welcome to the 15th annual hr excellence awards...welcome to the 15th annual hr excellence awards...

Welcome to the 15th Annual HR Excellence AwardsDesigned to showcase outstanding Human Resource achievements in Manitoba, CPHR Manitoba’s HR Excellence Awards honours employers and individuals who are advancing the human resource profession and driving business excellence.

Thank you for joining us this evening. Your support for the dedication, talent and hard work of Manitoba’s HR professionals and business leaders is what makes this evening so special.

Tonight’s event will showcase nominees in six Business Excellence Award categories as well as five Professional Excellence Award categories. Award recipients will be announced live during the event.

The Professional Excellence Awards recognize individuals who apply their expertise and knowledge to achieving their organization’s objectives at various levels in their careers. The Rising Star Award recognizes CPHR Candidates who are new to our industry, while the HR Professional of the Year recognizes CPHRs who excel at the operational level. The HR Executive of the Year Award recognizes executive-level practitioners for their strategic influence on their organization. The HR Patron of the Year is a unique award, recognizing Executives who endorse, support or champion the HR function within their organization.

The Business Excellence Awards recognize Manitoba businesses that have harnessed the power of HR to advance their business goals. Tonight’s nominated organizations have successfully demonstrated leadership in human resource programs or services by creating, developing and implementing initiatives that have resulted in significant and measurable benefits to the organization.

The CPHR Manitoba Scholarship Award recognizes a full time, post-secondary student with an outstanding combination of academic, leadership, extracurricular and human resource activities. A $500 scholarship will be awarded to a deserving student this evening.

Congratulations to all our nominees and award recipients!

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The Gala Menu

The Evening's Agenda

COCKTAIL RECEPTION

WelcomeMaster of Ceremonies—

GREETINGS

CPHR ManitobaNish Verma, Chair, CPHR Manitoba Eileen Kirton, Chair, Awards Gala Nominations Committee

Government of CanadaTerry Duguid, MP, Winnipeg South, Parliamentary Secretary for Status of Women

Province of ManitobaHonourable Rochelle Squires, Minister of Sport, Culture and Heritage —

PRESENTATION OF AWARDS

Professional Excellence AwardsCPHR Manitoba Scholarship Award Rising Star Award HR Professional of the Year Award —

DINNER

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PRESENTATION OF AWARDS

Professional Excellence AwardsHR Executive of the Year Award HR Patron of the Year Award

Business Excellence Awards —

FIRST COURSE

Organic Baby GreensWith cherry tomatoes, cucumber, sunflower seeds, and shaved red onions with maple dijon vinaigrette—

ENTRÉE

Chicken and Beef MedallionServed with croquette potatoes and roasted vegetables —

DESSERT

Mile High New York CheesecakeWith strawberry and chocolate sauce

Fresh fruit flan—

DINNER WINE

Cono Sur Bicicleta — Viognier Cono Sur Bicicleta — Pinot Noir —

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Presenting Sponsor:

Rising Star Award HR Professional of the Year Award

Health, Wellness and Safe Workplace Award

People First HR Services is a People Corporation company

Organizational Strategy and Engagement Award

2017 HR Excellence Award Category Sponsors:

Employee Development, Relations & Total Rewards Award

Workforce Planning and Talent Management Award

Wine Sponsor:

Reception Sponsor:

Media Partner:

Decor & Design Sponsor:

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Event Video Experience Sponsor:

Supporter Sponsors:

Corporate Table Sponsors:

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The Professional Excellence Awards


Souzan Abdullah is a student in Business Administration (human resources and marketing concentration) at the University of Winnipeg. As the Human Resources Director of the Business Administration Students’ Association at the University of Winnipeg and a member of the Canadian Association of Business Students, she has gained valuable experience, knowledge and leadership skills. She is very passionate about the work she is able to do as part of these student associations.

Coming from a war-torn country, and being the first in her family to pursue a post-secondary education, Souzan considers recognition as a nominee for this award as an achievement in itself.

As part of her long-term career outlook, Souzan plans to pursue further education to become a professor/instructor.

NOM INE E Souzan Abdullah

The CPHR Manitoba Scholarship AwardFor a full-time post-secondary student with an outstanding portfolio of academic, leadership, extra-curricular and human resource activities.

Natalia Gil is currently a student in the University of Manitoba’s Extended Education Human Resource Management Certificate Program.

Natalia moved to Winnipeg to pursue further post-secondary education.

As a forward-thinking and driven individual, Natalia strives to understand the intricacies of human nature, to know how people react to different situations, and to use this in her career to have a positive impact on others.

Natalia has previous experience in human resources from several different countries in Central and South America that will be beneficial to her future career as an HR professional.

NOMINEE Natalia Gil


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NOM INE E Michiell Lopez

Michiell is a Human Resource Management student at the University of Winnipeg in the Professional, Applied and Continuing Education Department. She also holds a Bachelor of Arts degree in Criminal Justice from the University of Winnipeg.

As an International Student Mentor at the University of Winnipeg, she mentors new students to ensure they receive the necessary academic, social and psychological supports they need to succeed.

Her passion for inspiring and working with people from diverse backgrounds lead her to the human resources profession. With extensive customer service and administrative experience, Michiell aspires to train and motivate employees and to create vibrant, inclusive, safe and socially responsible working environments.


NOMINEE Blanche Sarah

Blanche Sarah is a full-time student at the University of Winnipeg in the Human Resource Management Program of the Professional, Applied and Continuing Education Department.

Prior to moving to Canada, Blanche received her Bachelor of Commerce degree in India and gained valuable Human Resources experience working for Deloitte as a Learning and Development Analyst. While working for Deloitte, Blanche led a team to improve the effectiveness of several learning projects and received several accolades including best performer and mentor.

Blanche aspires to become a Chartered Professional in Human Resources (CPHR) following graduation and join an organization that will provide her with opportunities to make a meaningful impact and grow as a professional.



NOM INE E Zachariah Unrau

Zachariah (Zach) Unrau is a full-time student in the Asper School of Business at the University of Manitoba, working towards a Bachelor of Commerce (Hons) degree, majoring in Human Resources and Leadership & Organizations. As part of his studies, Zach will be embarking on an international exchange to Hong Kong, where he will spend his final semester before he graduates.

Zach uses his leadership and mentoring skills as a mentor for IN.Business, where aboriginal children in grades 10-12 are selected from high schools across Manitoba and Saskatchewan to explore career paths in business.

By competing in the upcoming JDC West competition, he hopes to increase his knowledge and life experiences as a member of the University of Manitoba’s Human Resources Academic team.

Zach’s work experience in the Human Resource discipline includes work placements as a Human Resources Intern at Manitoba Public Insurance and ID Fusion Software. During his placement at Manitoba Public Insurance, he was promoted to Human Resources Associate.

Following graduation, Zach plans to pursue the Chartered Professional in Human Resources (CPHR) designation.


NOMINEE Amy Wang

Amy Wang is a Bachelor of Commerce student in the Asper School of Business majoring in Human Resources Management and Accounting. Her commitment to academic excellence is evident through her recognition on the Dean’s Honour List. With a strong work ethic and keen attention to detail, Amy tackles new challenges with enthusiasm.

Amy is currently completing her second co-op work term as Human Resources and Accounting Support with BOLD Commerce and has previously worked as a co-op student at the Liquor and Gaming Authority of Manitoba.

As a tutor with the University’s Academic Learning Centre, Amy has been a positive role model, helping students in multiple disciplines including economics, math and statistics.

An eager learner with a positive attitude, Amy keenly stays current on trends in Human Resources and looks forward to pursuing a career as a Chartered Professional in Human Resources (CPHR).

She is an excellent team player with strong adaptability who places high value on diversity in the workplace and looks forward to being part of an organization that shares this passion.



NOM INE E Corey Boult

Corey Boult, CPHR Candidate, is an HR professional who goes above and beyond expectations and has the ability to persevere through difficult situations. He is never one to step back from a challenge and is always willing to take on additional responsibilities.

Throughout his two years as an HR Specialist at Motor Coach Industries, Corey has built a high level of trust across the organization and taken on some extremely challenging projects that were integral to supporting the organization. With keen attention to detail and dedication to the task at hand, he was able to fulfill business initiatives, including hiring a large number of employees to support production expansion of the Pembina, ND facility in 2016.

Corey is dedicated to continuous learning and has attended numerous conferences and workshops over the past two years to increase his exposure to HR issues and ideas. He is also furthering his education in the area of Labour Relations to support his role at MCI’s Pembina, ND plant.

Corey is involved in a number of community initiatives including the GenNext Summit and the United Way.

The Rising Star AwardFor impressive accomplishments and results in the first five years of human resources experience.

Sponsored by:

NOMINEE David Grad

David Grad, CPHR Candidate, is the Facilitator and Programs Coordinator in the Human Resources Department at the University of Manitoba.

David has developed new learning sessions, led the development of a learning community for supervisors, developed new administrative processes for certificate programs, improved metrics related to employee learning, led the implementation of 360 feedback processes with learners and supports all units seeking training and development.

David brings a unique and energizing perspective to Learning and Organizational Development. He builds strong relationships in the community with his respectful approach and considerate manner.

In his former role in Student Affairs, he demonstrated strong leadership in developing new programming and providing excellent service to clients. He led the development of the co-curricular record across campus and led the National Co-Curricular Working Group to develop best practices and deliver a national conference.

David received the top score on the June 2016 National Knowledge Exam (NKE) and is working towards completing his Validation of Professional Experience (VPE) to become a CPHR. He recently became a certified Mental Health First Aid Instructor and has plans to pursue development in change management and personal coaching.


Sponsored by:


NOM INE E Crystal Nader

Crystal Nader, CPHR Candidate, is the Human Resources Manager at McCain Foods in Carberry, MB. Her HR journey began in 2013 as an HR Administrator, where strong leadership skills and a drive for continuous improvement resulted in a promotion to an HR Generalist. Another promotion saw Crystal take on the role of HR Manager for the Portage La Prairie and Carberry sites.

Most recently, Crystal has played a large role in implementing a long-term sustainable cost effectiveness strategy to reduce labour costs at the Carberry plant.

Crystal is someone who goes above and beyond in everything she does and brings out the best in those around her. She strives to be a strategic business partner in the company.

In addition to her role with McCain, Crystal is pursuing a Certificate in Human Resources and Labour Relations and plans to continue her education into the Bachelor of Arts in Human Resources and Labour Relations Program following graduation. She also is involved in the Breakfast for Learning Program, sponsored by McCain Foods, and the Ronald McDonald Charity House – Home for Dinner Program.


Sponsored by:

NOMINEE Curtis Craven

The HR Professional of the Year AwardFor developing, championing and implementing an initiative, program or project that clearly and measurably demonstrates a positive impact in the organization.

Curtis Craven, CPHR, is the Human Resources Director with the Manitoba Civil Service Commission. In this role, Curtis is relied upon to provide strategic HR advice to Executive Management within the Civil Service including the creation of their department plans and the implementation of projects and strategic initiatives.

Recently Curtis was responsible for leading the Recruitment Improvement Process Strategy (RIPS), which reduced the length of the hiring process by 61%.

He is dedicated to his profession and determined to make improvements to the organization he works for, while at the same time empowering those around him to succeed. He works collaboratively with his peers, colleagues, and clients to determine the root source of an issue, identify the needs of impacted parties, define a solution that is in the best interests of the organization and see the solution through to completion. Curtis is recognized by his peers as an agent of change and a driver of innovation within the Civil Service.

Sponsored by:


NOM INE E Sandra Woloschuk

The HR Professional of the Year AwardFor developing, championing and implementing an initiative, program or project that clearly and measurably demonstrates a positive impact in the organization.

Sandra Woloschuk, CPHR, is the Associate Director, Learning and Organizational Development at the University of Manitoba.

Sandra oversees a comprehensive portfolio of training and engagement activities designed to support employee development and the strategic initiatives of the university. Over the past few years, Sandra’s focus has been on leading the development and implementation of the University of Manitoba Leaders Learning Program, a manager training program that engages managers in comprehensive learning and development sessions. The program includes a 360 feedback process, DiSC profile assessment, 10 full days of learning, and one-on-one development coaching. The program culminates with a review of the University’s strategic plan and the subsequent development of a program or initiative to help support a strategic priority. Now that the project is up and running, Sandra provides leadership on a daily basis to ensure it continues to run smoothly and meet the needs of the learning community.

This program was embraced by the university community in large part because of the trust the participants have in Sandra.

Sandra leads by example through her dedication to providing an exceptional learning experience, attention to detail and the ability to coordinate and engage numerous stakeholders.

Sponsored by:

NOMINEE Kathy Randall

HR Executive of the Year AwardFor leadership and implementation of strategic responses to address economic, societal, technological, political or demographic trends that could impact the organization and human resources practices.

Kathy Randall, CPHR, is the Director of HR at Maxim Truck & Trailer. Kathy specializes in cultivating genuine connections and rapport with employees and managers which promote the successful building of long term business relationships. With the innate ability to identify areas of improvement or challenge within an organization, she leads the collaboration and implementation of Human Resources & Safety strategies to achieve organizational goals.

Kathy has championed many influential projects at Maxim to benefit the entire organization including the development of a comprehensive recruitment process used for both internal & external hires, compensation ranges for all roles across the organization, HR intranet, new policies & procedures, internal HRIS system, Long Term Service Awards, the Maxim Learning Centre and a Corporate Health & Safety Program. She has also lead collective bargaining negotiations for both unions represented in the company.

Kathy is a Certified Executive Coach and member of the CPHR Manitoba Board of Directors. She is dedicated to elevating the HR profession to not only all members of the association but within the HR industry and the business community beyond.

Her enthusiasm for HR is evident in the enthusiasm and energy she brings to Maxim every day and her desire to be a role model to her direct reports.


NOM INE E Al Babiuk

The HR Patron of the Year AwardFor an executive who endorses, supports or champions the HR function within their organization.

Al Babiuk is the President and CEO of Loewen Windows & Doors in Steinbach. Al joined Loewen in 2003, has held various executive level positions and has been in his current role since 2010. He is an accountant by trade and was recognized by his peers in 2013 and awarded with the Fellowship of Chartered Accountants designation (FCA).

Through Al’s leadership and vision, Loewen has persevered through some tough times. Al is an integral part of the company’s continued success.

He is a true HR advocate and embraces the strategic role HR plays within the organization. He has developed a culture where HR is involved in every strategic decision, ensuring an effective people strategy is put in place, change management initiatives are well rehearsed and communications and training are aligned to ensure success. In addition to upholding his own value for the HR function, Al ensures that the whole organization is aware of the important role HR plays and encourages all leaders to develop strong working relationships with the HR Department.

HR has a seat at the table — always. HR is valued — always. HR is respected — always.

Al is a leader who knows people by name and strives to know his employees on a personal level.

NOMINEE Karen Fonseth

The HR Patron of the Year AwardFor an executive who endorses, supports or champions the HR function within their organization.

Karen Fonseth is the CEO of DASCH, one of Canada’s largest NPOs. For the past fourteen years, Karen has led the agency from a staff of 55 to over 800. She was awarded the Queen’s Diamond Jubilee Medal of Honor in 2013 for contributions benefitting Canadians.

In 2015, Karen initiated a review of the HR department at DASCH in recognition that their recent growth was resulting in new needs. Her vision was an HR department that was a strategic partner and aligned with best practices. With HR’s new seat at the Senior Leadership table, Karen championed training and education opportunities for the new roles and she reinforces the role HR plays as a strategic business partner on an ongoing basis. She truly sees the value in Strategic HR and has strived to share that message across the HR Department and the rest of the organization.


The Business Excellence Awards


Manitoba Public Insurance (MPI) has a comprehensive employee recognition program, including the Encore Award program that publicly recognizes employee efforts and results across the organization. In order to align the Encore Award program with changes in their corporate culture and strategic initiatives, an overhaul of the program was recently undertaken, something that hadn’t been done since its inception in 2002.

In a period of only three months, a dedicated team transformed the entire Encore Award program from the criteria to the nomination process and selection requirements.

As a result, more employees were recognized and stronger, more tangible links were defined between employee success and corporate initiatives and strategies. The Encore Award program now has a significant increase in participation, a larger group of formally recognized employees, ease of nominating and recognition of peers, a tangible link between behaviours that employees exemplify on a daily basis, and increased engagement and inspiration across the organization.

In the first year of this initiative nominations grew from 25 to 215 nominations — more nominations in one year than all previous years combined, and approximately 11% of employees were recognized for their efforts.

NOM INE E Manitoba Public Insurance

Employee Development, Relations & Total Rewards Award — LARGE BUSINESS CATEGORY

For fostering a collaborative work environment, supporting employees to continually improve and/or creating an effective total rewards structure.

Sponsored by: Sponsored by:

Canada Drugs has made workplace wellness a key strategic priority in 2016 and beyond.

As a premiere Canadian International Prescription Pharmacy with 170 employees, Canada Drugs is dedicated to providing service with a smile and maintaining extremely rigorous standards in patient safety. They believe that the health of their people is critical to success and want to be seen as a leading employer for their dedication to workplace health and wellness.

BeingWell, a portal for employees to access resources to support their health and well-being was launched in December 2015. The objective of this initiative was to provide a work environment that supports healthy habits, an engaged culture and a positive and attractive work environment with the goals of achieving high levels of participation, embedding wellness programs into the work environment and delivering measurable results. Subsequent initiatives to support BeingWell were introduced throughout the year including Healthy Vending, Education and Engagement (series of presentations on making healthy food choices), Workplace Gardening, Wellness App, fitness stations in the workplace to encourage moving more and monthly Lunch ‘N’ Learns featuring financial, emotional, physical, and mental wellness topics.

High levels of participation have been achieved, positive changes have been observed in food brought to work for lunches, employees are talking and sharing their wellness habits, and employee engagement is at 93%.

NOMINEE Canada Drugs

Health, Wellness & Safe Workplace Award — SMALL BUSINESS CATEGORY

For helping employees stay healthy, well and safe, protecting them and the organization, using all measures at their disposal.


In 2014, the Manitoba Liquor Control Commission and the Manitoba Lotteries Corporation merged into the Manitoba Liquor & Lotteries Corporation, resulting in the need for one common benefits plan that provided the same level of coverage from the original plans and at the same time, provided employees with options to meet their individual family needs.

The “CHOICES” benefit program was developed to meet the needs of a diverse workforce and introduced in a three-phase approach beginning in January 2016. The plan allows employees to choose an option that is best suited to their needs and change it as their needs change over time.

With 75 work locations across the province, rolling out the new program was a challenge in itself, requiring numerous communications platforms and extensive HR support. Employees were educated on the new plan through multiple different mediums. The result was that 85% of eligible employees signed up for the new benefits programs.

NOM INE E Manitoba Liquor & Lotteries Corporation

Health, Wellness & Safe Workplace Award — LARGE BUSINESS CATEGORY


In July 2015, Maxim Truck & Trailer introduced the Maxim Learning Centre, a premiere training and e-learning management system to supplement their existing Safety Program.

The program was designed to provide effective training that could be applied in multiple locations and also be fiscally responsible.

The online learning management system tracks, assigns and facilitates training for all employees. To ensure the programs are providing accurate information, access has been given to Workplace Health & Safety Officers as well as SafeWork (Workers’ Compensation Board) for review.

Since the implementation of the Maxim Learning Centre, more than 25 courses have been added in both official languages. The level of awareness, education and performance have increased throughout the company. They have also experienced a significant decrease in the number of incidents that have occurred in the workplace and have seen an increase in awareness of Health & Safety among employees and leaders. Financial improvements have been seen in the reduction of WCB costs. Employees are now observing and reporting more unsafe conditions and the safety culture at the company has seen an improvement overall.

NOMINEE Maxim Truck & Trailer



Sponsored by:Sponsored by:


Red River College is Manitoba’s largest institute of Applied Learning, with over 2,300 staff and approximately 32,000 full and part-time students at nine campuses across Manitoba.

A need was recognized at the College for a broader range of emergency communications through mobile technology. As a result, the development of the Mobile Safety App began in January 2015. The platform was officially launched in October 2015.

The Mobile Safety App provides staff and students with a variety of safety and support tools at their fingertips, and provides the College with the ability to reach people with critical safety information in an emergency. Through the App, the College can also communicate general information and staff and students can provide feedback.

The Mobile Safety App has been enthusiastically received and continues to gain popularity. In order to encourage students to download and use the app, all new student orientations include a tutorial on downloading the app.

As a result of the feedback received, the College plans to expand the services and content in the Mobile Safety App in the near future. Future releases will include GPS mapping and user-to-user location sharing.

NOM INE E Red River College



A joint effort between WCB and CUPE Local 1063 has resulted in the introduction of a progressive strategy to address mental health in the workplace at the WCB.

The objectives of the initiative were to identify mental health issues early in order to minimize impact, prevent harm or illness to employees’ mental health, promote optimal mental health for all employees and focus on recovery and return to work for successful reintegration into the workplace.

Both parties committed to implement the voluntary set of guidelines published by the Mental Health Commission of Canada to promote employees’ psychological health and safety and prevent harm due to workplace factors.

The strategy to date has included information sessions, focus groups, leadership training programs and Mental Health Awareness Training.

The various mental health awareness programs have developed trust between union members and feedback from employees has been positive, opening up the lines of communication between employees and leaders. WCB’s bi-annual Employee Engagement survey will be conducted in 2017 and provide more insight into the success of the mental health initiatives.

NOMINEE Workers Compensation Board of Manitoba



Sponsored by:Sponsored by:


The North West Company owns a rich enterprising legacy as one of the longest continuing retail enterprises in the world, dating back more than 340 years. NWC has become a leading retailer to underserved rural communities and urban neighbourhood markets, offering a broad range of products and services with an emphasis on food.

NWC began a five-year retail transformation journey called the “Top Markets” in 2015. As part of this journey, HR Connect was developed and launched in 2015 to aid in the transformation from a traditional generalist model to a tiered-service model. HR Connect is a centralized service that provides front line support for all HR-related questions and concerns for store managers, employees and the store operations team. The Centralized Service Centre supports 5,000 retail store employees in 190 stores in 8 countries.

NWC will continue and mature HR Connect into a strong and full HR Shared Service Model in two to three years. The return on investment (ROI) has been demonstrated through: visibility of data relating to inquiries to HR; the tiered service delivery that can be applied to other functional areas of the company; the ability to attract the right talent; the ability to offer career mobility for HR employees; and the ability to identify continuous improvement opportunities.

NOM INE E The North West Company

Organizational Strategy & Engagement Award — LARGE BUSINESS CATEGORY

For bringing strategic HR leadership perspectives that enhance organizational productivity, morale and culture, support business success and increase the value of human resources.

Founded in 1818, l’Université de Saint-Boniface offers university programs, technical and professional training, college programs as well as continuing education, including language courses.

A new position, the HR Systems Manager, was introduced in 2015, and a need for a new Employee Orientation Program was soon noticed.

This initiative helps new employees achieve success and feel welcome, provides them with meaningful and historical information about the institution, and enables them to adapt more easily to their new roles. Through the new employee orientation, the institution is building a strong collaborative culture aligned with its mission, values and strategic planning.

Developed in spring 2015 and launched in August 2015, over 70 employees have been through the program to date. At its initial inception, all new hires from the previous 12 months participated in the orientation, followed by an offering on a monthly basis. Ongoing evaluations will allow the orientation to evolve to continue to meet the needs of the University and its employees.

NOMINEE Université de Saint-Boniface

Sponsored by:


Sponsored by:





Valeant Canada is a multinational company with a manufacturing facility located in Steinbach, Manitoba with a workforce of 410 employees, 210 plant employees and 200 in operations and management.

Following the hiring of a new Senior Human Resources Manager & Business Partner in June 2014, a need was established for restructuring their HR department. The department lacked strategy and forward-thinking in terms of what the organization needed for today and the future. Much of the HR focus was on compliance and the day to day activities. Minimal programs existed and rarely were there new initiatives.

Changes were made to the HR organizational structure, the Health & Safety Department, talent acquisition strategies, corporate culture and the way HR interacted with the management & employees.

HR led a Strategy Café, where managers engaged in brainstorming activities off-site related to strategy planning.

The organizational changes that took place have resulted in the HR employees becoming HR Business partners who are involved in strategic initiatives. Senior leadership has developed increased respect for the HR staff and rely on them for their expertise.

NOM INE E Valeant Canada



The WRHA is one of the largest and most diverse health regions in Canada, providing health care to more than 700,000 people living in Winnipeg, the rural municipalities of East and West St. Paul and the Town of Churchill. The WRHA also provides health care support and specialty referral services to nearly 500,000 Manitobans who live outside its boundaries as well as residents of northwestern Ontario and Nunavut who require the specialty referral services and expertise available in Winnipeg.

The WRHA recently designed, developed and implemented an innovative approach to annual performance conversations with its 28,000 employees.

The focus of the performance conversation program is to have an open conversation to discuss accomplishments, lessons learned, opportunities for development and support needed. It serves to build a relationship of mutual trust and respect between the employee and manager. These conversations set the conditions to help foster a culture of engagement and accountability and enable every employee to contribute to organizational success.

Surveys completed following the implementation of performance conversations indicate that employee engagement is improving and employees are viewing their managers as being more effective. The program is contributing to the shift to a coaching culture throughout the organization and the many benefits that accompany that environment. The foundation required for the organization to meet it strategic priorities has been strengthened by the increased communication and collaboration fostered by more effective performance conversations.

NOMINEE Winnipeg Regional Health Authority

Sponsored by:


Sponsored by:





Artis REIT is one of the largest diversified commercial real estate investment trusts in Canada and is primarily focused on creating value for unit holders through the investment in and ownership of quality commercial properties in select markets.

Since 2013, the Artis Human Resources function has been transitioning from a transactional service team to a proactive business partner. The company’s first in-house training program, Artis Fundamentals, was developed in 2014. Artis Fundamentals was developed to communicate Artis REIT’s organizational culture to its employees and help them to understand the impact of their work. The goal of the program is to engage all staff and new hires to increase their knowledge of the business and grow into a true learning organization.

Modules are delivered seminar style, to small interdepartmental groups to increase cooperation across departments and ensure further learning.

Positive evaluations have been received from participants to date.

NOM INE E Artis REIT

Workforce Planning & Talent Management Award — SMALL BUSINESS CATEGORY

For building a high-quality workforce, specifically linked to achieving overall organizational strategies.

Farmers Edge is a global leader in precision agriculture and independent data management solutions. Combining hardware and software innovation with advisors on-the-ground, Farmers Edge gives growers the data needed to make informed decisions on the farm. The company dates back to 2005 and is one of Canada’s fastest growing companies.

Until 2015, there was no internal HR department — no strategic HR plan, no hiring processes, no employee benefits, no incentives and no employee training programs. The HR department that has resulted from the hiring of one HR Manager has become the beating heart of the company by establishing clear, professional and detailed strategies for managing growth through the better hiring, management and rewarding of people.

Beginning with one HR Manager, a strong commitment to advance the ongoing professional development of the entire team, and an investment in training initiatives, the HR team has been steadily growing and supporting the company’s expansion. The support provided by the HR team has contributed to an increase in acres serviced by Farmers Edge, expansion into four additional countries, expansion of the Canadian employee base into five provinces, as well as an expansion of their international employee base to include 12 U.S. states, three Brazilian territories, Russia and Australia.

NOMINEE Farmers Edge

Workforce Planning & Talent Management Award — SMALL BUSINESS CATEGORY

For building a high quality workforce, specifically linked to achieving overall organizational strategies.

Sponsored by: Sponsored by:


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Motor Coach Industries recently developed and implemented a cloud-based on-boarding system for all new employees at their plants in Winnipeg. The “Red Carpet” system welcomes each new employee to the company immediately upon hiring, guiding them through all the information they need to have a successful start to their career at MCI.

MCI is committed to making their company a great place to work and putting their best foot forward from day one is an integral part of their strategy.

Red Carpet’s main goals were to eliminate stressful paperwork involved in the hiring of a new employee, engage new hires as soon as possible and avoid forgetting important tasks during the on-boarding process.

The program has helped engage new hires and assist in helping their managers and service providers provide a consistent high-quality first impression.

Overall the system has been well received and has accomplished the goals it set out to achieve. Continuous updates and improvements will take place as necessary to ensure it continues to meet the changing demands of the work environment.

Putting out the Red Carpet helps MCI to put their best foot forward!

NOM INE E Motor Coach Industries

Workforce Planning & Talent Management Award — LARGE BUSINESS CATEGORY

For building a high-quality workforce, specifically linked to achieving overall organizational strategies.

Sponsored by:

Awards Gala Nominations Committee —

Eileen Kirton, Chair Savita Bawa Angie Berry Wendy Funk David Grad Hayley Minuk Janelle Robin Michael Torres Bliss Yang

Awards Committee —

Kelly Mahoney, Chair Melanie Bready Rhonda Honke John Kliewer Karen Post Warren Sawatzky John Wallis Sherri West

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welcome to the 15th annual hr excellence awards...welcome to the 15th annual hr excellence awards...

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