloul-Wechsler Senior Vice-President, Arielle Meloul-Wechsler People and Culture Senior Vice-President, People and Culture

Now a Permanent Training Now a Permanent Training Specialist, Leonard joined the Specialist, Leonard joined the carrier’s leisure airline Air Canada carrier’s Air attendant Canada Rouge inleisure 2014 airline as a flight Rouge in 2014 asfrom a flight attendant after graduating Concordia after graduating from University. But as she Concordia discovered, University. as she discovered, “there are soBut many opportunities “there are so many opportunities

ALYSSA LEONARD, IN-FLIGHT SERVICE TRAINING SPECIALIST, AT AIR CANADA ALYSSA LEONARD, IN-FLIGHT SERVICE TRAINING SPECIALIST, AT AIR CANADA

here.” After a while, she was given here.” Afterto a while, she was given the chance do a special assignment the chance to doand a special assignment training others, “I absolutely training others, absolutely adored it.” Last and May,“Iafter three years adored it.”vacation Last May, after three flying to spots with Air years flying to Rouge, vacationshe spots withover Air to Air Canada moved Canada she moved over to Air Canada Rouge, as a full-time trainer. Canada as aloves full-time trainer. Leonard the environment loves the environment inLeonard the Dorval headquarters, near in the Dorval headquarters, near Montréal-Trudeau airport. “Everyone Montréal-Trudeau airport. “Everyone is so nice here,” says Leonard. “In isthesohallways, nice here,” says Leonard. “Inyou people always greet the people always greet you withhallways, ‘Hello bonjour’ or ‘Bonjour hi’ with ‘Hello bonjour’ or ‘Bonjour hi’

even though they don’t know you.” even don’t knowtoyou.” Thethough abilitythey for employees try The ability try different rolesfor is aemployees hallmark to of Air different roles is a hallmark of Air Canada, especially in its hometown, Canada, especially in its hometown, says Arielle Meloul-Wechsler, Senior says Arielle Meloul-Wechsler, Senior Vice-President, People and Culture. Vice-President, People and Culture. “We have 10,000 employees in “We have 10,000 employees Montréal,” she notes. “Most in of our Montréal,” shebased notes.here. “Most executives are Allofofour executives based here. are All here, of the supportaredepartments the supportmarketing, departments including law,are IT,here, revenue including marketing, IT, revenue management, networklaw, planning, management, network planning, regional markets, finance and HR. So regional markets, finance and HR. So

At Air Canada, we take pride in bringing Canada to At Canada, we take in bringingforward Canadainto theAir world. Together, wepride are propelling the we are propelling forward in the world. pursuitTogether, of achieving new heights. #FlyTheFlag the pursuit of achieving new heights. #FlyTheFlag

there is a lot of opportunity to grow there a lot of opportunity to grow at theisMontréal head office and move at Montréal to the different jobs,head and office peopleand do move it all to thedifferent time.” jobs, and people do it all theThe time.” language abilities of The language abilities of employees is another hallmark, employees is another hallmark, she notes. “We are proud to have a she notes. “We are proud workforce. to have a predominantly bilingual predominantly bilingualsense, workforce. It makes good business and it It makes business sense, it shows thegood inclusiveness of ourand work shows the inclusiveness of experience our work environment.” Employee environment.” is always top ofEmployee mind, sheexperience adds. is always topgood of mind, These are timesshe foradds. Air These are good times for Air results Canada, with strong financial Canada, with strong financial and an engaged workforce. “Itresults is and engaged that workforce. “It is a bigancompany feels small,” asays big Meloul-Wechsler. company that feels“While small,”we says “While we are aMeloul-Wechsler. big, complex operational are a big, complex operationalagile, business, we are increasingly business, we are agile, collaborative andincreasingly cross-functional. collaborative We like to sayand we cross-functional. are an 80-yearWe to say we are an 80-yearold like startup.” old startup.”

24,755 24,755 1,172 1,172 213,665 213,665 350 350

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

À Air Canada, nous sommes fiers de faire connaître le ÀCanada Air Canada, nous sommes fiers denous faire propulsons connaître le au monde. Ensemble, nous Canada au monde.sommets. Ensemble,#HautLeDrapeau nous nous propulsons vers de nouveaux vers de nouveaux sommets. #HautLeDrapeau

MONTRÉAL’S TOP EMPLOYERS 2018

Bell’s Bell’s transformation transformation creates creates opportunities opportunities of of the the future future

s a Fleet Specialist at s a Fleet Specialist at Bell Canada’s Montréal Bell Canada’s Montréal headquarters, Simon headquarters, Therrien is oneSimon of more Therrien is members one of more than 50,000 Bell team than are 50,000 Belltoteam members who helping transform the who are helping to transform the communications landscape across communications landscape across Canada. Canada. Therrien designs customized vehidesigns who customized vehiclesTherrien for technicians build Bell’s cles for technicians who build Bell’s advanced fibre and wireless networks advanced and wireless networks and installfibre communications services in and install communications services in customer homes. customer homes. That requires him to stay on top of him stay on top of theThat latestrequires advances into technology and the latest advances in technology and work closely with multiple teams. “I love work closely with multiple “I love the creativity I bring to my teams. job,” says the creativity I bring to my job,” says Therrien. “The whole process, from 3D Therrien. to “The whole process, fromthe 3D modeling prototyping to seeing fimodeling to prototyping to seeing the final solution in action, is very satisfying.” nal solution in action, is very satisfying.” You can build a diversified and exciting at Bell, You can career build a working diversified and with unparalleled opportunities exciting career working at Bell, to learn and grow.opportunities with unparalleled to learn and grow.

Marie-Josée Boivin

Vice-President of Human Resources Marie-Josée Boivin Vice-President of Human Resources

Since Bell was founded in MonSince Bell was founded in Montréal in 1880, it has become Canada’s tréal incommunications 1880, it has become Canada’s largest company, largest communications company, leading the way in delivering the leading the way into delivering the the latest innovations the city and latest innovations to the city and the country. country.

BELL TEAM MEMBERS AT THE COMPANY’S MONTRÉAL CAMPUS BELL TEAM MEMBERS AT THE COMPANY’S MONTRÉAL CAMPUS

This includes Bell’s $854-million This includes Bell’sdirect $854-million investment to bring fibre links investment to bring direct fibretolinks and the fastest Internet speeds over 1 and the fastest Internet speeds to over 1 million locations throughout Montréal. million locations throughout infraMontréal. The largest communications The largest communications infrastructure project in Québec will create structure in Québec will create 2,700 jobsproject and spur $2.2 billion in 2,700 jobs and spur $2.2 billion in economic activity, making the province economic activity, making the province one of North America’s most connected one of North America’s most connected jurisdictions. jurisdictions. That type of investment keeps Bell That typebusy of investment Bell employees in Montréalkeeps and other employees busy in Montréal and centres across the country as theyother help centres across how the country as they revolutionize Canadians com-help revolutionize how Canadians com-the municate. This involves delivering municate. This involves delivering the

Give Give your your career career a a boost. boost.

Join a winning team. Apply today at bell.ca/careers Join a winning team. Apply today at bell.ca/careers Follow us @bell_jobs Follow us @bell_jobs

fastest wireless speeds, implementing fastest wireless speeds, implementing the latest TV and Internet innovations, the latest TV and Internet and developing services thatinnovations, support and developing services that support self-driving vehicles, connected homes, self-driving vehicles, connected virtual reality and smart cities. homes, virtual smartedge cities. Beingreality on theand leading provides Being on the leading edge opportunities to work in newprovides and opportunities work in new andof the different ways,tonavigating careers different ways, navigating careers of the future today. For Marie-Josée Boivin, future today. For Marie-Josée Boivin, Bell Vice-President of Human ResourcBellthat Vice-President Human Resources, means goodofthings for career es, that means good things for career development. “You can build a diversidevelopment. “You can working build a diversified and exciting career at Bell, fied and exciting career working at learn Bell, with unparalleled opportunities to with unparalleled opportunities to learn and grow,” she says. and grow,” she says.

Boivin also leads Bell’s workplace Boivin also leads Bell’s supported workplace mental health programs, mental health programs, supported by the groundbreaking Bell Let’s Talk by the groundbreaking Bell Let’s Talk initiative. Her team provides support initiative. Hertoteam support and training help provides end the stigma and training to illness. help end the than stigma around mental More 9,300 around mental More than 9,300 Bell leaders haveillness. been trained in mental Bell leaders have been trained in mental health best practices. health best practices. “Whether it’s our commitment to “Whether commitment to mental healthit’s orour supportive workplace mental health supportive programs, our or objective is toworkplace create healthiprograms, our objective is to Boivin. create healthier work environments,” says er For workhis environments,” saysthe Boivin. part, Therrien, father of Foryoung his part, father two girls,Therrien, benefitedthe from thatof two young girls, from that support when hisbenefited eldest daughter unsupport when eldestindaughter derwent brain his surgery 2016. underwent brain came surgery in 2016. “Bell really through when my “Bellwas really came through when my family experiencing rough times,” family rough times,” he says.was “It’sexperiencing clear the company cares he says.making “It’s clear the company cares about a difference on many about and making on many levels that’sa adifference great legacy for levels and that’s a great legacy for the future.” the future.”

50,000+ 50,000+ 6,900 6,900 3,000 3,000 9,300 9,300

EMPLOYEES EMPLOYEES JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR LEADERS TRAINED IN MENTALTRAINED HEALTH IN LEADERS MENTAL HEALTH

your career yourgot career just just got better better

MONTRÉAL’S TOP EMPLOYERS 2018

Blue Cross takes care of staff as well as clients

hen something something goes goes hen wrong when you’re wrong when you’re far away away from from home, home, far it can be terrifying. it can be terrifying. The people people who who work work at at Blue Blue Cross Cross The Canassurance Group, better known Canassurance Group, better known as Blue Blue Cross, Cross, understand understand that that when when as travellers phone them, it is likely travellers phone them, it is likely they’re not not having having aa good good day. day. they’re For 75 years, employees at the the For 75 years, employees at health and travel insurance provider health and travel insurance provider have been been answering answering to to the the needs needs of of have its members through health insurance its members through health insurance programs and and travel travel assistance. assistance. Blue Blue programs Cross was created by doctors who Cross was created by doctors who wanted to to provide provide affordable affordable access access wanted to health care in hospitals. “In the to health care in hospitals. “In the 1940s, many citizens could not afford 1940s, many citizens could not afford proper medical care,” says Nathaproper medical care,” says Nathalie Rousseau, Rousseau, Director Director of of Human Human lie Resources and Internal CommunicaResources and Internal Communications. “Blue “Blue Cross Cross was was founded founded to to fill fill tions. this essential need.” this essential need.” Our employees employees are are proud proud to to say say Our they are are working working at at Blue Blue Cross. Cross. they

Nathalie Rousseau Rousseau Nathalie

Directorof ofHuman HumanResources Resourcesand and Director InternalCommunications Communications Internal

Blue Cross’s Cross’s private private health health insurinsurBlue ance plans laid the groundwork for ance plans laid the groundwork for the hospital insurance that would be the hospital insurance that would be taken over by the province in 1961 taken over by the province in 1961

TH BLUE CROSS CROSS EMPLOYEES EMPLOYEES CELEBRATING CELEBRATING THE THE COMPANY’S COMPANY’S 75 75TH ANNIVERSARY BLUE ANNIVERSARY

and the the public public health health insurance insurance and system that that started started in in 1969. 1969. Over Over the the system years, the the not-for-profit not-for-profit organization organization years, has expanded expanded its its services services in in health health has and travel travel insurance. insurance. “We “We continue continue to to and be recognized recognized as as the the leading leading brand brand in in be health insurance insurance and and the the most most trusted trusted health brand in in travel travel insurance,” insurance,” she she adds. adds. brand “Our employees employees are are proud proud to to say say they they “Our are working working at at Blue Blue Cross.” Cross.” are Nathalie Mirza Mirza applied applied to to Blue Blue Nathalie Cross straight straight out out of of school school 17 17 years years Cross ago, starting in the 24-hour call ago, starting in the 24-hour call

centre. “It’s “It’s very very rewarding rewarding but but it’s it’s centre. challenging sometimes,” sometimes,” says says Mirza, Mirza, challenging now the the Quality Quality and and Business Business Process Process now Advisor in in the the Travel Travel Assistance Assistance DeDeAdvisor partment. “The “The callers callers become become part part partment. of us, us, and and we we want want to to do do the the best best we we of can.” can.” To Mirza, Mirza, Blue Blue Cross Cross feels feels like like family, family, To and the the people people who who work work there there share share and much in in common. common. “We “We have have empathy, empathy, much we have have dedication,” dedication,” she she says. says. “I “I look look at at we my colleagues colleagues and and some some have have been been here here my 40 years years –– aa source source of of inspiration.” inspiration.” 40

Employees work work 37.5 37.5 hours hours aa Employees week, but they can fluctuate their week, but they can fluctuate their hours over four weeks; one employhours over four weeks; one employee’s schedule schedule was was shifted shifted so so she she could could ee’s complete her master’s degree. “They complete her master’s degree. “They enjoy that that flexibility,” flexibility,” Rousseau Rousseau says. says. enjoy “They enjoy the fact that they feel “They enjoy the fact that they feel supported –– they they know know the the company company supported cares about them.” cares about them.” In fact, fact, she she says says the the feedback feedback she she In gets from employees about what they gets from employees about what they appreciate most is their colleagues appreciate most is their colleagues and their their supportive supportive managers. managers. “For “For and me it is quite special that Blue Cross me it is quite special that Blue Cross has achieved achieved aa culture culture promoting promoting has teamwork,” Rousseau says. “One of of teamwork,” Rousseau says. “One our employees mentioned it’s beour employees mentioned it’s because of of our our culture culture that that we we have have this this cause great work climate where we truly great work climate where we truly collaborate and and help help and and support support collaborate each other.” each other.”

315 40 47 66.6%

FULL-TIME STAFF STAFF FULL-TIME IN CANADA CANADA IN YEARS, AVERAGE AVERAGE AGE AGE YEARS, OF ALL ALL EMPLOYEES EMPLOYEES OF YEARS, LONGESTLONGESTYEARS, SERVING EMPLOYEE EMPLOYEE SERVING OF MANAGERS MANAGERS OF ARE WOMEN WOMEN ARE

MONTRÉAL’S TOP EMPLOYERS 2018

At BDC, there’s more than just team spirit At BDC, there’s more than just team spirit

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he Business Development Bank of Canada (BDC) he Business Development has more than 2,200 Bank of Canada (BDC) employees working out of has more than 2,200 122 business centres across Canada, employees working out of but all think of themselves as 122they business centres across Canada, belonging tothink a single team. but they all of themselves as “One team, BDC, one client belonging to aone single team. – this idea has been built into the “One team, one BDC, one client DNA all has of us for built the past – this of idea been intofew the years of us thefor bank’s newfew brand DNAasofpart all of the past identity,” saysofLisa Vicenew President, years as part theTo, bank’s brand Financing Strategy Supidentity,” says Lisa Product To, Viceand President, port. “It’s more thanProduct just team Financing Strategy andspirit. SupNo matter what than department we spirit. work port. “It’s more just team for, one face in front we of every No BDC matteris what department work client.” for, BDC is one face in front of every client.” We truly invest in the employee experience. We truly invest in the employee experience.

Lisa To

Vice President, Financing Strategy To Product andLisa Support Vice President, Financing Strategy Product and Support

BDC EMPLOYEES USING INNOVATIVE TECHNOLOGY TO COLLABORATE ON A PROJECT BDC EMPLOYEES USING INNOVATIVE TECHNOLOGY TO COLLABORATE ON A PROJECT

and a half ago as a Legal Assistant at BDC focuses exclusively on one the head Assistant office. at andbank’s a half Montreal ago as a Legal specific group of clients: entrepre“My grandfather and father were BDC focuses exclusively on one the bank’s Montreal head office. neurs. Founded in 1944, the bank is both successful entrepreneurs, specific group of clients: entrepre“My grandfather and father but were aneurs. federalFounded Crown corporation that prothey went through hard times,” in 1944, the bank is bothalso successful entrepreneurs, but vides financing, services proud a federal Crownadvisory corporation thatand pro- she theysays. also“I’m wentparticularly through hard times,” capital to small and medium-sized at BDC becauseproud of its vides financing, advisory services and of sheworking says. “I’m particularly enterprises in all industries and at all mandate of helping entrepreneurs. capital to small and medium-sized of working at BDC because of its stages of development. had varied working experiences enterprises in all industries and at all I’ve mandate of helping entrepreneurs. That focus was one reason Gabrielle in the past, including non-profit stages of development. I’ve had varied working experiences Guilbault decided to join BDC a year organizations, and I was always happy That focus was one reason Gabrielle in the past, including non-profit Guilbault decided to join BDC a year organizations, and I was always happy

Join the bank Join the bank for for risk risk takers takers — like Smith, Software Integrator & Designer — like Smith, Software Integrator & Designer

in those jobs, but here at BDC I feel I have a deeper in those jobs, purpose.” but here at BDC I feel I There was factor in Guilhave a deeperanother purpose.” bault’s decision, she says: “My There was another factor in previGuilous jobs were emotionally draining. bault’s decision, she says: “My previI’d of theemotionally quality of the enviousheard jobs were draining. ronment at BDC and I felt I needed I’d heard of the quality of the envithat.” ronment at BDC and I felt I needed BDC offers a range of alternative that.” work arrangements, including flexible BDC offers a range of alternative hours, telecommuting and a shortwork arrangements, including flexible hours, telecommuting and a short-

ened work week, as well as a variety of wellness ened work programs. week, as well as a variety truly programs. invest in the employee of“We wellness experience,” To.in“For example, “We truly says invest the employee we have an internal Chalexperience,” says To.Innovation “For example, lenge, a Facebook-style website called we have an internal Innovation ChalYammer for all our employees, lenge, a Facebook-style websiteand called we recently some of them Yammer forequipped all our employees, and with iPads toequipped acceleratesome loanofapproval we recently them while they’retowith their clients – this with iPads accelerate loan approval iswhile a firstthey’re in ourwith industry. It’s all about their clients – this proximity, our people is a first inbetween our industry. It’s alland about also with our clients.” proximity, between our people and Guilbault seen the value of that also with ourhas clients.” proximity. “I has canseen discuss personGuilbault the my value of that alproximity. future with my leaders, whopersonare “I can discuss my always accessible, I work with al future with myand leaders, who are my legalaccessible, colleaguesand in Toronto and always I work with Vancouver all the time. We use conmy legal colleagues in Toronto and ference callsall and Vancouver thevideo-conferencing, time. We use conso the proximity spectacular even ference calls and isvideo-conferencing, though we’ve never in person.” so the proximity is met spectacular even though we’ve never met in person.”

2,244 2,244 421 421 28,856 28,856 3 3

No other bank is doing No otherwhat bankwe do. isBDC, doing we At we’rewhat devoted to do. Canadian entrepreneurs.

We’re alsowe’re dedicated toto our employees. At BDC, devoted Canadian entrepreneurs. We’re also dedicated to our employees. Adaptable. Inspiring. Different. BDC isn’t just a great place to workInspiring. – it’s a great place toBDC reachisn’t your potential. Adaptable. Different. just a great

place hiring. to workbdc.ca/careers – it’s a great place to reach your potential. We’re We’re hiring. bdc.ca/careers

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LASTAVAILABLE YEAR JOBS

LAST YEAR JOB APPLICATIONS RECEIVED LAST YEAR JOB APPLICATIONS

RECEIVED LAST YEAR WEEKS, STARTING VACATION WEEKS,ALLOWANCE STARTING

VACATION ALLOWANCE

financing. advising. financing. possibility. advising. possibility.

MONTRÉAL’S TOP EMPLOYERS 2018

CN employees step aboard digital transformation CN employees step aboard digital transformation

hen Nayan Bharadwa joined CN in hen Nayan Bharadwa December he joined CN 2016, in wasn’t leaving thehe December 2016, high-tech world behind. As Senior wasn’t leaving the Director, Technology, high-tech Operations world behind. As Seniorhe is leading Operations one of the largest digitalhe Director, Technology, transformations “The is leading one of in theCanada. largest digital fact that the CNinteam is completely transformations Canada. “The committed embracing leading-edge fact that thetoCN team is completely technology leapfrog forward was a committed to embracing leading-edge key factor for he says. technology to me,” leapfrog forward was a largest Canada is at keyThe factor for railway me,” hein says. anThe inflection similar to thatisofat largestpoint railway in Canada the airline industry in the 1970s an inflection point similar to thatand of ’80s. “Backindustry then,” Bharadwa says,and “the the airline in the 1970s industry introduced instrument landing ’80s. “Back then,” Bharadwa says, “the systems on-boardinstrument flight and landing traffic industryand introduced control into planes, systems systems and on-board flight towers and traffic and runways to into improve safety and control systems planes, towers reliability as well as increase capacity.” and runways to improve safety and reliability as well as increase capacity.” There is a great deal of excitement and energy that deal we are There is a great of creating excitement the railway of the future, and and energy that we are creating people wantoftothe be future, part ofand it. the railway people want to be part of it. Nayan Bharadwa Director, NayanSenior Bharadwa Operations Technology Senior Director, Operations Technology

CN is seeking similar gains from its Operations Technology group.its CN is seeking similar (OT) gains from “We don’t call it fly by wire; call Operations Technology (OT)we group. it raildon’t by wire,” Bharadwa. “We call itsays fly by wire; weThe call idea to wire,” build asays connected railway it railisby Bharadwa. The idea is to build a connected railway

NAYAN BHARADWA, SENIOR DIRECTOR, OPERATIONS TECHNOLOGY, AND NANCY DESCHAMPS, MANAGER, PRODUCT DEMAND, AT CN RAIL NAYAN BHARADWA, SENIOR DIRECTOR, OPERATIONS TECHNOLOGY, AND NANCY DESCHAMPS, MANAGER, PRODUCT DEMAND, AT CN RAIL

that gathers valuable information in real-time, leveraging power of in IoT that gathers valuable the information (the Internet of Things), big data, georeal-time, leveraging the power of IoT positioning “always on” (the Internetand of Things), big networking data, geoto transformand locomotives into mobile positioning “always on” networking data centres. locomotives into mobile to transform The OT group now has 60 employees, data centres. and willOT continue to hire 2018. The The group now hasin60 employees, desired set fortocandidates includes and willskill continue hire in 2018. The hardware/software desired skill set for reliability, candidatessafety includes engineering, embedded control systems, hardware/software reliability, safety big data, complex systems management, engineering, embedded control systems, and communications. big data, complex systems management, and communications.

you

THIS COULD BE THIS COULD BE

Candidates with these skills who possess experience rail,skills aviation, Candidates with in these who telecom or critical in infrastructure possess experience rail, aviation, are highly is a challenge telecom orsought. critical “It infrastructure to people with“It these arefind highly sought. is a core challenge competencies wellthese as industry to find peopleaswith core experience,” Bharadwa. “There competenciessays as well as industry is a great dealsays of excitement experience,” Bharadwa. and “There energy that weofareexcitement creating the is a great deal and railway of the and people energy that wefuture, are creating the want to of bethe partfuture, of it.”and people railway While much want to be partofofthe it.”hiring for OT is While done externally, CNhiring has been much of the for OT is done externally, CN has been

“ Working with a wide variety of technologies “ Working with wide contributes variety of technologies and knowing myawork to CN’s ability andbeknowing my work to CN’s ability to a backbone of thecontributes Canadian economy to be a my backbone of the Canadian economy makes job stimulating. ” makes my job stimulating. ” Catherine Corbeil – Senior Manager, Delivery Catherine Corbeil – Senior Manager, Delivery

recruiting employees with the right skill sets internally as with well. the Nancy recruiting employees right Deschamps, who has years of skill sets internally as 20 well. Nancy service at CN, joined OTyears last May Deschamps, who has 20 of as a Manager, Demand and service at CN,Product joined OT last May heads a team ofProduct 15 employees. as a Manager, Demand and Her aprevious role, in Business heads team of 15 employees. Engagement, involved Her previous role, inassessing Business and defining projects’ business value,and as Engagement, involved assessing well as evaluating the requirements defining projects’ business value, as for Train Control (PTC), wellPositive as evaluating the requirements aforstill-developing, highly advanced Positive Train Control (PTC), safety system for controlling train a still-developing, highly advanced movements reduce certain train types safety systemtofor controlling of accidents. to reduce certain types movements her role consists of product of Now accidents. management andconsists evolution for Now her role of product PTC and OT.and “The OT culture management evolution for is innovative,” Deschamps. “And PTC and OT.says “The OT culture is CN is an employer that allows“And you to innovative,” says Deschamps. build skills andthat your career.” CN isyour an employer allows you to build your skills and your career.”

14,885 14,885 2,000 2,000 156 156 405 405

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA PEOPLE HIRED IN 2017 PEOPLE HIRED IN 2017 PEOPLE HIRED IN INFORMATION TECHNOLOGY PEOPLE HIRED IN INFORMATION TECHNOLOGY CHARITIES HELPED LAST YEAR CHARITIES HELPED LAST YEAR

Build your career at CN Build your career atpeople CN Join a team of passionate

who Join awork teamonoflarge-scale passionateprojects people using leading-edge technology. who work on large-scale projects using leading-edge technology.

Jobs.cn.ca Jobs.cn.ca

MONTRÉAL’S TOP EMPLOYERS 2018

Charles River strives for satisfaction in the workplace Charles River strives for satisfaction in the workplace

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hanks to the four-week paid granted hankssabbatical to the four-week by her employer, Charles paid sabbatical granted River Laboratories, Inc., by her employer, Charles Annie JawadRiver fulfilled her dream of Laboratories, Inc., volunteering abroad. In February Annie Jawad fulfilled her dream of2017, she travelled to Arusha, volunteering abroad. In Tanzania February to 2017, teach English and basic math to young she travelled to Arusha, Tanzania to school childrenand andbasic provide with teach English maththem to young nutritious meals. school children and provide them with “I feel grateful nutritious meals.to Charles River for approving my sabbatical, which was “I feel grateful to Charles River for focused on my own personal growth approving my sabbatical, which was and development, of on my focused on my owninstead personal growth career,” says Jawad, 38, a team leader and development, instead of on my in Immunology. career,” says Jawad, 38, a team leader in Immunology. We can pour money into facilities and equipment, but if we don’t We can money into facilities focus onpour the engagement, satisand equipment, but if we of don’t faction and development our focus on thethe engagement, satisemployees, rest is just wasted faction development of our time andand money.” employees, the rest is just wasted time and money.” Glenn Washer Corporate Senior Vice President, GlennAssessment Washer North American Safety Corporate Senior Vice President, North American Safety Assessment

Charles River, a leading earlystage contract research organization Charles River, a leading earlyproviding support in drug discovery stage contract research organization and development, has more than 1,200 providing support in drug discovery employees in the West Island suburb and development, has more than 1,200 of Senneville, many of whom, like employees in the West Island suburb Jawad, are committed improving of Senneville, many ofto whom, like their communities. In the company’s Jawad, are committed to improving first Day of Service, staff on site theirGlobal communities. In the company’s first Global Day of Service, staff on site

CHARLES RIVER EMPLOYEES ARE PASSIONATE ABOUT IMPROVING THE QUALITY OF PEOPLE’S LIVES CHARLES RIVER EMPLOYEES ARE PASSIONATE ABOUT IMPROVING THE QUALITY OF PEOPLE’S LIVES

packaged more than 120,000 meals to be sent more to developing nations. And packaged than 120,000 meals through Day, a program in which to be sentOne to developing nations. And employees are Day, givena7.5 paid hours to through One program in which volunteer, employees donated employeesSenneville are given 7.5 paid hours to more than Senneville 2,700 hours in 2017. donated volunteer, employees Glenn Washer, Corporate Senior more than 2,700 hours in 2017. Vice President, North American Safety Glenn Washer, Corporate Senior Assessment, recognizes the importance Vice President, North American Safety of learning what benefitsthe and programs Assessment, recognizes importance are most important to hisand employees. of learning what benefits programs Regular has led to the creation are mostpolling important to his employees. of a forested walking path outside the Regular polling has led to the creation of a forested walking path outside the

facility, a post-secondary scholarship fund foraemployees’ children, and the facility, post-secondary scholarship development of an on-site gymand with fund for employees’ children, the daily fitness classes. development of an on-site gym with Charles River even brings in a daily fitness classes. massage therapist weekly to provide Charles River even brings in a free, 15-minute massages. “That’s a very nice massage therapist weekly to provide free, perk, especially when “That’s you work in a nice lab,” 15-minute massages. a very says perk,Jawad. especially when you work in a lab,” It isJawad. all part of the company’s says commitment satisfaction, It is all partto ofemployee the company’s notes Washer. to “We recognize that commitment employee satisfaction, well-trained, engaged, happy notes Washer.highly “We recognize that well-trained, highly engaged, happy

jobs.criver.com jobs.criver.com

employees are the key to our success as an organization. money into employees areWe thecan keypour to our success as an facilities and equipment, but if we don’t organization. We can pour money into focus on and the engagement, satisfaction and facilities equipment, but if we don’t development of our employees, the rest is focus on the engagement, satisfaction and wasted time and money.” development of our employees, the rest is Washer started at Charles River’s wasted time and money.” Senneville site in 1983 as an River’s assistant Washer started at Charles laboratory technician, and says he’s one of Senneville site in 1983 as an assistant many who’ve grown their careers within laboratory technician, and says he’s one of the company. “Every quarter, I sign off many who’ve grown their careers within on longevity awards of 35-plus years. I the company. “Every quarter, I sign off think that demonstrates people get a lot on longevity awards of 35-plus years. I out of that working here, bothpeople personally think demonstrates get a and lot professionally.” out of working here, both personally and Jawad, too, has been able to grow at professionally.” Charles andbeen she says company’s Jawad,River, too, has ablethe to grow at employee-engagement programs promote Charles River, and she says the company’s camaraderie. “Any timeprograms you run into a employee-engagement promote problem in the lab and you’re stuck, people camaraderie. “Any time you run into a always come andlabhelp get stuck, through it. problem in the andyou you’re people There’s always that team spirit.” always come and help you get through it. There’s always that team spirit.”

1,307 1,307 223 223 40 40 2,700 2,700

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE STAFF VOLUNTEER HOURS IN 2017 STAFF VOLUNTEER HOURS IN 2017

MONTRÉAL’S TOP EMPLOYERS 2018

At Concordia Concordia University, University, everyone’s everyone’s contribution contribution matters matters At

t was a case of fortuitous timing. tAfter was acompleting case of fortuitous her post-timing. After completing heratpostdoctoral fellowship the Mayo doctoral the Mayo Clinic infellowship Rochester,atMinn., in Rochester, Minn.,to SylviaClinic Santosa wanted to return Sylvia wanted to return CanadaSantosa to pursue her career as ato Canada to pursue At herthe career a health researcher. sameastime, health researcher. At the same time, Concordia University was preparing Concordia University was preparing to open a new multidisciplinary to openresearch a new multidisciplinary health facility, the health research facility, the would be PERFORM Centre, which PERFORM whichongoing would be ideally suitedCentre, to Santosa’s ideally to Santosa’s ongoing researchsuited into why some overweight research intodevelop why some overweight individuals conditions such individuals develop conditions such as cardiovascular disease and diabetes as cardiovascular disease and diabetes while others do not. while others do not. While the quality of our faculty and researchers we While the qualityisofcritical, our faculty are collectively for and researchersresponsible is critical, we delivering the educational are collectively responsible for experiencethe oureducational students receive. delivering experience our students receive. Roger Côté VP, Services Roger Côté VP, Services

“The PERFORM Centre made it “The PERFORM Centre madeofit my possible to do the various aspects possible do the aspects of my research to under onevarious roof,” says Santosa, research one roof,” says Santosa, who is a under Canada Research Chair who is a been Canada Research Chair and has at Concordia’s Exercise and has Department been at Concordia’s Exercise Science since January Science Department January 2011. “That includessince imaging scans, 2011. includes imaging scans, feeding“That studies, exercise training and feeding studies, exercise clinical consultation. As training a result, and we’re clinical consultation. a result, we’re able to measure healthAsoutcomes in our able to measure health outcomes in our

concordia .ca /hr/jobs concordia .ca /hr/jobs

DR. SYLVIA SANTOSA, CANADA RESEARCH CHAIR, AT CONCORDIA UNIVERSITY DR. SYLVIA SANTOSA, CANADA RESEARCH CHAIR, AT CONCORDIA UNIVERSITY

volunteers that might not be possible at volunteers thatfacilities.” might not be possible at other research other research facilities.” Santosa has been able to do her Santosawhile has been able tofrom do her research benefiting research while benefiting from Concordia’s family friendly provisions. Concordia’s family friendly provisions. She also appreciates the workplace She also which appreciates the workplace culture, she describes as culture, whichand sherelatively describesfree as of collaborative collaborative andtape. relatively free of bureaucratic red bureaucratic tape. toward a “Everyonered is working “Everyone is working common goal,” she says.toward “Whena I had common goal,”some she says. “When I had trouble getting imaging scans trouble getting some imaging scans done due to regulatory hurdles, the done due to regulatory administration worked hurdles, with me the to find administration worked with me to find a solution. a solution.

While Santosa is in the early stages of is in theRoger early stages herWhile careerSantosa at Concordia, Côté isofa her career at Concordia, Roger Côté a 37-year veteran of the institution. As isVP, 37-year of the institution. As VP, Services,veteran Côté oversees the units that run Services, Côté oversees the operations units that run the university’s day-to-day the anduniversity’s functions. day-to-day operations and A functions. lot has changed over the years, lot has changed years, as A Concordia evolvedover intothe a major as Concordia evolved into aand major multidisciplinary teaching research multidisciplinary teaching and research university. What hasn’t changed, says university. hasn’t changed, Côté, is theWhat “smaller campus feel”says of the Côté, is the “smaller campus feel” of the institution. institution. Explains Côté: “The people who Explains Côté: “The peoplegrounded who work here remain accessible, work remain accessible, in thehere community and unitedgrounded towards in the community and united towards

NEXT-GEN. NEXT-GEN. NOW. NOW.

a pursuit of our goals with a sense aofpursuit our goals withit’sa sense mutualofrespect. While very of mutual respect. it’s veryover important to adaptWhile and change important adapt change over time, we’vetoalso beenand able to maintain time, we’ve also been able to maintain our core values.” ourAlong core with values.” other senior Along with other administrators, Côtésenior regularly meets administrators, regularly meets with newly hiredCôté non-teaching with newly “They hired non-teaching employees. get to hear about our employees. get to hear about our experiences “They at Concordia while we learn experiences at Concordiahe while about their aspirations,” says.we learn about theirthese aspirations,” says. During sessions, he Côté likes these sessions, Côté to During stress one overarching themelikes – to stress onecontribution overarching theme – everybody’s matters. everybody’s contribution “While the quality of matters. our faculty “While the quality of our and researchers is critical, wefaculty are and researchers is critical, are collectively responsible forwe delivering collectively responsible for delivering the educational experience our the educational experience our are a students receive. Whether you students receive. youorare trades person, anWhether accountant ana trades person, an accountant or an administrator, your contribution is administrator, contribution is important and your respected.” important and respected.”

2,710 2,710 52 52 55 55 4 4

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA WEEKS, MATERNITY AND PARENTAL LEAVE TOP-UP WEEKS, MATERNITY ANDPAY PARENTAL LEAVE TOP-UP PAY YEARS, LONGESTSERVING EMPLOYEE YEARS, LONGESTSERVING EMPLOYEE WEEKS, STARTING VACATION WEEKS, ALLOWANCE STARTING VACATION ALLOWANCE

MONTRÉAL’S TOP EMPLOYERS 2018

La Coop Coop fédérée fédérée feeds feeds the the world world and and nurtures nurtures values values La

rowing up on a dairy rowing up onfarm a dairy and poultry south and poultry farm south of Québec City, Samuel of Québec City, Samuel Larochelle wanted to get Larochelle wanted to get involved in the agricultural industry, involved in thewant agricultural industry, but he didn’t to become a farmer. but he didn’t want to become farmer. When he heard that La Coopafedérée When he heard that La Coop fedérée was looking for new employees, he was looking foropportunity. new employees, he jumped at the jumped at the opportunity. “I grew up with a great passion “I the grew up and withthe a great passion for land people who for the land and the people cultivate it,” says Larochelle,who now a cultivate it,” says Larochelle, Communications Techniciannow witha the Communications Technician with the organization in Montréal. “La Coop organization in Montréal. “La Coop fédérée’s values match my personal fédérée’s values match my personal convictions.” convictions.” Every day goes by so fast. And Every goes by fast.here Andnow it’s notday routine. I’vesobeen it’s routine. I’veand been herebut now fornot almost a year a half, it for almost year and a half, but it feels as if aI started only yesterday. feels as if I started only yesterday.

Samuel Larochelle

Samuel Larochelle Communications Technician Communications Technician

After almost 100 years, La Coop After almost 100 among years, La Coop fédérée now ranks Canada’s fédérée now ranks among Canada’s largest agri-food organizations, and largest agri-food organizations, and it continues to adapt to the changing itrealities continues to adapt to the changing of the labour market. realities the labour market. requires “The of arrival of millennials “The arrival of millennials requires to adjust our ways of doing things,” to adjust our ways of doing things,” says Isabelle Leclerc, Senior Vicesays Isabelle Vice-“Just President of Leclerc, Human Senior Resources. President of Human Resources. “Just as borders between countries blur as borders between countries blur

ISABELLE LECLERC, SENIOR VICE-PRESIDENT, HUMAN RESOURCES, AT LA COOP FÉDÉRÉE ISABELLE LECLERC, SENIOR VICE-PRESIDENT, HUMAN RESOURCES, AT LA COOP FÉDÉRÉE

in business, internal departments in internal arebusiness, no longer siloed,departments and hierarchies are no longer siloed, and hierarchies are being flattened. Teamwork has are beingthe flattened. Teamwork has become new norm.” become newofnorm.” In thethe words Leclerc, La Coop In the words of Leclerc, La Coop fédérée emphasizes collaboration fédérée emphasizes collaboration within a matrix environment. within a matrix environment. “Everyone brings something to the “Everyone brings something to the benefit of the group,” she says. benefit of the group,” she says. Amongst other things, a Amongst other things,appeals a collaborative approach to collaborative approach appeals to millennials now entering the market. millennials entering “they the market. Like Samuelnow Larochelle, don’t Like Samuel Larochelle, “they don’t

LCF RH 110495 100 employeurs - bandeau ILeclerc.indd 1 LCF RH 110495 100 employeurs - bandeau ILeclerc.indd 1

compromise and choose employers compromise and choose who reflect their values,”employers Leclerc who reflect their values,” Leclerc says. says. They also choose their career in Theythe alsosame choose careerofinlife much way.their “Quality much the same way. “Quality of life is critical,” she says. is critical,” she says. The cooperative culture of cooperative culturetoof LaThe Coop fédérée appeals La Coop fédérée appeals millennials, Leclerc says,toalong millennials, Leclerc says, along with its “positive and respectful with its “positive and respectful work environment that emphasizes work environment gender equity.” In that 2017,emphasizes La Coop gender equity.” In 2017, Coop fédérée was recognized byLaWomen fédérée was recognized by Women

in Governance’s Parity Program in Governance’s Parity Program and achieved their prestigious and achieved their prestigious certification. certification. Besides the values that drive it, La Besides the values that drive it, La Coop fédérée also sets itself apart in Coop fédérée also sets itself apart in other ways from many organizations. other waysto from manythe organizations. “We help nurture land and to “We help to nurture the land and to feed the world,” says Leclerc. “Isn’t feed the world,” says Leclerc. “Isn’t that a noble mission?” that a noble mission?” For Larochelle, a graduate For Larochelle, a graduate in communications from Laval in communications from Laval University in Québec City, the University in Québec City, combination of values and the variety at combination of values and variety La Coop fédérée continues to keepat La Coop fédérée continues to keepat him enthusiastic about his future him enthusiastic about his future at the organization. the“Every organization. day goes by so fast,” he “Every day so fast,” says. “And it’sgoes not by routine. I’vehebeen says. “And it’s not routine. I’ve here now for almost a year andbeen a here forfeels almost andonly a half,now but it as ifaIyear started half, but it feels as if I started only yesterday.” yesterday.”

18,000++ 18,000 45 45 33 24th 24th

EMPLOYEES IN CANADA EMPLOYEES IN CANADA YEARS, LONGESTYEARS, LONGESTSERVING EMPLOYEE SERVING EMPLOYEE WEEKS, STARTING WEEKS, STARTING VACATION ALLOWANCE VACATION ALLOWANCE LARGEST AGRI-FOOD LARGEST AGRI-FOOD COOPERATIVE IN THE WORLD COOPERATIVE IN THE WORLD

17-11-27 09:41 17-11-27 09:41

MONTRÉAL’S TOP EMPLOYERS 2018

Dassault Dassault puts puts aa premium premium on on listening listening to to its its people people

laine Scoufaras studied laine Scoufaras studied at business administration business administration university and began herat university and began her career in the accounting career in Montréal the accounting department at the office of department at the Montréal officea of Dassault Systèmes Canada Inc., Dassault Systèmes Canada Inc., a multinational developer of 3D software. multinational developer of 3D In the years since then, she has software. moved In the years since then,part she of hasthe moved into a totally different into a totally different of the business, thanks to thepart opportunities business, for thanks to the opportunities available advancement and the available forcommitment advancementtoand the company’s employee company’s employee training andcommitment professionalto development. training andwant professional development. “I didn’t to do accounting “I didn’tso want to an do opening accounting long-term when came long-term so when an opening came up in another department I applied,” up inScoufaras, another department I applied,” says a Project Manager in saysOrganizational Scoufaras, a Project Manager in the Change Enablement the Organizational Enablement department, which Change is responsible for department, which is training, responsible for change management, coaching change management, and developing coursetraining, content.coaching and developing course “Dassault is really goodcontent. at giving “Dassault isopportunities really good attogiving employees advance employees opportunities to advance and encourages career development.” and encourages career development.” Every year we try to make improvements, buttoit make is based Every year we try on things we’vebut discussed with improvements, it is based employees. on things we’ve discussed with employees.

Guy Leclerc

Vice-PresidentGuy SalesLeclerc for North America and Area Leader forfor Canada Vice-President Sales North America and Area Leader for Canada

The company has online learning The company hasaonline learning materials that cover remarkable array materials that cover a remarkable array

DASSAULT SYSTÈMES EMPLOYEES OUTSIDE OF THE COMPANY’S OFFICE IN MONTRÉAL DASSAULT SYSTÈMES EMPLOYEES OUTSIDE OF THE COMPANY’S OFFICE IN MONTRÉAL

of subjects, says Guy Leclerc, Viceof subjects, saysfor Guy Leclerc, VicePresident Sales North America President Sales for North America and Area Leader for Canada. These and Areabuilding Leader for Canada. include a sales masterThese plan, include building a sales master creating a strategic business planplan, and creating a strategic business plan and how to work with colleagues or clients how to work with colleagues or clients in different countries and cultures. As in different countries cultures. well, Dassault providesand tuition and As well, Dassault provides tuition and accreditation subsidies. accreditation subsidies. The company encourages all The company project managersencourages to get theirall project managers to get their Project Management Professional Project Management Professional certification, which is recognized certification, which is recognized

globally as the gold standard in project globally as theScoufaras gold standard in project management. obtained her management. Scoufaras obtained her PMP certification thanks in part to PMP certification thanks in part to the training provided by Dassault. the training provided The certification mustby beDassault. renewed The certification must becompany renewed every three years and the every three years and the company offers online learning tools that help offers online learning that help employees acquire the tools necessary skills employees acquire the necessary skills and credits. and credits. Dassault also puts a priority on Dassault puts a priority listening to also employees. They areon listening to employees. They are during encouraged to put forward ideas encouraged to put forward ideas during departmental meetings or by using departmental meetings or by using

the company’s in-house social media the company’s in-house platform. “Every year wesocial try tomedia make platform. “Everybut year try toonmake improvements, it iswebased things improvements, is based on things we’ve discussed but withitemployees,” we’ve discussed with Leclerc says. “We try employees,” to build a plan Leclerc their says. “We try to build a plan around priorities.” around theirfrom priorities.” Feedback employees led to a Feedback employees led tofloor a re-design of from the sales department re-design the salesalso department plan. The of company relied on floor input plan. below The company also relied on new input from when creating a large from below a largeplace new cafeteria thatwhen servescreating as a meeting cafeteria serves as a meeting place and socialthat centre complete with TV and socialand centre with TV monitors pingcomplete pong tables. monitors and ping pong tables. The company organizes social The throughout company organizes events the yearsocial to bring events throughout year to bring employees togetherthe from different employees together different departments and to from promote a sense departments to promote sense of collegiality.and These include aa holiday of collegiality. These include a holiday party before Christmas, a summer party before a summer barbecue, andChristmas, happy hours on the barbecue, hours on the terraces of and Oldhappy Montréal where the terraces of Old where the company’s officeMontréal is located. company’s office is located.

281 281 105 105

1,352 1,352 33

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR JOB APPLICATIONS JOB RECEIVED APPLICATIONS RECEIVED WEEKS, STARTING VACATION WEEKS, ALLOWANCE STARTING VACATION ALLOWANCE

MONTRÉAL’S TOP EMPLOYERS 2018

Groupe Dynamite Dynamite relies relies on on young young talent talent to to keep keep growing growing Groupe

lexia is 16, has good marks, lexia 16, hasout good marks, loves ishanging with loves hanging her friends andout onwith social her friends onto social media, and and wants fit in wants to fitwho in and be lovedmedia, as sheand is discovering and be loved as she is discovering she wants to be. Rachel is 30 yearswho she to be. 30 years old,wants building herRachel career is while looking old, building her career while looking to meet Mr. Right. She sets goals and to meet Mr. Right. She to setsfeel goals and is ambitious and wants good is ambitious about herself.and wants to feel good about herself. The people at Groupe Dynamite Thethink people at about Groupe Dynamite Inc. a lot Alexia and Inc. think a lot about Alexia Rachel – their target-market and muses – Rachel – their target-market muses when they are designing clothes for – when they are designing clothes for their Garage (Alexia) and Dynamite their Garage (Alexia) and Dynamite (Rachel) brands. (Rachel) brands. It’s a company that is constantly evolving and innovating – it It’s a company that is constantly constantly wants to surpass evolving and innovating – it itself. constantly wants to surpass itself.

Stéphanie O’Hara

Allocation Analyst, Garage Stéphanie O’Hara International Allocation Analyst, Garage International

Groupe Dynamite has been in Groupefor Dynamite business 42 years has andbeen now in operbusiness 42 400 yearswomen’s and nowclothing operates morefor than ates more than also 400 in women’s clothing stores. They’re 10 countries, stores. 10 countries, which They’re makes italso veryinattractive to a diwhich it very– attractive a diverse –makes and young workforce.to“We’ve verse – and young – workforce. got very special values we try to “We’ve live got veryexplains special values try to live up to,” Denis we Marceau, Chief up to,” explains Denis Marceau, Chief Human Resources Officer. “Passion’s Human Officer. “Passion’s got to beResources present, ownership’s got to got to beAnd present, got to present. we’reownership’s all about creativity.” present. And we’re all about creativity.”

GROUPE DYNAMITE ANNUAL MEETING IN THE ATRIUM AT THE COMPANY’S HEAD OFFICE GROUPE DYNAMITE ANNUAL MEETING IN THE ATRIUM AT THE COMPANY’S HEAD OFFICE

The work environment at head The has work environment head office been designed toat be office has been designed tocreativity be conducive to innovation, conducive to innovation, creativity and teamwork. People there call it a and teamwork. there call it a “campus.” ThatPeople environment is one “campus.” That environment is one of the things Stéphanie O’Hara loves of the working things Stéphanie O’Hara loves about at Groupe Dynamite. about working at Groupe “It’s very fast-paced but I Dynamite. find that “It’s very fast-paced but I find motivating,” says O’Hara, whothat in motivating,” O’Hara, who in an Allocationsays Analyst for Garage an Allocation Analyst for Garage International. “And that’s also what International. “And that’s also what attracts so many young people – we attracts so many young people – we

like to have a lot of responsibilities; like to have a lot we want to go onof toresponsibilities; the next thing.” weO’Hara want tocame go ontotoGroupe the next thing.” DynaO’Hara came to Groupe Dynamite in 2016 through its Graduate mite in 2016 througha its Graduate Rotational Program, company Rotational a company initiative toProgram, attract the emerging initiative to attract the emerging talent it values so deeply. “It’s a talent it values deeply. “It’s a company that issoconstantly evolving company that is–constantly evolving and innovating it constantly wants and innovating – it constantly to surpass itself,” O’Hara says. wants “Our to surpass itself,” leader is not afraidO’Hara to takesays. risks;“Our leader is notit afraid to take risks; it sometimes pays off, sometimes sometimes it pays off, sometimes it

doesn’t. But everyone is encouraged doesn’t. But everyone is encouraged to have ideas and to think outside to have ideas and to think outside the box.” theThe box.” perspectives of all the talent – The perspectives of all the talent – emerging and established – are highemerging and established – are highly regarded at Groupe Dynamite. “A ly Dynamite. “A lotregarded of what at weGroupe do is following what lot of what we do is following what they told us that they value,” says they told us that value,” saysto Marceau. “It’s all they about listening Marceau. “It’s all about listening the talent we bring in on how we to the talenta better we bring in on how and we become organization become a better organization and a more attractive environment to aanyone more attractive environment to at any age.” anyone at any age.” And that is the one of the secrets that is the of the secrets toAnd the success andone longevity of a to the success and longevity of is a privately owned company that privately owned company that is competing with global players. “It’s competing with global players. “It’s a constant battle,” Marceau adds. a“It’s constant battle,” Marceau adds. a very competitive market, so “It’s a very competitive so we try to stay humble inmarket, the conwe try to stay humble in the context of our growth.” text of our growth.”

2,474 2,474 694 694 24 24 98% 98%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA JOBS AVAILABLE LAST YEAR JOBS AVAILABLE LAST YEAR YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE OF ALL EMPLOYEES OF MANAGERS WOMEN OFARE MANAGERS ARE WOMEN

MONTRÉAL’S TOP EMPLOYERS 2018

McKesson’s McKesson’s prescription: prescription: aa lot lot of of opportunity opportunity

verybody loves a winner – verybody a winner – including,loves of course, people including, of course, people in the working world. And in theone working And that’s reasonworld. why George that’s one reason why George Limantzakis is delighted to work for Limantzakis is delighted to work where for McKesson Canada in Montréal, McKesson Canada in Montréal, where more than 1,000 of its 3,900-plus staff more than 1,000 of its 3,900-plus staff are located. areThe located. company, which is headThe company, which is headquartered in Saint-Laurent, is part of a quartered in Saint-Laurent, is partNo. of a5 U.S.-based multinational ranked U.S.-based multinational ranked No. on the 2017 Fortune 500 list. Like its 5 on the 2017 Fortune 500 care list. solutions Like its parent, it provides health parent, it provides health care solutions to stakeholders across the industry, to stakeholders across the industry, including pharmacies, manufacturers, including pharmacies, manufacturers, hospitals and other institutions, with hospitals other institutions, the goal ofand improving the qualitywith and the goal of improving the quality and safety of care they provide to patients. safety of care they provide to patients. People in Montréal who are willing People in Montréal who are willing to relocate can go pretty much to relocateincan pretty anywhere thego world – inmuch Canada, anywhere in Europe. the world – in Canada, the U.S. and the U.S. and Europe.

George Limantzakis

Senior Director Limantzakis of Finance, Retail George Banner Management Senior Director of Finance, Retail Banner Management

“One of the big factors that enticed of the bigisfactors that enticed me“One to come here the company’s me to come is the company’s growth,” sayshere Limantzakis, who is growth,” says Limantzakis, is Senior Director of Finance,who in charge Senior DirectorRetail of Finance, charge of McKesson’s BannerinGroup of McKesson’s Retailsix Banner (the company owns retail Group pharmacy (the company ownsand six retail pharmacy banners in Canada provides a suite banners Canada of brandinservices toand closeprovides to 2,500a suite of brand services to close to 2,500

MCKESSON CANADA EMPLOYEES AT THE COMPANY’S ANNUAL BARBECUE MCKESSON CANADA EMPLOYEES AT THE COMPANY’S ANNUAL BARBECUE

pharmacies across the country). “It’s pharmacies country). “It’s always moreacross fun tothe work for a winning always more fun to work for a winning company.” company.” “The other big piece is about “The other big piece is about opportunity,” he continues. “In six opportunity,” he continues. six This years, I’ve had three different“In roles. years, I’ve had three different roles. This is a company that likes promoting from is a company that likes promoting from within, that likes to develop talent. within, that likes to who develop talent. to People in Montréal are willing People in Montréal who are willing to relocate can go pretty much anywhere relocate can go pretty much anywhere in the world – in Canada, the U.S. and in the world – in Canada, the U.S. and Europe.” Europe.” Paula Keays, President of McKesson Paula Keays, McKesson Canada, believesPresident another of plus is the Canada, believes another plus is the

very nature of McKesson Canada’s very nature of McKesson business. “Whether you’reCanada’s distributing business. “Whether you’reordistributing pharmaceutical products infusing pharmaceutical products or infusing cancer drugs into someone’s arm, every cancer drugs into someone’s one of our employees touchesarm, the every lives one of our employees touches the lives of patients.” of She patients.” notes that the company offers a She notes that theand company offers a number of benefits perks to attract number of benefits and perks to attract top talent. They include flexible work top talent. They include flexible arrangements, a condensed workwork week arrangements, a condensed workMay week with Friday afternoons off from with Friday afternoons off from May through October, access to a gym, through access and to a tuition gym, maternityOctober, leave top-ups maternity leave top-ups and tuition reimbursements. reimbursements.

Better Health is our Priority Better Health is our Priority Our work contributes to a mission that helps build healthier Our work contributes to a mission We thatpossess helps build healthier communities from coast-to-coast. a culture of communities from We possess culture of leadership and are coast-to-coast. dedicated to excellence anda growth. leadership areon dedicated excellence Our successand relies qualifiedtopeople, everyand day.growth. Our success relies on qualified people, every day. careers.mckesson.ca careers.mckesson.ca

Keays says McKesson Canada Keays surveyed says McKesson Canada recently employees to find recently to find out whatsurveyed they likeemployees and don’t like about out workplace what they like and Committed don’t like about the culture. to the workplace culture. Committed to diversity and inclusion, the company diversity inclusion,Outstanding the company will soonand be launching will soonNetworking, be launchingInspiring Outstanding Women and Women Networking, Inspiring Transforming (OWNIT), run byand staff Transforming by staff volunteers and(OWNIT), devoted to run “supporting volunteers and devoted to “supporting women properly, developing them and women properly, developing them and really putting tools at their disposal to reallyempower putting tools help themattotheir feel disposal confidenttoto help empower move forward.”them to feel confident to move forward.” McKesson Canada provides social McKesson Canada provides social events and community fundraising events and community fundraising opportunities to engender staff opportunitiesIttogives engender camaraderie. more staff than camaraderie. It givesinmore than and $500,000 annually donations $500,000 annually in donations and sponsorships. In addition, the company sponsorships. Inthan addition, the company has raised more $800,000 since has raised more than $800,000 since 2010 for Leucan, which helps Québec 2010with for Leucan, which helps Québec kids cancer and their families. kids with cancer and their families.

3,234 3,234 42 42

57.5% 57.5% + 30 30+

FULL-TIME STAFF FULL-TIME STAFF IN CANADA IN CANADA YEARS, AVERAGE AGE YEARS, AGE OF ALLAVERAGE EMPLOYEES OF ALL EMPLOYEES OF EMPLOYEES OFARE EMPLOYEES WOMEN ARE WOMEN CHARITIES HELPED CHARITIES HELPED LAST YEAR LAST YEAR

Une meilleure santé est notre priorité Une meilleure santé est notre priorité Notre travail contribue à améliorer la santé des communautés

Notrecôté travail contribue à améliorer la santé communautés d’un à l’autre du pays. Nous avons unedes culture de leadership d’un côté àsur l’autre du pays.etNous avons une culture de leadership et misons l’excellence la croissance. et misons sur repose l’excellence et lagens croissance. Notre succès sur des qualifiés, tous les jours. Notre succès repose sur des gens qualifiés, tous les jours.

MONTRÉAL’S TOP EMPLOYERS 2018

At Merck, wellness starts at the office At Merck, wellness starts at the office

t Merck Canada, one key corporate goal is definitely t Merck Canada, one key counter-intuitive. The corporate goal is definitely leading pharmaceutical counter-intuitive. The manufacturer wouldpharmaceutical rather you didn’t leading have to buy any of itsrather life-enhancing manufacturer would you didn’t products. That’s health and have to buy any because of its life-enhancing wellness the company’s primeand products.are That’s because health objective – and means,prime especially for wellness are the that company’s its employees, andespecially staying fit. objective – andbecoming that means, for that end,becoming Merck has developed itsTo employees, and staying fit. anTo award-winning Livehas It wellness that end, Merck developed program that provides and an award-winning LiveitsIt field wellness head-office employees the and fitness, program that provides with its field nutritional other tools head-office and employees withnecessary the fitness, to promote and healthy lifestyles. “Saving nutritional other tools necessary and improving lives lifestyles. starts with“Saving to promote healthy employees,” sayslives Samstarts Gourdji, and improving with Vice President, Commercial Operations. employees,” says Sam Gourdji, Vice “Healthy areOperations. also happier President,individuals Commercial and more individuals productive. are Andalso if you are “Healthy happier not happy andAnd having fun,are and healthy, more productive. if you why bother going work?” not healthy, happytoand having fun, why bother going to work?” If you are not healthy, happy and having fun,not why botherhappy going and to If you are healthy, work? having fun, why bother going to work? Sam Gourdji Vice President, Sam Gourdji Commercial Operations Vice President, Commercial Operations

To help its employees achieve fitness goals, the company’s LEED-certified To help its employees achieve fitness Kirkland, IslandLEED-certified head office goals, the West company’s has a state-of-the-art facility Kirkland, West Islandfitness head office has a state-of-the-art fitness facility

MERCK CANADA STAFF ON EMPLOYEE APPRECIATION DAY MERCK CANADA STAFF ON EMPLOYEE APPRECIATION DAY

open 24/7, 365 days a year. “Staff are encouraged to use theagym any time, open 24/7, 365 days year.at“Staff are including during working encouraged to usenormal the gym at any time, hours,” Gourdji including duringsays. normal working OtherGourdji wellnesssays. initiatives include a hours,” subsidized healthy-foods cafeteria, Other wellness initiatives includefree a fitness and healthy-foods yoga classes, and nutritional, subsidized cafeteria, free among other, counselling sessions. Staff fitness and yoga classes, and nutritional, can alsoother, volunteer for annual biometric among counselling sessions. Staff testing vital health “In can alsoofvolunteer forindicators. annual biometric recent wehealth have seen significant testingyears, of vital indicators. “In progress in lowering such as recent years, we havemarkers seen significant blood pressure and cholesterol,” says progress in lowering markers such as Gourdji. “The more you exercise,says the blood pressure and cholesterol,” less you need meds.” Gourdji. “Theour more you exercise, the less you need our meds.”

However, should employees require Merck products, they don’t have However, should employees require to pay for them. The Merck products, they100-per-cent don’t have prescription drugThe coverage plan to pay for them. 100-per-cent does not require deductible and is prescription druga coverage plan unlimited, part ofa adeductible very generous does not require and is overall health benefits package. Even unlimited, part of a very generous retirees are covered. overall health benefits package. Even Stressing retirees are wellness covered. is only one way Merck creates loyalty Stressing wellnessemployee is only one that offcreates in an impressively low way pays Merck employee loyalty 2.5-per-cent rate. “Ourlow that pays off turnover in an impressively compensation is fantastic,” says Peter 2.5-per-cent turnover rate. “Our Giakoumatos, Director, compensation Associate is fantastic,” says Peter Strategic Pricing and Contracting. Giakoumatos, Associate Director, Strategic Pricing and Contracting.

“Our salaries are very good, but we also generous bonuses and other “Ourget salaries are very good, but we recognition.” also get generous bonuses and other Such recognition can include recognition.” financial rewards forcan work well done Such recognition include or being singled praise financial rewardsout forfor work wellindone company-wide programs. or being singledaward out for praise in Employees are also encouraged company-wide award programs.to give back toare thealso community – they Employees encouraged to can forcommunity up to 40 hours on givevolunteer back to the – they company time.for And need to can volunteer upiftothey 40 hours on leave the office matters company time. for Andpersonal if they need to such own family’s matters medical leave as thetheir office fororpersonal appointments, theyorhave 10 days for such as their own family’s medical that purpose. they have 10 days for appointments, “Merck realizes its people are its that purpose. most important and that “Merck realizesasset its people areitits takes than asset salaryand to keep them most more important that it happy,” saysthan Giakoumatos. “And takes more salary to keep them ifhappy,” you’re says not happy, then the“And great Giakoumatos. fitness and other if you’refacility not happy, then benefits the greatare simply not relevant.” fitness facility and other benefits are simply not relevant.”

810 810 42 42 60% 60% 6,500 6,500

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, LONGEST-SERVING YEARS, EMPLOYEE LONGEST-SERVING EMPLOYEE OF EMPLOYEES AREEMPLOYEES WOMEN OF ARE WOMEN STAFF VOLUNTEER HOURS LAST YEAR STAFF VOLUNTEER HOURS LAST YEAR

MONTRÉAL’S TOP EMPLOYERS 2018

Nespresso Canada employees grow with the company Nespresso Canada employees grow with the company

ebastian Hertner was manning the frontHertner desk at was a Montréal ebastian manning hotel when theatpresident of the front desk a Montréal Nestléwhen Nespresso checkedofin. hotel the president HertnerNestlé knew Nespresso about the company and checked in. its products from visits his father Hertner knew about thewith company and to products Switzerland, family lived its fromwhere visitshis with his father and the Nestlé Group hasfamily its head to Switzerland, where his lived office, Vevey.Group has its head and theinNestlé Hearing that Nespresso was expandoffice, in Vevey. ing into North America, Hertner deHearing that Nespresso was expandcided to join the organization. “I knew ing into North America, Hertner dehow dynamic it was,” he says. “And I cided to join the organization. “I knew love working with the public.” how dynamic it was,” he says. “And I love working with the public.” If you want to move in your work, help in youyour to develop IfNespresso you want will to move work, the skills to go in a completely Nespresso will help you to develop different direction. the skills to go in a completely different direction. Mélanie Daunais Head of Human Resources

Mélanie Daunais

Head of Human Resources

A COFFEE LAB WITHIN THE NESPRESSO ACADEMY AT THE COMPANY’S HEAD OFFICE IN MONTRÉAL A COFFEE LAB WITHIN THE NESPRESSO ACADEMY AT THE COMPANY’S HEAD OFFICE IN MONTRÉAL

Initially, Hertner worked part-time atInitially, a Nespresso boutique on part-time Crescent Hertner worked Street while heboutique completed bachelor’s at a Nespresso onhis Crescent degreewhile in history at Concordia UniStreet he completed his bachelor’s versity.inWhen he at graduated in 2012, degree history Concordia Unihe joined Nespresso Canadainfull-time. versity. When he graduated 2012, Within two years, he was managing a he joined Nespresso Canada full-time. Nespresso boutique in Laval. After a Within two years, he was managing a six-monthboutique assignment in the After U.S., ahe Nespresso in Laval. returned to Montréal, where he works six-month assignment in the U.S., he as a Retail Development Specialist from returned to Montréal, where he works Nespresso Canada’s head office, a short as a Retail Development Specialist from jog from Mont Royal. Nespresso Canada’s head office, a short jog from Mont Royal.

growing by about 100 employees a year, “We’re different from other organiso there by are about lots of100 opportunities zations,” says Mélanie Head growing employees for a year, “We’re different fromDaunais, other organiadvancement.” of Human Resources. “If you want to so there are lots of opportunities for zations,” says Mélanie Daunais, Head To learn about Nespresso Canada’s move in your work, Nespresso will to help advancement.” of Human Resources. “If you want the worldwide you toindevelop the skills to go in com- methodologies To learn aboutand Nespresso Canada’s move your work, Nespresso willa help organization that the business, pletely differentthe direction.” andsupports the worldwide you to develop skills to go in a com- methodologies new employees the Nespresso Starting almost from scratch, organization thatattend supports the business, pletely different direction.” Learning Academy in Montréal. While Nespresso Canada now employs 480 new employees attend the Nespresso Starting almost from scratch, employees follow programs tailored to full-time staff, who operate Nespresso Learning Academy in Montréal. While Nespresso Canada now employs 480 their own objectives and skills, Nespresboutiques and distribute Nespresso employees follow programs tailored to full-time staff, who operate Nespresso so Canada encourages them to Nespresbuild coffee systems across the Nespresso country. their own objectives and skills, boutiques and distribute relationships and seek out opportunities “We’re building Nespresso Canada so Canada encourages them to build coffee systems across the country. T:9.25” throughout the not just in on“We’re a dailybuilding basis,” says Daunais. “We’re relationships andcompany, seek out opportunities Nespresso Canada T:9.25” throughout the company, not just in on a daily basis,” says Daunais. “We’re

yourvibrant everyday. It’s just beginning of how transform lives everycoffee cup. and We blend people andthe products together towe create careers thatwith elevate your everyday. It’s just the beginning of how we transform lives with every cup. Visit nespresso.com to learn more. Visit nespresso.com to learn more.

480 480 35 35 3 3 50% 50%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, AVERAGE AGE OF ALLAVERAGE EMPLOYEES YEARS, AGE

OF ALL EMPLOYEES WEEKS, STARTING VACATION ALLOWANCE WEEKS, STARTING

VACATION ALLOWANCE OF MANAGERS WOMEN OFARE MANAGERS ARE WOMEN

T:1.75” T:1.75”

TOGE THER, WE CAN INSPIRE TOGE WE CAN INSPIRE TASTEFULTHER, AND MEANINGFUL L IVING TASTEFUL L IVING We blend vibrant people andAND productsMEANINGFUL together to create careers that elevate coffee and

Canada but in all 69 countries where Nespresso well. where Canada butoperates, in all 69ascountries “Some people have been Nespresso operates, as well. here for three to four years,” “Some people havesays beenDaunais, here for “and they’ve evolved through a few three to four years,” says Daunais, different roles.” “and they’ve evolved through a few Depending on their goals, emdifferent roles.” ployees may even attend the emNestlé Depending on their goals, Training Centre in Switzerland for ployees may even attend the Nestlé further training. Training Centre in Switzerland for Despite the high-performance culfurther training. ture of Nespresso Canada, the comDespite the high-performance culpanyofemphasizes balance the between ture Nespresso aCanada, comwork emphasizes and life for aitsbalance employees. “We pany between have aand family spirit,” says Hertner. work life for its employees. “We “We’re growing, but not fast that have a family spirit,” saysso Hertner. you don’t know the the “We’re growing, but names not so of fastallthat people who work you don’t know thehere.” names of all the As forwho his work own family, people here.” Hertner recently gaveown them a Nespresso As for his family, Hertner machinegave “so Ithem can have a good cup of recently a Nespresso coffee when visithave them.” machine “so I can a good cup of coffee when I visit them.”

MONTRÉAL’S TOP EMPLOYERS 2018

CHRISTOPHE CHRISTOPHE PAGANO PAGANO

Nuance Nuance Canada Canada paves paves the the road road to to the the autonomous autonomous car car

f you drive a vehicle made by f youmajor driveautomaker a vehicle made any in theby any major automaker in the world, its voice recognition world, its voice recognition and artificial intelligence (AI) and artificial intelligence (AI) technology likely comes from Nuance technology likely comes from Communications Canada Inc.Nuance Communications Canada Inc. Nuance’s technology is integrated Nuance’s technology is integrated into more than 200 million cars on intoroad moretoday, than enabling 200 million cars to on the drivers the road today, enabling drivers to interact safely with conversational interact safely with conversational human machine interfaces in more human machine interfaces in more than 40 languages, from English than 40 languages, from English to Urdu. to “We’re Urdu. aligning innovation and “We’re aligning innovation and science with real-life customers,” science with real-life customers,” says Dave Ardman, Vice President of says Dave Ardman, Vice Mobile Speech R&D, in President Montreal.of Mobile Speech R&D, in Montreal. It’s a privilege and a real thrill to It’s a privilege and a real to know that something youthrill created know that something you created will be used by people all over will be used by people all over the world. the world.

Jonathan Greenspan Principal Researcher Jonathan Greenspan Principal Researcher

As the global organization’s largest As the global organization’s largest R&D location, Nuance’s facility in R&D location, Nuance’s facility in Montreal provides AI solutions for Montreal provides AI solutions for healthcare, automotive and enterhealthcare, automotive and enterprise applications. prise applications. In the automotive sector, Nuance In the automotive continues to push thesector, limitsNuance of AI continues to push the limits of AI to deliver increasingly sophisticated to deliver increasingly sophisticated human-machine interfaces to the human-machine interfaces to the

NUANCE IS DELIVERING THE INTELLIGENCE FOR THE CAR OF THE FUTURE NUANCE IS DELIVERING THE INTELLIGENCE FOR THE CAR OF THE FUTURE

world’s major automotive companies. world’s major automotive companies. “There are no roads where we’re “There are no roads where we’re going,” says Paulo Radtke, Senior going,” says Paulo Radtke, Senior Manager, Application Research. Manager, Research. “We have Application to pave the road our“We have to pave the road ourselves. We’re constantly moving selves. We’re constantly moving forward, which is great for researchforward, which is great for researchers and developers.” ersNew andvehicles developers.” already incorporate New vehiclescameras alreadyand incorporate microphones, real-time microphones, cameras and real-time sensors; autonomous driving will exsensors; autonomous driving will expand these human-machine interfaces pand these human-machine interfaces even further. As this occurs, Nuance even further.will As provide this occurs, Nuance technology a seamless technology will provide a seamless and intelligent conversational interand intelligent interface that enablesconversational a safer, smarter infaceexperience that enables a safer, smarter incar while keeping drivers car experience while keeping drivers connected to the outside world. connected to the outside world.

We’re We’re proud proud to to be be one one of of Montréal’s Montréal’s Top Top Employers Employers for for 2018 2018

As principal researcher on NuAs principal researcher Underon Nuance’s Natural Language ance’s Natural Language Understanding and AI team, Jonathan standing and AI team, Jonathan Greenspan “looks for the best way Greenspan “looks for the best way to apply the latest machine learning to apply the latest machine learning and AI technologies to our automoand AI technologies to our automotive assistant products.” tive assistant products.” These technologies advance rapidtechnologies rapidly,These challenging Nuanceadvance every day to ly, challenging Nuance every day to stay ahead of the curve. stay ahead of the curve. “In my research group,” says “In my research group,” says a Greenspan, “a volunteer learns Greenspan, “a volunteer learns a by new machine learning technique new machine learning technique reading the latest research papers by and reading the latest research papersway. and trying things out in a hands-on trying things out in a hands-on way. He or she then presents to the group, Hewe or can she all then presents so learn abouttoa the fieldgroup, so we evolving can all learn about field that’s faster thanathe time it that’s evolving faster than the time it

takes to organize something formal.” takes to such organize something formal.” With a dynamic environWith such a dynamic environment, Nuance attracts outstanding ment, Nuance attracts outstanding university graduates primarily from university graduates primarily engineering, computer science from and engineering, computerArdman scienceand and linguistics programs. linguistics programs. Ardman and Greenspan graduated from McGill Greenspan from McGill University, graduated while Radtke attended University, while Radtke attended École de technologie supérieure École technologie supérieure (ÉTS),deboth a short walk from Nu(ÉTS), both a short walk fromaims Nuance. This year, the company ance. This year, the company aims to attract 150 interns along with to attract many new150 gradinterns hires. along with many new grad “The benefits hires. are great, but it’s are great, but it’s the“The workbenefits that keeps you coming the work that keeps you coming back every day,” says Greenspan. back “I getevery to doday,” mathsays andGreenspan. artificial in“I get to do math and artificial intelligence development for a living. telligence development for a living. It’s a privilege and a real thrill to It’s a privilege and a real to know that something youthrill created know that something you created will be used by people all over will be used by people all over the world.” the world.”

821 821 594 594

290 290 6,000 6,000

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Join us at jobs.nuance.com Join us at jobs.nuance.com

MONTRÉAL’S TOP EMPLOYERS 2018

K K

PSP Investments reinvents its workplace environment PSP Investments reinvents its workplace environment

atherine Dewar found her career calling after a atherine Dewar found detour in her education. her career calling after a She started out studying detour in her education. engineering, but wound up completing She started out studying a commerce degree with a finance engineering, but wound up completing concentration. A student internship a commerce degree with a finance in 2013 at PSP Invesments led concentration. A student internship to a position as a Senior Analyst, in 2013 at PSP Invesments led Infrastructure Investments. to a position as a Senior Analyst, One of Canada’s largest pension plan Infrastructure Investments. managers, the organization manages One of Canada’s largest pension plan the pension plans of the federal public managers, the organization manages service, the Canadian Forces, the the pension plans of the federal public Reserve Forces and the RCMP. “When service, the Canadian Forces, the I joined the infrastructure team, it Reserve Forces and the RCMP. “When was a fine melting pot of my academic I joined the infrastructure team, it background,” says Dewar, as she could was a fine melting pot of my academic use her engineering and financial background,” says Dewar, as she could education. use her engineering and financial education.

We’re not only bringing in top investment professionals but also We’re to notsustain only bringing in top hiring our asset classes investment professionals but also behind the scenes. hiring to sustain our asset classes Giulia Cirillo behind the scenes. Senior Vice President and Chief Giulia Cirillo Human Resources Officer Senior Vice President and Chief Human Resources Officer

Dewar’s role includes evaluating large-scale engineering projects – Dewar’s civil role includes evaluating from transportation to power genera-– large-scale civil engineering projects tion to telecom towers – for inclusion from transportation to power generain PSP private tion toInvestments’ telecom towers – forasset inclusion portfolio. “We are very involved in PSP Investments’ private assetin the portfolio. “We are very involved in the

PSP INVESTMENTS EMPLOYEES BRAINSTORMING IN THE COMPANY’S IDEATION AND COLLABORATION SPACE PSP INVESTMENTS BRAINSTORMING IN THE COMPANY’S AND COLLABORATION SPACE areas such asIDEATION technology, finance and due diligence prior EMPLOYEES to an acquisition human resources. Says Cirillo: “We’re and we take active role areas such as technology, finance and due afterwards diligence prior to ananacquisition not onlyresources. bringing Says in top investment in the management of the assets.” human Cirillo: “We’re and afterwards we take an active role professionals but also hiring to sustain As PSP Investments has been acquirnot only bringing in top investment in the management of the assets.” our asset classes the scenes.” ingAsassets, it has also been butbehind also hiring to sustain PSP Investments has acquiring been acquir- professionals PSP Investments’ culture emphasiztalent. In the first nine months of our asset classes behind the scenes.” ing assets, it has also been acquiring es PSP entrepreneurship, empowerment, 2017, 83 net new positions, Investments’ culture emphasiztalent.itInfilled the first nine months of agility, insight and collaboration. To following 106 hires in 2016. “It’s very es entrepreneurship, empowerment, 2017, it filled 83 net new positions, promote teamwork, the organization satisfying to give people an opportuniagility, insight and collaboration. To following 106 hires in 2016. “It’s very is literallyteamwork, knocking the down the walls, ty to growtowith says an Giulia Cirilpromote organization satisfying giveus,” people opportunias part of a transformative initiative lo, Senior Vice President and Chief is literally knocking down the walls, ty to grow with us,” says Giulia Cirilcalled “One Workplace.” Whereas Human Resources Officer. as part of a transformative initiative lo, Senior Vice President and Chief everyone used to be in closed offices, While Resources approximately two-thirds of called “One Workplace.” Whereas Human Officer. this interior has been transformed to a theWhile hires approximately have been assettwo-thirds managers,ofthe everyone used to be in closed offices, collaborative open space environment, other third have been in functional the hires have been asset managers, the this interior has been transformed to a

other third have been in functional

www.investpsp.ca www.investpsp.ca

collaborative open space environment,

an “innovation and ideation corner” for brainstorming, and a quiet floor an “innovation and ideation corner” for reflection and focus. for brainstorming, and a quiet floor Despite the impressive qualifications for reflection and focus. that its employees bring with them, Despite the impressive qualifications PSP Investments promotes continthat its employees bring with them, ued skills and talent development. It PSP Investments promotes continprovides financial support for those ued skills and talent development. It pursuing accreditation and has sent provides financial support for those promising staff such as Dewar to pursuing accreditation and has sent L’Effet A, a 100-day boot camp for promising staff such as Dewar to women to hone their communication L’Effet A, a 100-day boot camp for and networking skills. women to hone their communication Instead of one-size-fits-all learning, and networking skills. PSP Investments believes in approachInstead of one-size-fits-all learning, es fit for purpose. “In some cases, we PSP Investments believes in approachoffer coaching or mentoring,” says es fit for purpose. “In some cases, we Cirillo. “In others, we offer on-the-job offer coaching or mentoring,” says ‘stretch’ assignments. On a one-to-one Cirillo. “In others, we offer on-the-job basis, we want to encourage the em‘stretch’ assignments. On a one-to-one ployee’s and basis, we sense want of to purpose encourage theenhance emtheir engagement.” ployee’s sense of purpose and enhance their engagement.”

724 724 253 253 22,499 22,499 3-4 3-4

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KATHERINE DEWAR Associate, Infrastructure Investments KATHERINE DEWAR Associate, Infrastructure Investments

MONTRÉAL’S TOP EMPLOYERS 2018

Pushing the envelope on achievement at Richter LLP Pushing the envelope on achievement at Richter LLP

anya Greenidge first joined Richter LLP as afirst summer anya Greenidge joined student in 2002 and has Richter LLP as a summer risen steadily through the student in 2002 and has ranks of the risen venerable accounting steadily through the and consulting firm everaccounting since. After ranks of the venerable working in the audit forAfter five and consulting firm division ever since. years, Greenidge switched to the working in the audit division fortax five division, where sheswitched was ultimately years, Greenidge to the tax appointed Partner. Greenidge has division, where sheNow was ultimately taken on anPartner. entirelyNow new challenge: appointed Greenidge has astaken Human Resources Partner, she is on an entirely new challenge: responsible ensuring the firm’s as Human for Resources Partner, she is business strategy is strongly responsible for ensuring thealigned firm’s with its single greatest asset –aligned Richter business strategy is strongly employees. with its single greatest asset – Richter employees. As long as you are open to learning, weyou will are provide As long as openyou to with the training support learning, we will and provide you towith reach full potential. theyour training and support to reach your fullGreenidge potential. Tanya Human Resources Partner

Tanya Greenidge

Human Resources Partner

“Richter has always encouraged me to follow myhas passion my drive me to “Richter alwaysand encouraged continuously to follow my learn,” passionsays andGreenidge. my drive to “Icontinuously am a learning addictsays andGreenidge. I love to learn,” be I’veaddict neverand worked “I challenged. am a learning I loveinto HR before so this jobworked is out ofin be challenged. I’venew never my zone. Richter, HRcomfort before so thisBut newatjob is out we of believe that’s zone. when But someatofRichter, the bestwe my comfort professional takes place.” believe that’sgrowth when some of the best Over the years, Greenidge overprofessional growth takes place.” sawOver a lotthe of hiring interviews.over“A big years, Greenidge saw a lot of hiring interviews. “A big

TWO OF RICHTER’S NEWEST PARTNERS WELCOMING STAFF TO THE FIRM’S ANNUAL TOWN HALL TWO OF RICHTER’S NEWEST PARTNERS WELCOMING STAFF TO THE FIRM’S ANNUAL TOWN HALL

thing we look for is a willingness to try newwethings andisreally push theto thing look for a willingness envelope on what you can push achieve,” try new things and really the she says. “As youcan areachieve,” open to envelope on long whatasyou learning, with to she says. we “Aswill longprovide as you you are open the training reach learning, weand willsupport providetoyou with your full potential.” the training and support to reach A good is Richter’s recentyour full example potential.” ly launched Mentoring and ApprenA good example is Richter’s recentticeship Program (MAP),and which ly launched Mentoring Apprentakes newProgram accounting graduates ticeship (MAP), whichand places themaccounting in four, nine-month takes new graduates and work through the firm’s placesassignments them in four, nine-month work assignments through the firm’s

THE EMPLOYER OF THE EMPLOYER OF CHOICE SINCE 1926 CHOICE SINCE 1926

tax, audit, consulting and enterprise divisions. tax, audit, consulting and enterprise Sandrine Bohbot, who is currently divisions. on Sandrine her third Bohbot, MAP assignment, credits who is currently the her figure on initiative her third with MAPhelping assignment, credits out areawith of financial the which initiative helping advisory her figure she focus on. outwants whichtoarea of financial advisory “Based she wantsontowhat focusyou on.learn in school, it’s “Based hard toon know whatinyou are whatexactly you learn school, going to feel passionate saysare it’s hard to know exactlyabout,” what you Bohbot. by getting practical going to“It’s feel only passionate about,” says experience thatonly youby discover Bohbot. “It’s gettingwhere practical you want tothat spend career.” experience youyour discover where you want to spend your career.”

Founded in 1926, Richter is now Canada’s ninth largestRichter independent Founded in 1926, is now accounting and consulting firm. But Canada’s ninth largest independent despite all that and growth, accounting andhistory consulting firm. But Bohbot by and Richter’s despite isallimpressed that history growth, commitment to innovate – and to Bohbot is impressed by Richter’s engage employees in how the firm commitment to innovate – and to functions on a day-to-day engage employees in how basis. the firm One example is the Innovation functions on a day-to-day basis. Committee, a grassroots initiative One example is the Innovation which draws employees every Committee, a grassrootsfrom initiative level fordraws quarterly discussions new which employees from on every ways businessdiscussions and make the level to fordoquarterly on new workplace more enjoyable. ways to doexperience business and make the Bohbot also finds that junior emworkplace experience more enjoyable. ployees have regular to senior Bohbot also finds access that junior emmanagers, whoregular are willing and ployees have accesstotohear senior act on theirwho input. managers, are willing to hear and “There’s a real willingness here to act on their input. innovate, to alwayshere stayto “There’sevolve a realand willingness ahead of the curve.” innovate, evolve and to always stay ahead of the curve.”

433 433 29 29 52% 52% 22 22

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MONTRÉAL’S TOP EMPLOYERS 2018

Valet auto service is just another Sandoz perk Valet auto service is just another Sandoz perk

T T

o comply with Québec’s tough winter o comply withsafe-driving Québec’s legislation, Angela Nguyen tough winter safe-driving knew she had to put snow legislation, Angela Nguyen tires on her knew car byshe December 15.snow “But had to put who hasher thecar time line up during tires on bytoDecember 15. “But the or on weekends to during get your whoweek has the time to line up tires changed?” asks Nguyen, Sandoz the week or on weekends to get your Canada’s Scientific Sales tires changed?” asksDirector Nguyen,ofSandoz and Marketing. Canada’s Scientific Director of Sales Concerned and Marketing.about its employees’ work-life balance, offers a Concerned aboutSandoz its employees’ number helpful Sandoz perks, including work-lifeofbalance, offers a Valet Express auto perks, maintenance number of helpful including service. Perfectauto for maintenance Nguyen. One Valet Express morning she dropped off herOne car keys service. Perfect for Nguyen. at reception at theoffend thekeys morning sheand, dropped herofcar day, retrievedand, her at vehicle, fitted with at reception the end of the snow tires – and an oil change day, retrieved herwith vehicle, fitted withto boot. Says –Nguyen: “Itanwas snow tires and with oilseamless. change to It shows theNguyen: company boot. Says “Itunderstands was seamless. and caresthe about employee needs. They It shows company understands really walkabout the talk.” and cares employee needs. They really walk the talk.” We want to create a positive environment so people can have We want to create a positive fun, We want so to people touch hearts as environment can have well as minds. fun, We want to touch hearts as well as minds. Michel Robidoux President and General Manager

Michel Robidoux

President and General Manager

There are other examples of how Sandoz afterexamples staff overall Therelooks are other of how well-being. Fridays are half days if Sandoz looks after staff overall employees put are in their hours. well-being.have Fridays half days if employees have put in their hours.

ANGELA NGUYEN, SCIENTIFIC DIRECTOR, AT SANDOZ CANADA ANGELA NGUYEN, SCIENTIFIC DIRECTOR, AT SANDOZ CANADA

Casual wear is fine, as long as there are no business meetings requiring Casual wear is fine, as long as there more formal wear. The cafeteria offers are no business meetings requiring healthy – and subsidized – meals. more formal wear. The cafeteria offers There’s coffee and tea– available healthy free – and subsidized meals. on all four thetea pharmaceutiThere’s freefloors coffeeofand available cal company’s Boucherville head ofon all four floors of the pharmaceutifice on the South Shore. When cal company’s Boucherville headthere’s ofcause likeWhen the launch fice onfor thecelebration, South Shore. there’s of a new foodlike trucks from cause for product, celebration, the launch leading restaurants are brought of a newlocal product, food trucks from in for free lunches. leading local restaurants are brought to employee suggesin In forresponse free lunches. In response to employee sugges-

tions, management recently created an onsite state-of-the-art fitness tions, management recently created facility. Staff are encouraged to an onsite state-of-the-art fitness leave their desks for workout breaks. facility. Staff are encouraged to Nguyen, a former hospital pharmaleave their desks for workout breaks. cist, is a regular gym user, following Nguyen, a former hospital pharma- a fitness plan developed by the facili- a cist, is a regular gym user, following ty’s kinesiologist. All provided at no fitness plan developed by the facilicharge. ty’s kinesiologist. All provided at no To build a workplace that is pleacharge. surable as well as productive, To build a workplace that isthere plea-is even an as Enjoyment at Work commitsurable well as productive, there is tee. want to create a positive eneven“We an Enjoyment at Work committee. “We want to create a positive en-

vironment so people can have fun,” says President and General Manager vironment so people can have fun,” Michel Robidoux. want to says President and “We General Manager touch as well“We as minds.” Michelhearts Robidoux. want to Of course, there’s a serious side touch hearts as well also as minds.” to Of working a company course,atthere’s also adedicated serious side to increasing to high-qualworking ataccess a company dedicated ity medicines access and helping people to increasing to high-quallive healthier and keep ity medicines and longer. helpingTo people employees agile confronting live healthier andwhen longer. To keep marketplace challenges and shifts, employees agile when confronting there is a raftchallenges of free professional marketplace and shifts, development Within there is a raft opportunities. of free professional months of joining Sandoz, Nguyen development opportunities. Within had signed up for aSandoz, project Nguyen managemonths of joining ment courseupasfor wella project as after-hours had signed managelanguage training in asboth German ment course as well after-hours and Spanish to better communicate language training in both German with colleagues abroad. “At Sandoz, and Spanish to better communicate they a career, not a“At job,” she with offer colleagues abroad. Sandoz, says. “Everything putain place they offer a career,isnot job,” shefor the run.” is put in place for says.long “Everything the long run.”

769 769 54% 54% 10,500 10,500 150 150

Sandoz Canada makes access happen. Sandoz Canada makes access happen.

Generic Medicines Generic Medicines

Biosimilars Biosimilars

Specialty Products Specialty Products

Consumer Products Consumer Products

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It’s all in the family at Shriners Hospitals for Children - Canada It’s all in the family at Shriners Hospitals for Children - Canada

f anyone is in the position to talk Shriners fabout anyone is in theHospitals position for to talk Children - Canada, located about Shriners Hospitals forin Montréal,- it’s Alice Arabian. Children Canada, located inA Laboratory Technician, Montréal, it’s Alice Arabian Arabian.started A at the hospital right after graduation Laboratory Technician, Arabian started 40 years ago.right “It was obvious at– the hospital afterpretty graduation thatago. I wanted be in aobvious research –to40meyears “It wastopretty environment,” she says, is the to me that I wanted to be“which in a research only thing I was environment,” shesuited says, for.” “which is the Some only thingthings I was have suitedchanged for.” dramatically the have last four decades -- not Someover things changed dramatthe least which is thedecades size of the ically overofthe last four -- not hospital. we the least of“When which Iisfirst the started, size of the were just“When 10 people in the lab; we then it hospital. I first started, wentjust up to 60 people more were 1050, people in the –lab; thenatit times,” Arabian. went up says to 50, 60 people – more at times,” says Arabian. The staff is very proud of what we achieve very proud what The staffhere, is very proud of of what we we do for the kids and very proud achieve here, very proud of what of the place we do for thethey kids work. and very proud of theJacques place they work. Boissonneault

STAFF AT SHRINERS HOSPITAL FOCUS ON PREPARING THE NEXT GENERATION OF CAREGIVERS STAFF AT SHRINERS HOSPITAL FOCUS ON PREPARING THE NEXT GENERATION OF CAREGIVERS

United States living with complex or chronicStates orthopedic Soor United living conditions. with complex Jacques Boissonneault Executive Director it is hardly surprising that a family chronic orthopedic conditions. So And since moving to its new build- itfeeling permeates the that entire staff as is hardly surprising a family ing in since 2015,moving the hospital well. Jacques Boissonneault joined And to its has newmore build- feeling permeates the entire staff as thanindoubled in hospital space, increased Shriners Hospitals for Children ing 2015, the has more well. Jacques Boissonneault joined outpatient services andincreased rehabilitation Shriners Canada as Executive than doubled in space, Hospitals forDirector Childreninservices by more than 35 per cent June 2017, with more than 30inyears outpatient services and rehabilitation Canada as Executive Director and hired perthan cent 35 more experience in Quebec’s health services by 26 more perstaff cent June 2017, with more than 30 and years members. social services network.health and and hired 26 per cent more staff experience in Quebec’s The hospital serves children from “I discovered a new world in members. social services network. across the country andchildren the northeast this hospital,” he says.world “People The hospital serves from “I discovered a new in feel across the country and the northeast this hospital,” he says. “People feel Executive Director

comfortable here. There’s a lot of heart, familyhere. spirit, looking outoffor comfortable There’s a lot each other. believe in our heart, familyWe spirit, looking outpeople for and offer many opportunities each other.them We believe in our people for learning andmany professional and offer them opportunities growth.” for learning and professional “Knowing a lot of different people growth.” that come from countries “Knowing a lotdifferent of different people has been says that comevery fromenriching,” different countries Arabian. Another factor issays the statehas been very enriching,” of-the-artAnother equipment and Arabian. factor is evolving the statetechnologies, which the are of-the-art equipment andstaff evolving technologies, which the staff are

Proud to provide an environment that nurtures Proud to provide an environment that nurtures professional growth, learning and teamwork professional growth, learning and teamwork

Join our team! 514-282-7216 Join our team! 514-282-7216 shrinershospitalsforchildren.org/canada

shrinershospitalsforchildren.org/canada

encouraged to use. And a clean, bright, newto building doesn’t hurt encouraged use. And a clean, either. new In addition, Arabian bright, buildingfor doesn’t hurt and other researchers, either. In addition, for consistent Arabian grants andresearchers, support is an enormous and other consistent advantage Shriners Hospitals for grants and of support is an enormous Children. of “That doesn’t happenfor a advantage Shriners Hospitals lot in other research environments,” Children. “That doesn’t happen a sheinadds. lot other research environments,” despite the growing numbers sheAnd adds. ofAnd employees, Arabian adds,numbers “we still despite the growing keep that close-knit of employees, Arabianenvironment.” adds, “we still As anthat employer, Boissonneault says, keep close-knit environment.” that helps make the As anenvironment employer, Boissonneault says, hospital what it ishelps and ismake something that environment the he wantswhat to build on. “The staff is hospital it is and is something very proud what achieve he wants to of build on.we“The staffhere, is very proud proud of of what what we we achieve do for the very here, kids proud and very proudweofdo thefor place very of what the they work,” adds. “It’sofsomething kids andhevery proud the place you they feel theheminute you walk through work,” adds. “It’s something youthe front feel thedoor.” minute you walk through the front door.”

214 214 85 85 3,000 3,000 2,000 2,000

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MONTRÉAL’S TOP EMPLOYERS 2018

Passion takes flight at Thales Canada, Avionique Passion takes flight at Thales Canada, Avionique

t has become a joke in Jad Khoriaty’s department t has become a joke in at JadThales Canada, Avionique thatatmost Khoriaty’s department Thales of the current employees Canada, Avionique that are most formerofinterns who never wanted the current employees areto leave. one never of thewanted draws to formerCertainly, interns who of working there one is theofproducts leave. Certainly, the draws they design. there Khoriaty a Software of working is theis products Developer at Khoriaty Thales, and and his they design. is ahe Software colleagues flight controls Developerdesign at Thales, and he andfor his aircraft. “It’sdesign reallyflight critical software,” colleagues controls for he says. “We lot of safety aircraft. “It’s have reallya critical software,” objectives we have reach,a and he says. “We lot ofknowing safety that airplanes software objectivesare weflying reach,with and our knowing that on it is a great sourcewith of pride.” airplanes are flying our software on it is a great source of pride.” We have the benefits of a big organization at theofsame We have the but benefits a big time we’re a small where organization but atfamily the same everyone each other. time we’reknows a small family where everyone knows each other. Michel Grenier GeneralGrenier Manager Michel

General Manager

Khoriaty is part of a relatively small staff in the Montréal – about Khoriaty is part of office a relatively small 150 – but that group is staffemployees in the Montréal office – about part a French–multinational with 150 of employees but that group is 64,000 and operations in part of employees a French multinational with 56 countries. That and can feel like thein 64,000 employees operations best of both worlds to Thales staff. 56 countries. That can feel like the “We theworlds benefits a big staff. orgabest have of both toof Thales nization the sameoftime “We havebut theatbenefits a bigwe’re orga-a small family nization but where at the everyone same timeknows we’re a each General knows Managsmallother,” familyexplains where everyone er Michel Grenier. each other,” explains General Manager Michel Grenier.

EMPLOYEES COLLABORATING AT THALES CANADA AVIONICS EMPLOYEES COLLABORATING AT THALES CANADA AVIONICS

Being supported by the parent company gives employees Being supported by the like parent Khoriaty in developing company flexibility gives employees like programs clients in like Cessna, Khoriaty for flexibility developing Bombardier Gulfstream, among programs forand clients like Cessna, others, “so we’re agile,” KhoBombardier and more Gulfstream, among riaty says, “but with the financial others, “so we’re more agile,” Khobacking of “but the big group.” riaty says, with the financial Being part of big a larger organibacking of the group.” zation also means that there are Being part of a larger organiplenty jobmeans opportunities zation of also that therewithin are the company in Canadawithin and plenty of job both opportunities the company both in Canada and

in other parts of the world, and management that. “We in other partsencourages of the world, and try to identifyencourages those people who are management that. “We willing to movethose within the orgatry to identify people who are nization havewithin the potential willing toand move the orga-to grow,” says Grenier. nization and have the potential to That’ssays great because people want grow,” Grenier. to That’s stay at great Thales. The salary because peopleis want competitive and the benefits are to stay at Thales. The salary is above average; employees, Khoriaty competitive and the benefits are says, really employees, valued.” Work hours above“are average; Khoriaty are flexible, bus valued.” passes areWork free, hours and says, “are really are flexible, bus passes are free, and

the company provides all the coffee its drink.allStaff get theemployees company can provides the coffee together for softball, barbecues, its employees can drink. Staff get exercise and social events. togetherclasses for softball, barbecues, “People they exercise don’t classesleave and because social events. want to, don’t because they find some“People leave because they thing he adds. “They leave want better,” to, because they find someonly they have thingifbetter,” he to.” adds. “They leave Above all, there is pride in the only if they have to.” work. “What brought me here was a Above all, there is pride in the big passion forbrought airplanes,” says Khowork. “What me here was a riaty. Currently, about 30 people are big passion for airplanes,” says Khoworking on a private jet.30“When riaty. Currently, about peoplethe are plane actually flies forjet. the“When first time, working on a private the internal emails flies are sent saying plane actually for the firstcontime, gratulations, andarepeople are invited internal emails sent saying conto celebrate,” and he adds. “I’m gratulations, people arethe invited type of guy who around to celebrate,” he stands adds. “I’m thethe airport at planes landing. type of and guy looks who stands around the Every a while, I see landing. one I’ve airportonce andinlooks at planes worked on –inand that’s Iamazing!” Every once a while, see one I’ve worked on – and that’s amazing!”

149 149 20 20 3 3 50% 50%

FULL-TIME STAFF IN CANADA FULL-TIME STAFF IN CANADA YEARS, LONGESTSERVING YEARS, EMPLOYEE LONGESTSERVING EMPLOYEE WEEKS, STARTING VACATION WEEKS,ALLOWANCE STARTING VACATION ALLOWANCE OF EXECUTIVE TEAM WOMENTEAM OF ARE EXECUTIVE ARE WOMEN

For two days in April, join the organizers of the annual Canada’s Top 100 Employers project as they explore the key themes they will be covering in next year’s competition. Join world-class speakers, authors, journalists and dozens of business leaders from this year’s winning employers – all handpicked by the editors of Canada’s Top 100 Employers to bring you the latest thinking on becoming an employer-of-choice. Attending the Top Employer Summit is an ideal way to have all your questions on the Canada’s Top 100 Employers project answered in a convenient two-day, non-commercial format.

For information or to register, please visit: www.EmployerSummit.ca

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

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our national project is Canada’s longest-running and

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Now entering its 19th year,

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’s T o p E m l a ré

Montréal's Top Employers.

best-known editorial

competition for employers.

For information on next year’s application process, visit:

CanadasTop100.com/2019 Applications for our 2019 competition will be released later this month and must be submitted in April.