Montreal's Top Employers (2015)

Montréa l ’s Top Employers 2015 1

Top Employers2015

MONTREALMONTREAL’s’s

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2 Montréa l ’s Top Employers 2015

Montréal’sTopEmployers

(in alphabetical order)

Air Canada

ALDO Group Inc.

Bell Canada

Business Development Bankof Canada

Canadian National Railway Company

CGI Group Inc.

Desjardins Group / Mouvement descaisses Desjardins

Ericsson Canada Inc.

Fednav Limited

Fresche Solutions Inc.

Genetec Inc.

Ivanhoé Cambridge Inc.

Jewish General Hospital

Keurig Canada Inc.

L’Oréal Canada Inc.

Lundbeck Canada Inc.

McGill University

McGill University Health Centre, The

McKesson Canada Corporation

Merck Canada Inc.

Morgan Stanley Services Canada Corp.

National Bank of Canada

Nuance Communications Canada Inc.

Richter LLP

Stikeman Elliott LLP

Transat A.T. Inc.

Université de Montréal

Vigilant Global

Yellow Pages Group Corp.

Zodiac Aerospace

MONTRÉAL’S TOP EMPLOYERS 2015

Montreal’s Top Employers 2015 is a joint venture publication ofPostmedia Network Inc. andMediacorp Canada Inc.

Co-ordinators: Darren Oleksyn ([email protected]),Kelly Zenkewich ([email protected]), Charlene Kolesnik ([email protected])

Cover Design: Charlene Kolesnik

BYBRIANBURTON

Fifteen years of selecting Canada’snational and regionalTopEmployershas givenMediacorp’s Richard

Yerema a lot of insight into labourmarkets.“TheWar for Talent is over. Talent won,”

he says, thoughhe credits the perception-bending aphorism to a colleague inhuman resourcesmanagement. Yeremaalso observes that technology is driving achange in employee values, from seeking“work-life balance” to embracing “work-life integration.”“Whenwe started this project 15 years

ago,” he says, “the talk was about the com-ing demographic shift, as the Boomers(born 1940 to 1960) were nearing retire-ment years, and about the (resulting)challenge ahead for employers in the‘war for talent.’ ”TheWar for Talent was a notion first

posited by consultants atMcKinsey &Company (circa 2000), as a competitionfor talent betweenmajor corporationsseeking to replace key leaders as the hugeBaby Boom generationwas followed by amuch smaller Generation X (born 1960to 1980).McKinsey prophesied that this‘war’ would be won by companies thatcould recruit the best and the brightest.Yerema’s comment suggests the war was

won, not by a few hyper-competitive em-ployers, but by employees in general, whoprofited frommore competitive recruitingand better benefits.“For example, in the life of this (Top

Employers) project, we’ve gone fromwellbelowhalf of theCanada-wideTop 100Employers offeringmaternity leave top-uppayments for newmothers to today, wherefully 100 per cent of the national Top 100offer varying levels ofmaternity top-ups.

“Employers and governments haverecognized the need to support employ-ees in the quest to balance their work andpersonal lives.”In order to be competitive, he says

companies have to designworkplaces andbenefits packages that address not onlythe needs of employees in all stages oftheir work and personal lives, but also themarkedly different work styles and expec-tations of younger boomers, Generation XandGeneration Y (born 1980 to 2000).Yerema saysGenXers aremore oriented

towork-life balance and, in response, em-ployers created programs such as flextimearrangements and personal days off.Gen Xers have also learned to be flexible,

while they waited for the Big Generationtomake room for them, he adds. They’rewillingmake accommodations for em-ployers, but perhaps less so as theymoveinto their 50s and finally gain seniority.With Gen Y now graduating, Yerema

saysmore change is underway.“Their concepts of work are another

generation removed from the boomers, soloyalty to oneworkplace is likely to seemlike a quaint historic concept,” he says. “Ialso think their accommodation to em-ployers is likely a little less thanGenXers,because they’ve been raised to understandthat they’ll likely workmany careers intheir lifetimes.“Technology is also playing a significant

role in shaping their concepts of work.“According to our consulting partner

on the Top Employers project, TowersWatson, there’s a shift from thework-lifebalance of the GenXers. It’s evolving tothe concept of ‘work-life integration.’ Thisis the idea that work can truly find youwherever youmay be sitting. But that isnot seen as an affront to Gen Y— just afact,” Yerema says.“The generational difference is that

this reality works bothways. A Gen Yemployeemay beOKwith this fact — butin return expects to be able to work awayfrom the 9-to-5model and the geographicrestrictions of the cubicle.”

Employeeswinningthebattle for labour

Photo: Lev Dolgachov/FotoliaYounger employees entering the workforce have different expectations of their employers.



Air Canada Scheduled PassengerAir Transportation

Focuses its charitable efforts on helping children and youth, including the in-house Dreams Take Flight program that takes children from across the country to Disney forone magical day; ensures that employees keep their skills sharp with tuition subsidies at outside institutions as well as an extensive in-house training program for airlinecrews at four major training facilities across Canada and specific training for pilots, including state-of-the-art flight simulators as well as online through iPads in the comfortof their own homes; employees can plan for life after work with a defined-contribution pension plan as well as a share-purchase plan; employees can be nominated by theirpeers for the annual Art of Excellence Award — winners receive an all-expenses paid trip to a ceremony hosted in a unique resort location; recognizes and encouragesemployee volunteers through the Volunteer Involvement Program by donating airline tickets to charitable organizations where employees volunteer; new mothers receive100 per cent top-up for the first two weeks of their maternity leave, followed by a 70 per cent of salary top-up for the following 15 weeks.

BusinessDevelopment Bankof Canada

Secondary MarketFinancing

Supports employees with older children attending college or university through an academic scholarship program (to $2,500 per child); offers phased-in retirement workoptions and retirement-planning assistance services — and supports employees’ long-range goals with contributions to a defined-benefit pension plan; provides signingbonuses for some employees and referral bonuses (to $2,000); located in downtown Montréal, head office employees are encouraged to leave the car at home with onefree hour (per ride) toward BIXI bicycle rentals during the summer months; invests in ongoing employee education with subsidies for tuition and professional accreditationas well as in-house and online training programs; offers employees who are new mothers maternity leave top-up payments (to 95 per cent of salary for 17 weeks) and alsooffers a subsidy for in vitro fertilization (to $5,000); in addition to three weeks starting vacation, employees have the option of purchasing additional vacation days (up to fivedays) through the flexible health plan.

ALDO Group Inc. Shoes and FashionRetailer

Head office employees enjoy a workplace with all the amenities, including an on-site fitness facility with subsidized memberships and instructor-led yoga classes, anemployee lounge that offers comfortable seating, foosball and video games and a cafeteria with healthy and special subsidized menu selections; an enlightened retailerthat encourages employees to save for the longer term with matching RSP contributions; helps employees balance their work and personal lives with a variety of alternativework options, including flexible hours, shortened work weeks, telecommuting and reduced summer hours; supports ongoing employee development through in-house andonline training programs as well as tuition subsidies for courses at outside institutions — and reaches out to younger Canadians with paid internships and summeremployment opportunities.

Montréal

Montréal

Saint-Laurent

22,794

1,920

2,619

Bell Canada Telecommunications Head office employees are encouraged to keep fit with subsidized memberships to a state-of-the-art fitness facility that features instructor-led fitness classes (includingZumba and spinning) as well as the services of nutritionists, massage therapists and physiotherapists; beyond its corporate initiatives, the company encourages itsemployees to get involved with paid volunteer time, matching charitable donations as well as financial donations to those charities where employees volunteer, up to$2,500 for 250 hours of volunteer time; new employees receive three weeks of paid vacation as well as personal days off that can be scheduled when needed; providesmaternity leave top-up payments for new mothers (varying with employee group) as well as a subsidy for in vitro fertilization (to $15,000) for parents to be; supports ongoingemployee development with tuition subsidies for courses at outside institutions (to $1,500), in-house and online training programs, subsidies for professional accreditationand financial bonuses for some course completions (to $15,000); reaches out to its next generation of employees through summer employment opportunities, paidinternships, apprenticeships and co-op work terms— also helps to develop its employees through mentoring and leadership training initiatives.

Montréal 33,117

Ericsson Canada Inc. CommunicationsEquipmentManufacturing

Cultivates an ownership culture through a share-purchase plan available to all employees and offers additional financial benefits, including signing bonuses for someemployees, year-end bonuses for all and referral bonuses for employees who successfully refer a new candidate (to $6,000); supports employees who are new motherswith maternity leave top-up payments and also offers a subsidy for in vitro fertilization (to $15,000); employees who are new parents can also take advantage of an on-sitedaycare facility; encourages ongoing employee development with generous tuition subsidies (to $8,000) as well as subsidies for professional accreditation and a variety ofin-house and online training programs; helps employees prepare for the long-term with retirement-planning assistance and contributions to a defined-benefit pension plan;employees working at the company’s head office can keep fit by taking advantage of the on-site fitness facility that features free membership and access to exerciseequipment, instructor-led classes, such as yoga and karate, and shower facilities.

Montréal 3,126

CGI Group Inc. Computer SystemsDesign Services

An incredible Canadian-based technology success story with more than 65,000 employees worldwide and more than 10,000 in Canada— the firm also added over 680 positionsin Canada last year; encourages employees to maintain healthy lifestyles with subsidized memberships to a fully-equipped on-site fitness facility that features instructor-ledclasses (including cardiobox, Zumba, karate and yoga) as well as the services of a kinesiologist and on-site massage service; supports its new mothers with maternity top-uppayments (to 75 per cent of salary for six weeks) and helps employees balance their work and personal lives with flexible hours, telecommuting, shortened work weeks and aformal-earned-days-off program; a major recruiter, the firm reaches out to its next generation of employees though summer employment opportunities, paid internships andco-op work terms— and helps to develop its younger talent through mentoring and leadership development programs; employees are encouraged to keep their skills up-to-date with tuition subsidies for courses related to their position, in-house and online training programs and subsidies for professional accreditation.

Montréal 10,903

Canadian NationalRailway Company

Railroads Has operated the CN Employees and Pensioners Community Fund for the past 45 years— the program supports numerous charities that in-turn are focused on helpingdisadvantaged Canadians; head office employees may take advantage of a variety of on-site amenities including a fitness facility and a cafeteria featuring healthy and specialdiet menus; provides maternity leave top-up payments to new mothers (to 100 per cent of salary for 15 weeks) and the head office features an on-site daycare facility; investsin ongoing employee education with tuition subsidies for job-related courses, a variety of in-house and online training programs and subsidies for professional accreditation;manages an academic scholarship program for children of employees who are interested in pursuing post-secondary education (to $1,000 per child); encourages an ownershipculture with a share-purchase plan available to all employees and supports employees over the longer term with defined-benefit and contribution pension plans.

Montréal 16,582

Desjardins Group /Mouvement des caissesDesjardins

Credit Unions Supports new parents with maternity leave (to 95 per cent of salary for 18 weeks) for new mothers and parental leave top-up payments (to 95 per cent for 12 weeks) for newfathers and adoptive parents and offers an on-site daycare; helps employees plan for all stages of life with retirement-planning assistance services and generous employercontributions to a defined-benefit pension plan— the credit union’s health benefits program also extends to its retired employees with no age limit; recently hosted itsthird annual Women on the Move awards to celebrate International Women’s Day and recognize its leading women employees from all levels within the company; supportsongoing training and development throughout an employee’s career with tuition subsidies for courses at outside institutions, online and in-house training initiatives andfinancial bonuses (to $1,000) for the completion of certain professional accreditation; an incredible corporate citizen, the credit union re-invested more than $81 million in thebroader community through sponsorships, scholarships and charitable partnerships last year; located in the city’s redeveloping Quartier des Spectacles neighbourhood, theMontréal office features an on-site fitness facility with subsidized memberships to encourage employees to keep fit.

Montréal 37,994

Fednav Limited Deep Sea FreightTransportation

Provides maternity leave top-up payments to employees who are new mothers (to 90 per cent of salary for 18 weeks) and offers an option to extend their leave into anunpaid leave of absence; helps employees balance their work and personal lives with flexible hours and telecommuting as well as a 35-hour work week (with full pay)and shortened work week options; supports ongoing employee development with tuition subsidies for courses at outside institutions, formal mentoring, in-house trainingprograms and subsidies for professional accreditation; provides opportunities to students and recent grads through paid internships, co-op experience programs andsummer student roles — and offers employees referral bonuses when they help to successfully recruit a new full-time employee (to $1,500); encourages employees to keepphysically fit with a health club subsidy (to $600 per year); helps employees prepare for life after work with retirement-planning assistance and phased-in work optionswhen nearing retirement — and supports its retirees with a defined-benefit pension plan and health benefits that extend into retirement (with no age limit).

Montréal 153


Fresche Solutions Inc. Computer SystemsDesign Services

Located in the city’s revitalized old port district, employees enjoy convenient access to public transit, secure bike parking (and shower facilities), an outdoor eating area withbarbecue and a rooftop vegetable garden in the growing season; encourages employees to expand their minds with tuition subsidies for courses at outside institutions(to $2,500 annually); offers new employees three weeks of starting paid vacation and considers previous work experience when setting individual vacation entitlements;helps employees balance their personal and work lives with flexible work hours and telecommuting options; employees enjoy a busy social calendar, from summerbarbecues to happy hour outings and employee sports teams; offers profit sharing and share-purchase plans to encourage employees to save a little with matching RSPcontributions.

Montréal 67

Employer Industry Interest Points City FT Employees in Canada



L’Oréal Canada Inc. CosmeticsManufacturing

Encourages employees to achieve work-life balance through a variety of alternative work arrangements including flexible hours, telecommuting, compressed work weeksand early Friday closings in the winter and summer; maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personalneeds; provides maternity and parental leave top-up payments for employees who are new mothers or adoptive parents (to 100 per cent of salary for 17 weeks) and offers asubsidized on-site daycare centre; is committed to ongoing employee development and provides a variety of in-house and online training programs, subsidies for tuition andprofessional accreditation and opportunities for international training in Paris and New York; helps employees prepare for life after work with retirement planningassistance, phased-in work options and defined-benefit and contribution pension plans; creatively recognizes exceptional performance with VIP trips to company-sponsored events (such as Luminato, the annual arts and creativity festival held in Toronto) as well as tickets to the company’s box seats at the Bell Centre in Montréal.

Lundbeck Canada Inc. Research andDevelopment

New employees start at three weeks of paid vacation allowance and receive additional paid time off during the holiday season; supports employees who are new motherswith maternity leave top-up payments (to 100 per cent of salary for 15 weeks) as well as extended health benefits during their leave; provides parental top-up to employeeswho are adoptive parents (to 100 per cent of salary for 15 weeks); a focused charitable program that is built around its employees’ skills and expertise with a primary focuson mental health — along with Bell Canada, Lundbeck sponsored Canadian Olympian Clara Hughes in her Clara’s Big Ride campaign to raise awareness and encouragedialogue about mental health issues in the community; encourages employees to prepare for life after work with retirement-planning assistance and contributions to adefined-contribution pension plan; helps employees develop their professional skills with in-house training, formal mentoring and subsidies for tuition and professionalaccreditation; offers financial rewards including signing bonuses for some employees, year-end bonuses for all and referral bonuses (to $2,000).

Montréal

Montréal

Jewish GeneralHospital

General Medical andSurgical Hospitals

New employees receive four weeks of paid vacation allowance to start and previous work experience is considered when setting individual vacation entitlements;supports ongoing training with tuition subsidies for courses related to their position (to $2,500 annually); in-house and online training programs and subsidies forprofessional accreditation; affiliated with McGill University, and recruiting from a number of other colleges and universities, the hospital also reaches out to the nextgeneration of health-care professionals through summer employment programs, paid internships and co-op work term opportunities; varying with their position, thehospital encourages employees to balance their work and personal lives with flexible hours, telecommuting, shortened and compressed work week options and a35-hour work week (with full pay); helps employees prepare for the next chapter in life with retirement-planning assistance, phased-in work options and contributions toa defined-benefit pension plan; provides maternity and parental leave top-up payments for its new mothers (to 93 per cent of salary for 21 weeks) as well as an option toextend their leave into an unpaid leave of absence; also offers a short parental leave top-up to fathers and adoptive parents (to 100 per cent of salary for four to six weeks,depending on the employee group).

Montréal 3,301

1,200

Keurig Canada Inc. Grocery ProductsWholesalers

In addition to generous year-end bonuses, the company offers share-purchase and profit-sharing plans and encourages employees to save for the longer term withcontributions to a defined-contribution pension plan and matching RSP contributions; varying with employee group, the majority of the company’s new mothers receivematernity top-up payments (to 90 per cent of salary for 18 weeks), including adoptive mothers; supports ongoing employee development with tuition subsidies for courses atoutside institutions (to $1,500 annually), in-house and online training programs as well as subsidies for professional accreditation; encourages employees to get involved inthe community with matching employer donations (to $1,000 annually) and financial donations to the charities where employees volunteer their time ($250 for every25 volunteer hours donated); on the job, employees enjoy business casual dress, an outdoor seating area and an employee lounge with comfortable seating featuringfree coffee and tea, of course.

Montréal 1,510

203

McGill UniversityHealth Centre, The

General Medical andSurgical Hospitals

Helps employees prepare for life after work with retirement planning assistance, phased-in work options when nearing retirement and contributions to a defined-benefitpension plan; maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs; supports its new mothers withmaternity and parental leave top-up payments (to 100 per cent of salary for 21 weeks) and offers the option to extend their leave into an unpaid leave of absence, employeescan also use an on-site daycare facility; encourages ongoing employee development with full tuition subsidies for courses taken at outside institutions, in-house and onlinetraining programs, subsidies for professional accreditation and financial bonuses for some course completions; employees can enjoy lunch at a subsidized cafeteria thatfeatures healthy and special diet menus or take a short walk to numerous eating options in downtown Montréal; new employees start with four weeks of paid vacation andprevious work experience is considered when setting individual vacation entitlements.

Montréal 6,312

McGill University Post-SecondarySchools

Working at one of the country’s most beautiful urban campuses, employees enjoy access to an incredible variety of on-site and nearby amenities including restaurantscafes, campus cafeterias and pubs, shops and outdoor sitting areas across the campus; employees are encouraged to keep fit with a subsidized membership to theuniversity’s fully-equipped athletics centre, which includes instructor-led classes, swimming pool, an all-season field house, indoor golf facility, rock climbing walls, skatingarena and sports medicine clinic; along with encouraging employees to continue their education through full tuition subsidies for courses (related and not directly relatedto their current position), the university also provides academic scholarships to children of employees pursuing post-secondary studies; helps employees plan for the futurewith retirement-planning assistance, phased-in work options when nearing retirement and contributions to a defined-contribution pension plan; varying with employeegroup, the university supports its new mothers with maternity and parental leave top-up payments (to 95 per cent of salary for 20 weeks) and offers an option to extend theirleave into an unpaid leave of absence, also provides parental top-up to adoptive parents (to 100 per cent of salary for 10 weeks), parents can also take advantage of anon-site daycare.

Montréal 5,642



McKesson CanadaCorporation

PharmaceuticalDistribution andWholesaler

Encourages employees to become owners through a share-purchase plan and helps employees save for the longer term through a defined-contribution plan; depending onthe position, employees may receive generous referral bonuses (to $2,000) when they help to successfully recruit a new candidate; supports ongoing employee developmentwith generous tuition subsidies for job-related courses (to $3,000), in-house and online training programs and subsidies for professional accreditation; supports employeeswith older children through a post-secondary academic scholarship program (to $1,000 per child); reaches out to the next generation with paid internships; manages aflexible health benefits plan that lets employees tailor their coverage to suit their changing personal needs; helps employees balance work and their personal lives withalternative work arrangements including flexible hours, telecommuting, a 35-hour work week (with full pay) and reduced hours during the summer months; new mothersreceive maternity top-up payments for up to 12 weeks of their leave, with amounts varying by employee group.

Saint-Laurent 2,980

Ivanhoé Cambridge Inc. Real EstateManagement

Supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments (to 80 per cent of salary for 18 weeks);encourages ongoing employee development with generous tuition subsidies for job-related courses, in-house training programs and subsidies for professionalaccreditation; helps employees balance work and their personal life with a range of alternative work arrangements including flexible hours, shortened work week (fewerhours with less pay) and a formal earned-days-off program; full-time employees receive compassionate leave top-up payments when called upon to care for a loved one(to 80 per cent of salary for eight weeks); helps employees plan for their lives after work with retirement-planning assistance and a defined-contribution pension plan; headoffice is located only steps away from the Métro, a BIXI shared-bike station and also features underground bicycle parking (with an annual bike tune-up clinic) as well asfour electric car-charging stations in front of the building; encourages employees to volunteer through the unique Give and Take Days program— employees receive twopaid days off each year as long as one day is dedicated for volunteer work.

Montréal 1,301

Genetec Inc. Custom ComputerProgramming Services

New employees start with three weeks of paid vacation allowance and the company considers previous work experience when setting vacation entitlements for its moreseasoned candidates; encourages ongoing employee development with tuition subsidies for courses taken at outside institutions (to $2,000) as well as through in-housetraining programs and subsidies for professional accreditation; along with the potential for generous year-end bonuses and new employee referral bonuses, employees areencouraged to save for the longer term with matching RSP contributions; employees are encouraged to adopt healthy lifestyles with free memberships to an on-site fitnessfacility that features free fitness assessments, weekly visits from a kinesiologist and on-site flu shot clinics; employees can also enjoy healthy and special diet menus at theon-site cafeteria, which also features convenient take-home meal options; staff can also unwind in an employee lounge that features television, video games, a pool tableand foosball.

Montréal 392





Richter LLP Accounting Offers year-end bonuses and encourages employees to save for the longer term with matching RSP contributions; offers referral bonuses for employees when theysuccessfully recruit a new candidate to the firm (to $4,000); encourages employees to continue their development through formal mentoring, in-house training programsand subsidies for tuition and professional accreditation; reaches out to its next generation of employees though summer employment opportunities, paid internships andco-op and apprenticeship opportunities; provides maternity and parental leave top-up payments for new mothers and fathers (to 100 per cent of salary) with durationranging from four to 13 weeks depending on length of service; help employees balance their work and personal lives though flexible work hours and telecommuting as wellas shortened and compressed work weeks.

Montréal

Zodiac Aerospace Aircraft InteriorManufacturing

Head office employees can take advantage of a variety of on-site amenities including a cafeteria (with healthy and special diet menus and subsidized meals), quiet roomfor meditation and religious observance and a subsidized fitness facility with instructor-led classes; encourages ongoing employee development with a variety of in-houseand online training programs as well as tuition subsidies for courses at outside institutions; and reaches out to the next generation of employees through summeremployment opportunities, paid internships and in-house apprenticeships; lets everyone share in the company’s success with year-end bonuses and profit sharingavailable to all employees; helps employees save for the longer term with matching RSP contributions; supports employees with older children through an academicscholarship program for post-secondary studies (to $5,000).

Kirkland

423

Transat A.T. Inc. Travel andAccommodation

Offers employees a share-purchase plan and year-end bonuses and encourages all to save for the longer term through a defined-contribution pension plan; varying withposition, helps employees balance their work and personal lives with flexible work hours, telecommuting and reduced summer work hours; encourages employees to keeptheir skills up-to-date with tuition subsidies related to their positions (to $1,500 annually) as well as in-house and online training programs and subsidies for professionalaccreditation; reaches out to its next generation of employees through paid internships and in-house apprenticeship programs; located in downtown Montréal, the headoffice is steps from the McGill University campus and Mont Royal Park, offering convenient access to numerous restaurants and cafes.

Montréal 4,005

Stikeman Elliott LLP Law Firms The firm offers maternity leave top-up payments for new mothers (varying with the position, from six to 17 weeks) as well as the option to extend their leave into an unpaidleave of absence; is an excellent corporate citizen with a long-standing program to provide pro bono legal services to charitable organizations as well as offering matchingemployer donations where employees volunteer their time (to $600 each year); new employees start at three weeks of paid vacation allowance (legal personnel start withfour weeks) and receive up to 10 paid personal days off each to be scheduled as needed; supports ongoing employee development with tuition subsidies for courses atoutside institutions (to $1,000 each year) as well as a variety of in-house training courses; reaches out to the next generation with summer employment, paid internships andco-op opportunities as well as a formal mentoring program for its younger employees; provides referral bonuses (from $1,000 to $5,000) when employees successfully recruita new candidate, as well as year-end bonuses; encourages employees to save for the future with a matching RSP.

Montréal 1,109

Université de Montréal Post-SecondarySchools

Supports its new mothers with maternity and parental leave top-up payments (to 90 per cent of salary for 35 weeks) and offers an option to extend their leave into an unpaidleave of absence— also manages an on-site daycare facility; supports new fathers and adoptive parents with parental leave top-ups (to 90 per cent for 15 weeks); varyingwith position, helps employees balance their work and personal lives with flexible hours, telecommuting, reduced summer hours and a 35-hour work week (with full pay);helps employees plan for life after work with retirement-planning assistance, phased-in work options when nearing retirement and contributions to a defined-benefitpension plan; supports ongoing employee education with full tuition subsidies along with a variety of in-house and online training programs.

Montréal 5,213

Yellow Pages GroupCorp.

Directory Publishers New employees start at three weeks of paid vacation allowance, moving to a maximum of seven weeks for long-serving employees; helps employees prepare for thelong-term with retirement-planning assistance and a defined-contribution pension plan; maintains a flexible health benefits plan that allows employees to customize levelsof coverage to suit their personal needs; encourages employees to keep fit at a fitness facility that includes instructor-led classes such as yoga and spinning, andemployees can choose from healthy menu item selections at the on-site cafeteria.

Verdun 2,431

Vigilant Global Custom ComputerProgramming Services

Supports its new mothers with maternity and parental leave top-up payments (to 100 per cent of salary for 50 weeks) as well as parental top-ups for new fathers(to 100 per cent for five weeks); as part of their health benefits, employees are encouraged to keep fit with a health club subsidy (to $1,200 per year); new employeesreceive three weeks of paid vacation allowance to start and can schedule additional time off with up to five personal paid days each year; offers year-end bonuses thatare available to all employees and encourages employees to save for the longer term with matching RSP contributions; employees may receive referral bonuses when theysuccessfully recruit new employees for the company (to $2,500).

Montréal 106

877

National Bank ofCanada

Banking Encourages employees to become owners through a share-purchase plan available to all employees and offers financial rewards, including signing bonuses for some,year-end bonuses for all and referral bonuses (to $1,500); head office employees can enjoy healthy menu selections from the on-site cafeteria and may also take advantageof a variety of discounts at local restaurants; supports new mothers with maternity leave top-up payments (to 100 per cent of salary for six weeks) along with the optionto extend their leave into an unpaid leave of absence and also an on-site daycare facility is located at the head office; helps employees prepare for life after work withretirement-planning assistance, phased-in retirement work options and a defined-benefit pension plan; employees are encouraged to continue their development within-house and online training programs, subsidies for professional accreditation and tuition subsidies for courses taken at outside institutions; encourages employees to getinvolved in their community with paid volunteer time off and matching employer donations to those charities where employees volunteer their time, donating one loonie forevery hour volunteered.

Montréal 15,086

NuanceCommunicationsCanada Inc.

Software Publishers Encourages employees to keep their skills sharp with tuition subsidies (to $3,000) as well as a variety of online training programs through its in-house Nuance University;lets everyone share in the company’s success with a share-purchase plan and profit-sharing available to all employees; offers signing bonuses for some positions,referral bonuses (to $5,000) and year-end bonuses; as part of their health plan, employees are encouraged to stay healthy with an annual wellness account as well as a$500 health spending account for additional coverages; an industry leader with flexible work options that starts new employees with four weeks of paid vacation allowance;a high-tech leader that added more than 60 jobs last year and is located in the completely renovated and historic space once occupied by Eaton’s department store indowntown Montréal.

Montréal 752

Morgan StanleyServices Canada Corp.

Secondary MarketFinancing

Offers signing and year-end bonuses for some employees and generous referral bonuses to employees when they successfully help recruit a new candidate (to $5,000) —also encourages employees to save for the future with matching RSP contributions; new employees start with four weeks of paid vacation allowance, moving to six weeksfor long-serving employees; located in the city’s redeveloped old port district, the head office features a comfortable staff lounge where employees can unwind and receivetension-relieving massages every couple of weeks as well as convenient access to nearby restaurants, cafes and public transit; supports employees who are new motherswith maternity leave top-up payments (to 100 per cent of salary for 15 weeks) and also offers new moms the option to extend their leave into an unpaid leave of absence;helps employees balance their work and personal lives through flexible hours and telecommuting work options, with in-office workstations for its telecommuting employees;encourages ongoing professional development with generous tuition subsidies for job-related courses (to $10,000) as well as formal mentoring and a variety of in-house andonline training programs.

Montréal 498

PharmaceuticalPreparationManufacturing

Recently relocated to a new LEED Silver-certified head office building, that was designed with employee feedback and features a marché-style cafeteria and an on-sitefitness facility with state-of-the-art equipment and instructor-led classes; maintains a flexible health benefits plan that allows employees to customize levels of coverage tosuit their personal needs as well as transfer unused credits to additional salary or savings; also offers a wellness account to help subsidize health, wellness and personallifestyle expenses such as gym membership fees, yoga classes, fitness equipment and ski passes (to $300 each year); supports employees who are new mothers, fathers oradoptive parents with maternity and parental leave top-up payments (to 100 per cent of salary for 14 weeks) and offers an option to extend their leave into an unpaid leave ofabsence; offers a full suite of alternative work arrangements, including flexible hours, shortened and compressed work weeks, telecommuting and reduced summer hours;cultivates an ownership culture through a share-purchase plan available to all employees and offers a range of additional financial benefits including signing bonusesfor some employees and year-end bonuses for all; helps employees prepare for the future with retirement-planning assistance and contributions to a defined-benefit ordefined-contribution pension plan.

Kirkland 1,316Merck Canada Inc.



MONTREAL’S TOP EMPLOYERS 2015

EmployeespropelAirCanada into the futureEarlier this year, 100 Air Canada

employees were among the first tosee the airline’s brand-new Boeing

787 Dreamliner passenger aircraft. It cantake 20 years for new aircraft designs tobe added to a fleet, so for many, it was anevent a long time coming.It was also an event that illustrated

how Air Canada recognizes the collabora-tive effort in flying thousands of peoplearound the world every day.“It was a complete cross-sectional col-

laboration and it culminated last springwhen we went to pick up the first 787 atSeattle, and we took a cross-section ofemployees who had been involved in theprocess, they flewback on theDreamliner’smaiden flight to Toronto, and we hada celebration for 5,000 employees andtheir families,” says Air Canada’s vice-president of human resources, ArielleMeloul-Wechsler.This past year, the airline — which has

previously been recognized as one ofCanada’s top employers — continued toimprove on its already impressive trackrecord as an employer of choice.“We’ve upped our game over the last

12 months in terms of how we communi-cate with our employees,” saysMeloul-Wechsler.“This year was all about putting our

employee communications front andcentre — and I don’t just mean written.We’re also spending a lot of time teachingour managers about the importance of

face-to-face meetings, walking the floor,giving the employees the tools they needto succeed through open dialogue andtransparency.”One tool is an internal social media site

called Yammer that has been extendedto the entire company. Meloul-Wechslersays it’s a place where employees can postquestions and have other employees ormanagers provide answers. For example,she says, a flight attendant might have aconcern about on-board food service, andAir Canada’s catering department willreceive the feedback immediately.“Some of it’s work-related, and some-

times it’ll be a question or comment

about policy,” Meloul-Wechsler says.The company’s 27,000 active and

29,000 retired employees also haveaccess to Air Canada’s revampedemployee online portal, which has beenmademore user-friendly, she adds.Meloul-Wechsler says Air Canada

also promotes peer-to-peer recognitionprograms, as well as its flagship Awardof Excellence that takes the top 50-55employees on a special holiday with theCEO and top executives.The company also continues to promote

community engagement throughinitiatives such as Dreams Take Flight,which takes children facing medical,

mental, physical, social and emotionalchallenges on Air Canada-sponsoredcharter trips to Disneyland andWaltDisneyWorld.“You have to go on one to experience

it,” saysMeloul-Wechsler.“What it means to the children is

unbelievable, and there’s the other sideof seeing our volunteer employees andwhat they dedicate to that day in creatinga trip-of-a-lifetime for those kids.”For more information about career op-

portunities, visit aircanada.com/careers.

Air Canada employees celebrate the arrival of a state-of-the-art Boeing 787 Dreamliner.

YEARS IN BUSINESS: 78NUMBER OF EMPLOYEES: 27,000LOCATIONS:Major hiring locations inCanada —Montreal, Toronto, Winnipeg,Calgary, Edmonton and Vancouver.HEAD OFFICE: MontrealPOSITIONS EMPLOYED:Administrative and professionalpositions, pilots, flight attendants,customer services (airport and callcentre), building and facilitymaintenance, airport and cargo groundservices and aircraft maintenance.HIRING INCENTIVES: Health benefitsplan, pension plan, travel privileges,share purchase plan.APPLICATION PROCESS:Career website aircanada.com/careers

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Air Canada



Bell has been part of Canadianinnovation and advancement for135 years. One of the country’s

most historic companies is also one oftoday’smost dynamic employers withnext-generation networks and communi-cation services that are transforming themarketplace.TheMontreal-headquartered

communications company is a sought-after employer with 18,000Quebec-basedemployees and a national team of 55,000.With a wide variety of jobs across thecompany, from sales andmarketing toengineering in wireless, Internet, TV,media and business communicationservices, Bell offers workers theopportunity for long-term professionalgrowth as well as personal growth.Bell is focused on the well-being of its

diverse workforce, says Bernard le Duc,the company’s executive vice-president ofcorporate services.“We put a lot of effort into ensuring

that we have a culture of inclusion in theworkplace and broad diversity across ouremployee base,” he says.“Bell believes it’s vital for our employees

to feel they can be themselves in the work-place and achieve their full potential.”This emphasis on providing a supportive

workplace is in line with the company’s fo-cus onmental health with Bell Let’s Talk,an unprecedented initiative that supportsmental health across Canada— and inBell’s ownworkplace.

“Bell Let’s Talk has helped people incommunities acrossCanadawithinvestments in anti-stigmaprograms,access tomental health care, andnewresearch. Bell is also committed to leadcorporateCanada inworkplacementalhealthwith strong support for ouremployees,” leDuc says.Bell hasmandatory national training

inmental health support for all manage-ment, and offers employees a range ofeducation and support programs. As partof their benefits, Bell employees can alsoaccess workplace and family assistanceplans, and $1,500 annually per person fortherapy and counselling.Bell Let’s Talk and other community

initiatives are a great source of pride forBell’s national team, he says.“The better our employees are feeling

about their workplace and our supportfor the community, the better their well-being. That ultimatelymakes usmoreproductive as a company,” le Duc says.“It’s a virtuous circle.”Bell’s new state-of-the-art, LEED-

certifiedMontreal campus plays a largerole in promoting employee well-being.With on-site fitness facilities, patios,gardens and a cafeteria featuring healthychoices, Bell’s headquarters reflect itscommitment to employee emotional andphysical health.A recipient of the 2014 CanadianHR

Award for Best Learning andDevelop-ment Strategy, Bell is a standout inprofessional development. Employees arecontinually offered learning and otherdevelopment opportunities, includingleadership development that helps

encourage promotion among thecompany’s ranks.“The fact that we’re a competitive and

financially robust company enables Bellto support our employees with excellentcompensation and benefits, as well asgreat career and professional develop-ment opportunities,”le Duc says.“We’re focused on innovation and

opportunity. That translates into a lot ofpositive options for the team.”

ALBERTA’S TOP EMPLOYERS 2015

Bell cares forhealthof itsdiverseworkforce

Kick your careerup a gear.Join a winning team. Apply today at bell.ca/careers

Bell volunteers helped raise funds for charities across Canada during the EmployeeGiving Campaign in November.

YEARS IN BUSINESS: 135NUMBER OF EMPLOYEES: 55,000nationwide.HEAD OFFICE: MontrealPOSITIONS EMPLOYED: Broadcastmedia, engineering, finance, legal,administration, sales, IT, trades andtelecommunications technicians.HIRING INCENTIVES: Competitivesalaries, generous benefits includingrobust mental health support; diversity-focused support programming, includinglesbian, gay, bisexual and transgenderaffinity group; state-of-the-art headquar-ters with cafeteria and fitness facilities;pension plan; career developmentprogram, including a personal growthplan for each individual employee.APPLICATION PROCESS:Online at jobs.bce.ca

Bell

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If youwork at CGI, you’re not consid-ered an employee, but amember.You’re also an ambassador, part

owner and, above all, invested in thecompany’s success as a leading firm ininformation technology and businessprocesses.“All ourmembers are part of our share

purchase program andwematch theircontributions. Asmembers of our com-pany, they feel empowered to come upwith good ideas and benefit from the out-comes,” says the chief operations officerfor Canada, ClaudeMarcoux.The number of opportunities CGI

members have access to is endless, thanksin part to the sheer size of the company.“With 68,000 employees around the

world, and the footprint we have inCanada, it’s fascinating to see the potentialcareer path they can have, and the possi-bilities to grow their skills,” saysMarcoux,who joined CGI in 1983 as a businessanalyst. He attributes his success to thecompany’s extensive coaching andtraining programs.One of themost successful programs is

an intensive, four and a half day trainingsession held three times a year for all thecompany’smanagers from around theworld. Called CGI 101, it is taught by 60executives to 200managers at a time ata hotel inMontreal. Some fly from as faraway as Denmark or Australia.Another training tool is CGI’s ownweb-

based socialmedia network platform called

CynerGI, where all 68,000 employees canaccess each other through videoconfer-encing for advice, coaching or an alternatepoint of view.It is this emphasis on training and

mentoring that business analyst CorinaParaschiv appreciates themost.“One of the prime factors I look at when

determining whether a job is a good fitis whether I can stay for a long time andkeep growing,” says Paraschiv, who joinedtwo years ago.“CGI really has that fit — it’s not just

about doing your work and getting paid,but having a long-term visionwithmen-tors who coach you, care about your well-being and are adept at sharing knowledge.“It’s an exciting adventure here, because

you never stop growing.”

Paraschiv also appreciates themanyperks of the job, including flexible work-ing hours and an emphasis on health andwellness. Employees have access to groupfitness classes ranging from yoga to box-ing, an on-site gym andmassage therapy.The company also pays for employees to

access nutritionists, ergonomic therapists,and professionals for financial or legal ad-vice when needed in their personal lives.Most of all, Paraschiv is proud of what

she does for a living and the teammatesthatmake it possible.“I love the teams here a lot. It’s hard to

find the rightmatch of personalities at ajob, andwhen you’re with people who areexcited to work, it’s verymotivating,” shesays.“We do the operations and strategy for

a lot of companies, so we touch a lot ofpeople by the nature of the workwe do.Whether you’remaking a transaction onyourmobile phone or browsing prod-ucts stacked on the shelves, CGI is likelybehind it.”


CGIsees its staffasmorethan justemployees

Join a global leader.Make the most of your potential.Business and IT consulting.Systems integration.IT managed services.Business process services.

Visit cgi.com/careers.

ntial.

A strong focus on training helps develop a team atmosphere among employees at CGI.

YEARS IN BUSINESS: Since 1976NUMBER OF EMPLOYEES: 68,000worldwide; 5,000 in MontrealLOCATIONS: Five in MontrealHEAD OFFICE: MontrealPOSITIONS EMPLOYED: Developers,designers, database administrators,network administrators, technical support,document professionals, IT architects,systems analysts, project and programmanagers, testers, business/software/design, technical support/customerservice, management consultants,business analysts, business processprofessionals, financial analysts,accountants, HR, marketing, industrysubject matter experts, directors,vice-presidents.HIRING INCENTIVES: Health carespending account, competitive compensa-tion, share purchase program, memberreferral program providing $2,000 forsuccessful hires.APPLICATION PROCESS:Online at cgi.com/careers

CGI

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A t first glance, a cafeteria in one’soffice buildingmay not seem likea big deal, even if, upon further

observation, it happens to be heavily sub-sidized andmanned by a gourmet chef.But for a busymomof two kids with a

husbandwhoworks night shifts, the abil-ity to eat well on the job— and take nutri-tious dinners home— is a lifesaver.“Today for breakfast I had eggs

Benedict, whilemy lunchwas turkey potpie with a spinach salad. It was delicious,”says Sabrina Cloutier, whoworks at thecompany’s distribution centre as a teamleader in the professional productsdivision of L’Oréal Canada.“To be able to bring inmyTupperware

and take home a fully cooked, nutritiousmeal formy kids when I don’t have time toprepare dinner is incredible.”This is just one example of howL’Oréal

Canada supports the work/life balanceof its employees. Staffmembers at all ofits work environments also enjoy flexibleworking hours and are allowed to accessemails and documents on the device oftheir choice, whether it’s a laptop theycanwork on fromhome or a smartphonewhile on the go.“I don’t have to stay atmyofficewaiting

for a specific email, I canmanagemy timewisely,” saysCloutier,who joinedL’OréalCanada eight years agowhen looking for acareer thatwould allowher to sampledifferent roleswhilemovingupwards.“I started in procurement, thenmoved to

customer care andnow I’ma team leader.To have that kind of varietywith the oppor-tunity to grow is rarewithin a company.”What stands out themost for Cloutier

is the company’s commitment to incorpo-rate beauty in every aspect of its activitiesthrough its newCSR program calledSharing Beauty with All.“For example, through its innovative

cosmetics, through its involvement withthe LookGood, Feel Better programwhichhelps people feel beautiful inside and out-side, through its commitment to preserveour beautiful planet with itsmany envi-ronmental initiatives and objectives, andfinally by being a good corporate citizen. Itreally is Beauty for All!”L’Oréal Canada has also launched a new

social program specifically for employees

called Share &Care. In addition to healthand social benefits, the program also fea-turesmany innovative initiatives such ashealth and safety days with guest speakerssuch as a nutritionist or ergonomist.Lunch-and-learn sessions feature

topics ranging from stressmanagement tosign language, and a subsidized daycare isavailable on-site for all employees.Thosewho cycle towork have access to

showers and bike racks, while others areassisted in finding fellow carpoolers.Through the SharingBeautywithAll

program, a new initiative calledMoreBeauty, LessWaste offers employees accessto L’Oréal products in slightly damagedpackaging for a fraction of the cost. Allfunds collected from the sales of theseproducts—otherwise destined for destruc-

tion—are donated towomen’s sheltersthat the employees choose themselves.By 2020, the company’s goal is to cut its

environmental footprint by 60 per cent,while serving one billion consumers.“I like their commitment to sustainabil-

ity, I think it’s nice to see a company striveto achieve these aggressive environmentalobjectives,” says health, safety and envi-ronmentmanager Karine de Bellefeuille.“All the programs, and especially the

personalizedmanagement and solutionsthat are offered, make it easier to achievework-life balance and it gives us the timethat we need for our children.”


L’OréalCanadapromoteswork-lifebalance

A worldwide social program for employees

Karine de Bellefeuille, left, and Sabrina Cloutier in the L’Oreal Kids daycare centre.

YEARS IN BUSINESS: 57NUMBER OF EMPLOYEES: 1,200LOCATIONS: Hiring in Montreal, Toronto,Vancouver, Calgary.HEAD OFFICE: MontrealPOSITIONS EMPLOYED: Marketing,commercial/sales, communications,financial, quality control engineer,industrial engineer, mechanical engineer,chemical engineer and distribution/logistics.HIRING INCENTIVES: Productdiscounts, shorter office hours on Fridays,mentorship and training programs,on-site daycare, intensive trainingprograms including opportunities to travelto New York and Paris.APPLICATION PROCESS:Apply at loreal.ca

L’Oréal Canada

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Growth,employeewell-beingpropelLundbeckCanada

Proud to be one ofCanada’s Top 100 Employers 2015 andMontréal’s Top Employers 2015

Hope, Strength, Humanity

Lundbeck is a leading pharmaceuticalcompany renowned for its ground-breaking drugs to treatmental

health.But the Danish drug-maker is gaining

a reputation as one ofMontreal’s bestemployers. That’s because LundbeckCanada focuses asmuch on the well beingof its employees as it does on the healthof those who benefit from its industry-leading treatments for brain disordersand cancer.“Lundbeck takes the well being of its

employees seriously and to show itscommitment to promoting a healthywork environment, the company is inthe process of introducing the nationalstandards for psychological health andsafety in the workplace,” says DominiqueGilbert, senior director ofmarket accessand health outcomes at Lundbeck CanadainMontreal.“Developed by theMental Health

Commission of Canada, this initiativeaims to raise awareness of and eliminatestigmas related tomental health issues inthe workplace, and our companywantsemployees to be respectful and supportiveof colleagues whomay be suffering from amental health issue.”This focus on ensuring its workforce

is healthy inmind, body and spirit is atthe heart of whatmakes Lundbeck a topemployer.While the newmental health initiative

represents its ongoing commitment to

its workers, Lundbeck’s opportunitiesfor career and personal development aresecond to none.“We offer excellent working conditions

and benefits — but those are really com-petitive to other organizations, so doesthatmake us unique?” Gilbert says.While that kind of compensation

certainlymakes Lundbeck attractive, it’sthe firm’s unique approach to individualgrowth among its staff thatmakes it standapart from other employers in the city.“Whatmakes us stand out from the

crowd is we offer employees a way to growand develop,” he says. “Each employee hasan individual development plan that takesthem to the next step in our company, as

well as developing their own skills.”Yet talk is one thing, andmany com-

panies do just that, heralding loudly theopportunities for development.But they do not necessarily follow

through on their words.“We don’t just talk about it,” Gilbert

says. “We actually do it. For example,somebody onmy team just returned froma nine-month assignment at our head-quarters in Denmark.”In Canada, the pharmaceutical firm

offers a wide variety of career paths fromsales to clinical trials to working withgovernment regulators for approval ofnew products.Yet Lundbeck also encourages its

employees to give back outside of the job.Besides supporting a number of charitableinitiatives, such as the Defeat DepressionCampaign and Light theNightWalk forleukemia and lymphoma research andpatient support, the company allows itsemployees to take one day off every year tohelp out with a charity of their choice.It’s all about treating its workers like

family.

Lundbeck Canada employees supported Olympian Clara Hughes as she cycled out ofToronto as part of her cross-Canada journey to raise awareness of mental health.

YEARS IN BUSINESS: Since 1995NUMBER OF EMPLOYEES: 205LOCATIONS: Across CanadaHEAD OFFICE: MontrealPOSITIONS EMPLOYED: Sales rep-resentatives, product manager, medicalscience liaison, CHE specialist, businessanalyst, scientific adviser, administrativeassistant, coordinator, HR adviser,specialist, manager, IT supporter.HIRING INCENTIVES: Group insur-ance program, pension plan, bonus plan,flexible work hours, year-round summerhours schedule for head office employees,subsidy for parking or public transit,compensation for work-related weekendtravel, professional development pro-gram, fitness and well-being incentive,referral program.APPLICATION PROCESS:Visit lundbeck.ca

LundbeckCanada

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McKessonCanada followscaringphilosophy

Caring is at the heart of whowe are

Our ICARE shared principles drive our team to provideinnovative and reliable support across Canada’s healthcare ecosystem. Join one of Montreal’s top employers,and help bring health care closer to home.

Together for better health

www.mckesson.ca

McKesson Canada is one of thebiggest players in the health-care world. Founded 110 years

ago inMontreal, McKesson Canada is awholly-owned subsidiary ofMcKessonCorporation of SanFrancisco, the largesthealth-care services company in theworld.Though commonly known as a national

pharmaceutical distributor,McKessonCanada is also a leading provider ofautomated pharmacy dispensing systems,hospital software systems, third-partylogistics and specialty consulting andclinical trial services. The companyservices all the stakeholders in the health-care industry: pharmacies, care providers,hospitals, drugmanufacturers, druginsurers and governments.The companymight be big, but

employees feel connected.“Each employee knows that they can

depend on the skills and experience ofthe people around them,” says GenevièveFortier, senior vice-president of humanresources, government affairs andcorporate communications.“That has created a strong sense of

camaraderie and a powerful work ethicthatmakes eachworkday a pleasure. Thisis further supported by our ICARE sharedprinciples, which serve as our corporateconscience and reflects the beliefs of theorganization. The five elements thatmakeup our ICARE philosophy are: Integrity,Customer First, Accountability, Respect,and Excellence.”

Employees who have workedwithMcKesson Canada formore than30 years have grownwith an ever-chang-ing company, supported by ongoing train-ing opportunities, along with a companypension and benefit package.“Our employees feel like a part of a

larger family committed to supportinghealth-care delivery to communitiesacross the country,” says Fortier.This could be becauseMcKessonCanada

treats its employees as integral parts of theoverall team. In fact, the companymain-tains a flexible health benefits plan thatallows employees to customize their levelsof coverage to suit their personal needs.“We also help employees strike an

appropriate balance between theirworkandpersonal lives by offering alternativework arrangements that include flexible

hours, a 35-hourworkweek (with full pay),a telecommuting option and reduced hoursduring the summermonths,” says Fortier.Other employee incentives that have

helped earnMcKesson a Top Employerdesignation include an employee stockpurchase plan; signing and year-endbonuses for eligible employees and refer-ral bonuses (up to $2,000 for successfulhires); supporting ongoing employeedevelopment with generous tuitionsubsidies for job-related courses (up to$3,000), formalmentoring and a varietyof in-house and online training programs;investing in the education of its futuregeneration through an academicscholarship program for children ofemployees to pursue post-secondarystudies (up to $1,000 per child; and astrong employee health focus, including

an on-site gymwith various fitness pro-grams and athletic equipment, a cafeteriawith a health-centredmenu and a com-prehensive health andwellness program.Yet, despite all of these perks, Fortier

says there’s a bigger incentive that keepsemployees happy to work atMcKesson.“McKesson Canada employees know

that their work has a positive impact onCanada’s health-care landscape, whetherit is in a pharmacy, hospital or local clinic,”she says. “That is a very fulfilling feeling atthe end of eachwork day.”

McKesson Canada offers a welcoming environment to its employees across the country.

NUMBER OF EMPLOYEES: Fulltime:2,875 across Canada; part-time: 545across Canada; at Dobrin head office:445LOCATIONS: Twenty-nine across Canadaincluding head office in Saint-Laurent, Que.POSITIONS EMPLOYED: McKessonCanada hires a wide range of personnel,including pharmacists, sales and accountmanagers, analysts, lawyers, distribu-tion centre workers and administrativeassistants, as well as IT, marketing, com-munications, human resources and otherprofessionals.APPLICATION PROCESS:Visit mckesson.ca for currentopportunities, or visit LinkedIn atlinkedin.com/company/mckesson-canada

McKessonCanada

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MorganStanleyembracescollaboration

© 2015 Morgan Stanleymorganstanley.com/about/careers/montreal.html

MORGAN STANLEY IS HONOURED TO BENAMED ONE OF THE TOP EMPLOYERSIN ONE OF THE WORLD’S TOP CITIES.

Apositive, vibrant, exciting officeculture.That’s what keeps JasonDub-

sky passionate about working atMorganStanley.“There is a significant culture of owner-

ship, initiative and innovation here,” saysDubsky, a vice-president in finance tech-nology inMorgan Stanley’sMontreal office.“Wework on projects that are really

interesting, and everyone contributes sig-nificantly.We have a ton of experts here.”TheMontreal office is one ofMorgan

Stanley’s largest Technology campuses.“It’s pure technology fuelled by tech-

nologists. The best in the business,” saysAlan Vesprini,Morgan Stanley’s execu-tive director of technology and data inMontreal. Many are chosen from theprovince’s universities and, indeed, withinMontreal’s thriving information technol-ogy industry.“It is an office solely dedicated to the

design and development of world-classtechnology solutions for the world’s finan-cial markets.“We hire very smart people,” Vesprini

adds. “It’s not just a job.Wewant people tocome in, questionwhat they’re working onand find better ways to do it.”Diversity is an important part of the cul-

ture atMorgan Stanley. Different opinionsare valued and employees are encouragedto bring their full selves to work.Resources are always available for

learningmore. The Technology Analyst

program— essentially, an 18-week techboot camp for new grad hires — givesemployees a chance to learn “everythingthey’ll ever need to know about theMor-gan Stanley technology,” says Dubsky.While the corporation’s resources are

always handled extremely carefully —software, firewalls, riskmanagement— the popular Innovation Lab is a placefor employees to experiment with newtechnologies before they’re approved orimplemented globally.Movement within the company is en-

couraged through theMobility program,andmany take advantage of it, advanc-ing their careers through learning newtechnologies or languages andworking onnew teams.A formalmentoring programmatches

people for further learning opportunities,andMorgan Stanley’s open-door policymeans any staffmember can seek helpfrom other teammembers ormanagers,regardless of title.Meeting rooms andwhiteboards are

abundant through the office.More thanample video conferencing facilities andvideo desktops provide the opportunityand technology required to link teamsglobally throughout the day as collabora-tion is the theme throughout the office.Morgan Stanley encourages staff to get

involved in the community and employeeshave responded in big ways. One volunteerteam raisedmore than $20,000 for Pedalfor Kids, a fundraiser for theMontrealChildren’s Hospital Foundation. Othersvolunteer at the Quebec Breakfast Club

program, serving food to children in less-advantaged neighbourhoods in the city.“We really encourage giving back,” says

Vesprini, “andwe try to get our youngeremployees involved so that they under-stand how good it feels to give back.”

Bjarne Stroustrup from Morgan Stanley speaks to 1000-plus developers and students ata free C++ conference at Place des Arts in Montreal.

YEAR FOUNDED: 1935 (Montreal officeopened in 2008)

NUMBER OF EMPLOYEES: 55,000 in43 countries, 500 in Montreal.OFFICES: Canadian offices are located inToronto, Calgary, Montreal and Vancouver.POSITIONS EMPLOYED: Seniordeveloper – C++, technical lead – Java,Windows engineer, database developer,UI developer, systems integrator, networkadministrator, security analyst, e-discoveryspecialist, business analyst, project manager.HIRING INCENTIVES: Employer-paidhealth plan; four weeks vacation in firstyear; maternity and adoption top-up;gym subsidy; RRSP matching; tuitionreimbursement program; paid time off forvolunteering within community; recogni-tion programs; professional development;on-site wellness programs; mentorship andmobility programs; discounts on products;employee assistance program; internationalwork opportunities.APPLICATION PROCESS:Morganstanley.com/careers

MorganStanley

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Nuancedeliverscutting-edge technology

We’re proud to beone of Montreal’s TopEmployers for 2015. Join us at

jobs.nuance.com

Through its four divisions ofEnterprise,Mobile-Consumer,Healthcare and Imaging—Nuance

ismaking technology as easy to use as thespokenword.Known for products such as Dragon

Naturally Speaking, Nuance also providesthe powerful technology formobile as-sistants, SmartTVs and Smart watches,blending technology seamlessly into theeveryday lives of people around the world.Richard Lajoie, vice-president of soft-

ware engineering, research and develop-ment, has been at Nuance since it openedtheMontreal lab.Overseeing software developers and

engineers, Lajoie says he truly believesthe company’smessage to students, thatworking at Nuance is working with thebest and brightest.“I tell them that everyday youwill get

inspired by someone that youworkwithand you’ll learn from them,” Lajoie says.He says the corporate philosophy at

Nuance provides employee independence.“You’re notmicromanaged, there’s not

someone looking over your shoulder allthe time. You’re there to grow and to workon advanced technologies.”Benoit Banville was approached byNu-

ance to work on the company’s Nina intel-ligent virtual assistant formobile apps.“I jumped on the occasionwhen I

learned about everything else around thework itself —Nuance’s history of recogni-tion for being a top-notch employer and

colleagues’ testimony to howNuance wasa great company to work for.”Banville, amobile software developer,

says Nina technology was used to createthe virtual assistant, Dom, on the Domi-no’s Pizzamobile app in the United States.“It’s exciting to work on an exceptional

team composed of technically strongindividuals that all share the same goal.Everyone’s opinion is valued and encour-aged in order to create the best productspossible.”Brett Beranek, director of product

strategy, says the collegial atmospherecombinedwith the latest technologiesmakes Nuance a great place to work.“Nuance has these very exciting tech-

nologies — speech recognition, natural

language understanding, voice biometrics— these are things that can’t be describedany other way than cutting edge.“It’s just fun to be working with technol-

ogy and to be working on projects that areso innovative.”DimaCichi, a senior projectmanager,

joinedNuance’s Enterprise team after do-ing an eight-month internship in its co-opprogram.“What’s great about Nuance is that we

evolve our products.We knowwhat istrending, and given that information, welike to start our own trends.”Cichi says her specialty is voice biomet-

rics — the very newest trend.“I am proud to be a part of it. I also per-

sonally like bragging tomy friends that, ‘I

worked on this project’ once it reaches themedia, such as Tangerine’s recentrelease on its new banking applicationthat utilizes voice authentication.”

Photo: Stoffel De RooverNuance makes technologies such as mobile assistants work seamlessly.

YEARS IN BUSINESS: 21NUMBER OF EMPLOYEES: 550 inMontreal, additional 250 across CanadaLOCATIONS:Montreal, Toronto, Ottawa,Waterloo.HEAD OFFICES: Montreal for Canadawith headquarters in Burlington, Mass.,POSITIONS EMPLOYED: Softwareengineers, software quality assuranceengineers, application developers,speech scientists, project managers,natural language understandingengineers.HIRING INCENTIVES: Four weeks’vacation, 10 paid sick days, flexible workschedule, downtown location, healthbenefits as of Day 1, health spendingaccount, wellness account, transit/parking allowance, group RRSP withcompany contribution, incentive bonus,referral bonus, patent bonus, rewardinginternship program, employee stock pur-chase plan, Nuance University, in-houseFrench classes, subsidized tuition.APPLICATION PROCESS:Jobs.nuance.com

Nuance

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VigilantGlobalsearchesforbestandbrightestNicholas Osadchuck is the newly-

hired talent acquisition specialistforMontreal-based technology

dynamoVigilant Global.He says hismission is tomake Vigilant

a recognized name on the campuses ofschools with high-tech and financereputations.“Our goal is really to bring to Vigilant

the best talent available inMontreal, andalso the rest of Canada,” he says.Founded in 2005, Vigilant Global is a

software developer in the field ofmicro-trading, the automated, high-speedprocessing of financial transactions onmarkets around the world.To stay ahead of its competitors in the

frenetic, high-stakesworld of low-latencytrading, Vigilant recruits software devel-opers, network administrators, systemsintegrators, network architects and a fewsupporting general business professionals.“I think I was employeeNo. 52, about

four years ago,” says communicationsmanagerMarilena Varano. Now, she says,employees number 120— and rising.Vigilant is expanding its internship

programswith partner schools and “so far,I thinkwe’ve hired every single intern,”Varano says. “We need a lot of talent tofulfil themandate that we have.”LukePotterwas a studentwhoworked

part-time atVigilantwhile finishing hisdegree as a software engineer andwas thenhired on full-time.He says every project ison the leading edge of his field, requiring

constant innovation. Andhis project team-mates have become close friends, thanks inlarge part to theVigilant culture.To attract the best, and keep them cre-

ative and content, Varano says Vigilant hasembraced corporate techno-culture. Thatincludes a games roomwith a monster,wide-screenmonitor for video games. Italso boasts a foosball table and ping pong.There are also free, catered breakfastsand lunches for all employees.Khaled El-Badawi, amechanical engi-

neer with aminor in computer scienceand a “passion” for the field, says he heardabout Vigilant fromhis friends.“I didn’t believe them,”El-Badawi recalls.

“But it’s true. The perks are incredible.”He lists the cateredmeals, team activi-

ties and fantastic social life with work-

mates asmajor attractions— but he insistsit’s really about the work.“I feel that I’ve grown exponentially

since coming here. And everyone is acces-sible.”Even the founding partnersmake time

for impromptu discussions with employ-ees who have ideas or questions, he says.Varano says Vigilant was started by a

group of whiz kids— “really a bunch ofpretty young guys.”But the average age of employees is now

33 and the company has developed fullycompetitive wages and benefits includingmaternity-leave top-up payments to 100per cent of salary; five weeks of paternityleave, plus a further six weeks of four-day weeks with full pay for new parents;gym subsidies and partial funding for any

activity involving five ormore employees.There are transit and parking subsidies,plus the usual health-care and dentalprograms.Varano says Vigilant is also a strong

supporter of the wider community. BeforeChristmas, she says, the games roomwasfilled with non-perishable food donationsfor the annual Spirit of Giving campaign.

Vigilant Global employees celebrate the collection of more than 8,000 items for the 2014Spirit of Giving campaign.

YEARS IN BUSINESS: 10NUMBER OF EMPLOYEES: 120LOCATIONS:MontrealHEAD OFFICE: MontrealPOSITIONS EMPLOYED: Softwaredeveloper, network administrator,systems administrator, systemsintegrator, network architect.HIRING INCENTIVES: Three weeksof vacation from start, smartphone (forwork/private use), catered breakfast &lunch, gym membership, $500 annualactivity allowance, Lufa Farms organicproduce subsidy, maternity/paternityleave top-up payments, daycaresubsidy, transportation allowance.WAGE RANGE: $50, 000 to $80,000APPLICATION PROCESS:Apply through the corporate website, bysubmitting your resume to [email protected], visit the Vigilantbooth at local university career fairs.

Vigilant Global

This story was produced by Postmedia’s advertising department on behalf of Vigilant Global for commercial purposes.Postmedia’s editorial departments had no involvement in the creation of this content.

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Since 1896, C&DAerospace has beena leader in themanufacturing ofcommercial interiors, and has since

expanded into the ever-growingmarket ofcorporate business jets. The source of itsgrowth has comemainly fromwithin, andthis has enabled it to develop the capabil-ity to provide the airframemanufactur-ers and the airlines with a completelyintegrated interior.In 2005, C&DAerospace embarked

on a new journeywith its acquisition byZodiac, and a new company, Zodiac Aero-space, was created.Zodiac Aerospace’smission is to design,

certify, manufacture and support theworld’smost innovative aircraft interiorsand composite structures. It is amulti-national organization that hasmasteredall of the elements; from boating tech-nology to aeronautical products, and isa world leader in aerospace equipmentand systems for commercial, regional andbusiness aircraft, as well as helicoptersand space applications.Moreover, ZodiacCabin and Structures is the world’s lead-ing provider of integrated cabin interiors.“Zodiac Aerospace emerged uniting

15 facilities in six countries under onename,” says TanyaMayar, HR generalist/recruiter. “Despite tremendous growth,Zodiac Aerospace has steadfastlymain-tained a resolve to build the highest qual-ity interiors with the spirit of a private,local business.What defines our companyevenmore than our signature products

are our strong personal relationships.”Despite its large size (Zodiac Aerospace

has almost 1,000 employees), the com-pany boasts a close-knit team that shares asimilar work philosophy and culture.“We have a young, dynamic, friendly,

high energy growth-orientated workenvironment filled with team spirit,” saysMayar. “We remain professional but stillfoster a casual work environment... We area close-knit family. You canwalk into thecafeteria and chit chat with five differentpeople fromfive various departmentswhile warming up your lunch.”This positive work environment is

partly due to unique programs ZodiacAerospace offers its staff. For instance,it subsidizes staff education to enhance

workers’ skills for their current posi-tions and potential future growth. It alsonominates an employee of themonth, aswell as holds employee recognition eventsthroughoutMay to promote team-build-ing and encourage employeemorale.Zodiac Aerospace also offers paid and

unpaid student internships. Other perksinclude flexible work hours, matchedemployee RRSP contributions, discountson cellphones and insurance as well assummer andwinter shutdowns.With its array of perks, it’s small wonder

most employees are there for the long run.“The average length of employment of

all our employees is 4.5 years and the em-ployee withmost seniority has been herefor 20 years,” saysMayar.


ZodiacAerospacehelpsemployees takeflight

Zodiac Aerospace employees work on a piece of aircraft interior.

YEARS IN BUSINESS: Founded in1896NUMBER OF EMPLOYEES: 930employees at the Kirkland facility and30,000 worldwide.LOCATIONS: 98 sites in total includingCanada, United States, France, Germany,Mexico and Brazil.HEAD OFFICE: Plaisir, FrancePOSITIONS EMPLOYED: Material con-trol, production/manufacturing, engineer-ing, quality assurance/control, adminis-tration, maintenance, procurement.HIRING INCENTIVES: ExpertEngineering program, EAP, competitivebonus structure, Lotus Mobility (intra-company transfers), car pooling incen-tives, flexible work hours, paid personal/sick days, employee recognition incen-tives and activities, insurance benefitswith paid premiums, RRSP employermatching contributions, summer hours,possibility for travel, five- & 10-yearclub to recognize those with long-termseniority, organized employee motivat-ing activities throughout the year, opendoor policy in HR department, summerand winter shutdown pending businessactivity.APPLICATION PROCESS:Online at zodiacaerospace.com

ZodiacAerospace

This story was produced by Postmedia’s advertising department on behalf of Zodiac Aerospace for commercial purposes.Postmedia’s editorial departments had no involvement in the creation of this content.

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EMPLOYERSNow’s the time to apply!Be one of Montreal’s Top Employers in 2016.

To Apply! go to

www.canadastop100.com/montreal


Montreal's Top Employers (2015)

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