The · HR Excellence Awards 2015 3 Welcome to the HR Excellence Awards Gala. Thank you for showing...

The

Human Resource Management Association of Manitoba

welcomes you to the

Presented by

HR Excellence Awards 20152

T A K E Y O U R P L A C E A M O N G T H E B E S T.

3HR Excellence Awards 2015 3HR Excellence Awards 2015

Welcome to the HR Excellence Awards Gala.

Thank you for showing your support for the dedication, talent, and hard work of Manitoba’s HR professionals!

Designed to showcase outstanding human resource achievements in Manitoba, HRMAM’s prestigious awards honour organizations and individuals who are leaders in diversity, development, impact, and innovation.

Tonight’s event will showcase the nominees in four distinct Business Excellence Award categories and five Professional Excellence Award categories, with each award recipient announced live during the evening’s program.

Business Excellence Awards recognize large and small 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.

Professional Excellence Awards recognize individuals who apply their expertise to the objectives of their organization and the people they support. The Rising Star Award recognizes new talent in our industry, the HR Manager of the Year Award recognizes excellence in leadership at the managerial level and the HR Executive of the Year Award recognizes the value that experience can bring. For the first time, we’ll be honouring a CEO with the CEO HR Champion of the Year Award. This award recognizes an individual for championing and driving innovative and bold human resources strategies.

The HRMAM 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 of our nominees and award recipients!


F I R S T C O U R S E

Roasted Beet SaladRoasted beets with fresh goat cheese,

shaved apple and arugula

E N T R É E

Slow Roasted Prime Rib Prime rib served with parsnip whipped potatoes,

fresh asparagus and honey glazed carrots

D E S S E R T

Maple Crème Brûlée

D I N N E R W I N E

Cono Sur Bicicleta — Viognier Cono Sur Bicicleta — Pinot Noir

The

GALA MENU

5HR Excellence Awards 2015

C O C K TA I L R E C E P T I O N

WelcomeMaster of Ceremonies

G R E E T I N G S

HRMAMRoma Thorlakson, Chair

Karley Middleton, Chair, Gala

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Presenting SponsorsManitoba Blue Cross Winnipeg Free Press

D I N N E R

P R E S E N TAT I O N O F AWA R D S

Professional Excellence AwardsBusiness Excellence Awards

The

EVENING'S AGENDA


"This piece symbolizes two principal components that are intertwined with energy flowing from one to another and back again. It's a perfect representation of human resources and business. The design expresses unification because one does not function without the other. Each partner is molded to the other and committed to a common vision that results in success."

George W. Shannon, Artist O N T H E E D G E G L A S S S T U D I O

The

AWARD

The

Professional Excellence Awards


Marycel Juan is a full-time student at the University of Manitoba and is working towards a Bachelor of Commerce (Honours) Degree with a focus in human resources.

Marycel’s work experience includes work placements at Manitoba Public Insurance as a human resource intern, The North West Company as a learning and development intern, and at the Canadian Museum for Human Rights as a human resource intern. Post-graduation, she wants to pursue the Certified Human Resource Professional Designation.

Marycel hones her leadership skills as co-president of Broadway Disciples United Church youth group, director of Corporate Relations for the University of Manitoba Human Resource Association and vice-president of Talent Management for AIESEC Manitoba, the local chapter for the largest student-run organization in the world. Marycel also has a passion for helping others, and volunteers with organizations in a mentor-like capacity.

In her free time, Marycel enjoys traveling and hanging out with friends. She makes a conscious effort to support the local economy by attending local festivals, supporting local art and theatre, and trying out the wide variety of restaurants in the city.

N O M I N E E Marycel Juan

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

9THE PROFESSIONAL EXCELLENCE AWARDS

International student Olga Shupta is enrolled full-time in the Human Resource Management program at the University of Winnipeg.

Yet, Olga isn’t new to the professional world. In fact, her experiences and skills began in Ukraine as a high-level administrator for the American Chamber of Commerce and for Ukrainian and foreign governmental and non-governmental organizations. Olga was also involved in the event management process of key meetings with government officials, including former president of Poland Aleksander Kwasniewski, Resident Representative of the International Monetary Fund Max Alier, Country Director of the World Bank Qimiao Fan, and U.S. Vice President Joe Biden.

For Olga, Canada provides numerous opportunities in which she can share her previous experience and leadership skills with domestic and international students. For example, Olga initiated and coordinated the English as a Second Language (ESL) Good Food Market—a non-profit project that strives to offer access to fresh and healthy food for students as well as initiating the "Workplace Mental Health" for business and psychology students at the University of Winnipeg. These examples provide just a small insight into her dedication to helping people and her community.

N O M I N E E Olga Shupta



Enrolled in a post-degree program through PACE at the University of Winnipeg, Amritpal Singh brings a world of experience to the HR industry. Originally from India, Amritpal graduated from Panjab University in Chandigarh, India with an MBA in human resources.

For three years, Amritpal worked as an HR assistant manager, where he received Employee of the Year in 2013. Since immigrating to Canada, he’s been continuing to hone his leadership skills through volunteer work at the Human Resource Department of Manitoba Start and HRMAM, where he is a current member.

Not only is Amritpal fluent in English, Punjabi and Hindi, he also continues to improve his presentation and language skills through Toastmasters. Effective presentation skills are important to Amritpal as he aspires to be a chief people officer after obtaining his Certified Human Resource Professional Designation and Executive MBA at Harvard Business School.

N O M I N E E Amritpal Singh



Jodi Willis enjoys challenging the norm and playing devil’s advocate at every opportunity. However, for Jodi, it’s not to be an opposing voice, but to think of innovative solutions to an issue.

After obtaining a position with Prairie Mountain Health (PMH) in the Human Resources Department, Jodi began spearheading several projects that impact the organization greatly. One project involved the relocation of professionals along with their families in rural Manitoba. She also initiated and organized two Comprehensive Health Care Aide certifications courses, through networking and developing partnerships with local high schools, post-secondary institutions and government bodies. As a result, 20 students, who were on social assistance and struggling to find employment, graduated the program.

In addition to Jodi’s leadership roles as an HR consultant for PMH, she also serves as the current vice-president of the Swan Valley Chamber of Commerce and continues her education through various HRMAM workshops and conferences. Jodi goes above and beyond in her career with PMH, making a lasting impression on their organization and has become an indispensable asset to the team.

Jodi grew up in Swan River Valley and relocated to Winnipeg to obtain her post-secondary education. She holds a Bachelor of Commerce (Honours) degree from the University of Manitoba, with a double major in Human Resources Management and Finance. Jodi relocated back to her home town upon graduation and has since completed her Certified Human Resources Professional designation.

N O M I N E E Jodi Willis

The Rising Star AwardRecognizes an individual for impressive accomplishments and results in the first five years of human resources experience.

Sponsored by:


N O M I N E E Savita Bawa

The HR Manager of the Year AwardRecognizes an individual for developing, championing and implementing an initiative, program or project that clearly and measurably demonstrates a positive impact for the organization.

As Human Resource Manager for Sunwest Screen Graphics, Savita Bawa is instrumental to the company’s everyday operations. While being responsible for all areas of HR, Savita is a critical resource in day to day decisions and longer term strategic planning.

From 2010, Sunwest Screen Graphics’ staff grew from 88 to just under 200 employees. Savita saw an opportunity with Quality Insurance Personal to create a train the trainer program to better document and regulate the training process for new employees and increase employee retention.

Under Savita’s management, trainers became more confident in their ability to communicate skills to new hires, training costs and training time decreased by approximately 70 per cent and employee retention increased significantly.

Savita’s dedication to successfully unrolling the train the trainer program did not go unnoticed by Sunwest Screen Graphic’s executive team. Since its implementation, they continue to delegate high priority projects to Savita.


N O M I N E E Colin Finlay

In 2012, HRMAM offered Colin Finlay the opportunity to lead a group of Certified Human Resource Professionals (CHRP) through the establishment and implementation of the evaluation process for all of Manitoba’s future CHRPs.

Called the Experience Assessment Committee (EAC), for over two years, Colin’s job was to develop systems—which could then be used to evaluate professional experience and subimissions in the human resource field by those wanting to obtain their CHRP in Manitoba.

To ensure the EAC’s lasting success, Colin supported open communication as well as different levels of collaboration with assistance from the staff at HRMAM. In order to ensure that smaller groups didn’t feel isolated from the committee as a whole, Colin acted as a liaison when questions were raised regarding how each committee was interpreting information or applying the evaluation process.

Of course, this only presents a small reflection of Colin’s confidence and ability, collaborative leadership and commitment to the project at hand. In essence, Colin went above and beyond, making it easier for those in the HR profession.

The HR Manager of the Year AwardRecognizes an individual for developing, championing and implementing an initiative, program or project that clearly and measurably demonstrates a positive impact for the organization.


N O M I N E E Natalie Chan

The HR Executive of the Year AwardRecognizes an individual for leadership and implementation of strategic responses to address economic, societal, technological, political or demographic trends thatcould impact the organization and human resources practices.

Upon joining the Richardson International team in December 2009, Natalie Chan’s mission was to research and create a three-year plan that outlined how HR and the executive group could collaborate to evolve Richardson’s HR practice into becoming a strategic business partner.

It was clear to Natalie that there was frustration with the lack of strategic direction from the HR team. Natalie looked at the business and focused on areas where the current HR team could make the biggest impact for employees and the organization.

In February 2010, Natalie presented the three-year plan to the executive of Richardson International and it was approved in its entirety, including $1 million in additional HR spending. In the following years, Natalie and her team successfully accomplished all of these projects resulting in transformational changes in the organization and a positive perception of the HR team and its value to the organization.

Since Natalie took the helm for HR at Richardson International, the company has grown from 1400 to 2500 employees. The HR team has also evolved from a largely administrative team of 12 to a professional, strategic team of 20. Natalie’s leadership was recognized by the executive team and she was promoted to vice president, reporting directly to the president.


N O M I N E E Jean La Rose

The CEO HR Champion of the Year AwardRecognizes an individual for championing and driving innovative and bold human resources strategies.

In the wake of an expiring broadcasting license, Jean La Rose, chief executive officer at the Aboriginal Peoples Television Network (APTN) was faced with facilitating the renewal process, while ensuring the entire organization stayed motivated and focused, as they continued to carry out their regular assignments.

To Jean, downsizing or laying off employees was never an option. Instead, instilling a ‘united front’ with his staff was imperative to the renewal process, which in the end, proved successful. Jean lead the network to a five-year renewal and received an increase in wholesale fees.

Often described as a true role model and leader by friends and peers, Jean understands the importance of investing in your organization’s employees. For Jean, APTN’s employees are the foundation of the network’s success. He supports staff professionally and personally through open communication and creating an overall positive working environment.

Jean is from the Abenakis First Nation of Odanak. Raised in Ottawa, he studied Journalism at Algonquin College and obtained his B.A. in Social Communication at the University of Ottawa. Jean joined APTN in November 2002 as CEO.


The

Business Excellence Awards

17THE BUSINESS EXCELLENCE AWARDS

Richardson International’s executive team knew that in order to achieve the company’s growth strategy, a serious transformation would have to occur in the HR department.

Natalie Chan joined Richardson International in December 2009, and by February 2010, had presented a new strategic three-year HR plan that would provide the level of strategic support and collaboration for a company continuing to grow. During the following years, these initiatives were successfully implemented by the HR team in partnership with business leaders.

As growth is an ongoing component of Richardson International’s strategy, employee retention is given significant attention. Working with a consulting firm, Richardson International revamped its base pay and bonus structure in the organization, redesigned its benefits and pension programs and developed a comprehensive Management Development Program. These initiatives, along with many smaller projects ensure Richardson International will continue to be a leader in the market for many years to come.

In 2012, the three-year plan proved instrumental as Richardson International embarked upon acquiring significant assets from Viterra. The acquisition involved 500 employees, including three new unionized employee groups and Richardson's first US-based employees. This provided an opportunity to capitalize on the HR changes that had been made in the organization during the preceding years.

Over the last five years, Richardson has grown from 1400 to 2500 employees, with approximately 600 employees through various acquisitions. Furthermore, the HR team has evolved from an administrative team of 12 to a professional, strategic team of 20 with Natalie promoted to vice president.

N O M I N E E Richardson International

The Overall Organizational HR Strategy AwardRecognizes initiatives and programs that bring a strategic perspective to the organization, informed by economic, societal, technological, political, and demographic trends that supports success and enhances the value of human resources.

Sponsored by:


When the Canadian Museum for Human Rights was established in 2008, it only had two employees and no organizational structure or systems in place. While the organization was proud to state that it would be the first museum in the world solely dedicated to human rights, being first also meant that there was no blueprint for many of its operations, including staffing.

By establishing an organizational design and workforce plan that would support its unique vision and strategy, the Museum was able to build a team of 193 employees and 200 volunteers who ultimately welcomed its first visitors on Sept. 20, 2014. Its objective, to attract a team of highly engaged, talented employees who are representative of the communities in which we live and serve was fulfilled, as evidenced by positive Employee Equity statistics and a workforce that is 87 per cent bilingual in both Official Languages.

Though the organization faced numerous roadblocks over the years that followed, including having to delay its opening date by two years, and some negative press on the subject of turnover, the team stayed the course by adapting the workforce plan and mitigating various challenges.

Early feedback from visitors is extremely positive; the Museum board attributes their success to the enormous impact of their employees and volunteers, without whom, this world-class facility would not be possible.

N O M I N E E Canadian Museum for Human Rights

The Workforce Planning and Talent Management AwardRecognizes initiatives and programs that build a high quality workforce, specifically linked to achieving overall organizational strategies.

Sponsored by:


For car and truck rental company Enterprise Holdings, employees and management know that operating a sound and engaging business relies on six core areas: diversity and inclusion, business ethics, community relations and philanthropy, environmental conservation, workplace quality and operations.

And while the Winnipeg operating group consistently performed above the company’s standards in a number of these areas, the correlation between employee engagement and strong financial results was not always evident. For that reason, Enterprise decided to measure results based on employees’ efforts to represent the company in outside events, as well as retention results.

Enterprise’s general manager/vice-president were instrumental in supporting each of the initiatives based on the six core areas, which kept deadlines intact, and employees excited and involved. Enterprise found that nearly 17 per cent of their full-time employees sought funding for charities of their choice, nearly half of their full-time employees participated in a group-wide Blood Drive, and dozens of community events were fundraised for and attended throughout its branch network.

In terms of employee retention, Enterprise conducted an anonymous employee opinion survey as well as focus group meetings across all staffing levels to initiate change. Through these steps, they were able to expand their training program and provide additional leadership opportunities to enhance their employee’s satisfaction. As a result, specifically for first level management positions, Enterprise’s retention increased by 5 per cent from an already strong starting point.

N O M I N E E Enterprise Holdings

The Organizational Engagement AwardRecognizes initiatives and programs that enhance organizational productivity, morale and culture.

Sponsored by:


Sponsored by:The Health, Wellness and Safe Workplace AwardRecognizes initiatives and programs that help employees stay healthy, well and safe, protecting them and the organization, using all measures at their disposal.

It’s not often that a small business makes extraordinary leaps in developing and implementing a safety management system all on its own. Many challenges can arise when resources are limited and there aren’t enough employees to meet needed costs.

However, for Boulet Brothers Concrete Ltd., each challenge was met with determination, resilience and a commitment to employee safety, not just from management, but from the staff as well. For example, employees were integral in the development and implementation of a critical task list, which identifies 81 jobs and what safe work practices are developed for them. Workers are also required to discuss hazards and near misses on the job in a weekly toolbox safety meeting led by either part-owner Hubert Boulet or a managing supervisor.

It’s no surprise that with such strong employee dedication to health and wellness, in 2013, Boulet Brothers Concrete Ltd. achieved their COR with a score of 94.8%. Now, safety is part of the overall company philosophy. “Safety systems are tied to operational efficiency," says Hubert. “You might think it slows you down, but once you learn how to do things properly, you’re just as quick doing work safely as you are doing work unsafely.”

N O M I N E E Boulet Brothers Concrete Ltd.


Similar to many other workplaces across Manitoba, strains and sprains account for roughly 70 per cent of lost time injuries at the City of Winnipeg, directly impacting hundreds of employees each year and contributing to many lost work hours.

In order to decrease this percentage and keep their employees safe and well, the City, under the sponsorship of the director of Corporate Support Services, proposed Body@Work in March 2012. Body@Work is an integrated approach to preventing strains and sprains by building organizational awareness regarding injury prevention, fostering an attitude of ownership among employees for wellness, and providing systems, processes and resources required to prevent injuries.

Commitment from the City's senior management team ensured strong leadership, adequate resources and effective stakeholder communication during implementation of Body@Work.

The City of Winnipeg has taken a progressive and proactive approach to enhancing the safety and health of its staff. With approximately 10,000 employees, a healthy City of Winnipeg staff is a model for other businesses and organizations in Winnipeg to do the same.

N O M I N E E City of Winnipeg

Sponsored by:The Health, Wellness and Safe Workplace AwardRecognizes initiatives and programs that help employees stay healthy, well and safe, protecting them and the organization, using all measures at their disposal.


Dr. Hook Towing Services Ltd. recognizes that its employees are the most valuable asset to the company, and that investing in their wellness is as important as providing professional and courteous towing and recovery services to customers.

With over 110,000 service requests every year, Dr. Hook Towing Services Ltd. invests in developing and implementing company specific health, safety and wellness policies as well as procedures, roles and responsibilities for leaders, supervisors and employees. Dr. Hook Towing Services Ltd. also emphasizes hazard and near miss reporting, and regular safety communication. Even outside the company, Dr. Hook Towing Services Ltd. places importance on engaging in a healthy lifestyle by providing wellness enhancement opportunities.

One of Dr. Hook Towing Services Ltd.’s long-lasting contributions to their employees’ health and wellness occurred in 2010. Dr. Hook Towing Services Ltd. undertook an initiative to formally develop and implement a safety management system that would meet the challenges and risks of the tow and recovery industry. As a result, Dr. Hook Towing Services Ltd. completely transformed its safety culture and reduced the risk (both probability and severity) of incidents to their employees.

The Dr. Hook Towing Services Ltd. Safety Management System has set a precedent in the Manitoba towing industry.

N O M I N E E Dr. Hook Towing Services Ltd.

The Health, Wellness and Safe Workplace AwardRecognizes initiatives and programs that help employees stay healthy, well and safe, protecting them and the organization, using all measures at their disposal.

Sponsored by:


At Maxim Truck & Trailer, they believe employees should go home at the end of the day in as good of shape as they came in. To ensure this, Maxim’s employees—at every level—have made a full commitment to addressing ways in which the workplace could become safer and reduce injuries.

It began with a new HR Department and the addition of a health and safety coordinator, which meant Maxim Truck & Trailer would now have a dedicated commitment to safety, with the support of their senior management.

Shortly after, Maxim Truck & Trailer’s new monthly safety talk program was introduced. Safety Talks is mandatory for each department in every branch across the country. A brief 10-15 minute review of the topic provides a small reminder to all employees of the importance of safety and helping to reduce the likelihood of injury.

Since the Safety Talks program was implemented, the number of reported incidents and severity of incidents reduced significantly. For Maxim Truck & Trailer, being a leader in the full service leasing, rental and selling of heavy duty trucks and trailers means being a leader in their employees’ health and wellness. Otherwise, there would be no Maxim Truck & Trailer.

N O M I N E E Maxim Truck & Trailer

The Health, Wellness and Safe Workplace AwardRecognizes initiatives and programs that help employees stay healthy, well and safe, protecting them and the organization, using all measures at their disposal.

Sponsored by:

24 HR Excellence Awards 2015

2015 HR EXCELLENCE AWARDS SPONSORS

AWARDS CATEGORY SPONSORS

P R E S E N T I N G S P O N S O R S

OVERALL ORGANIZATIONAL HR STRATEGY AWARD

HEALTH, WELLNESS AND SAFE WORKPLACE AWARD

WORKFORCE PLANNING AND TALENT MANAGEMENT

RISING STAR AWARD

ORGANIZATIONAL ENGAGEMENT AWARD


EVENT VIDEO EXPERIENCE SPONSOR

DÉCOR & DESIGN SPONSOR

RECEPTION SPONSOR

2015 HR EXCELLENCE AWARDS SPONSORS

CORPORATE TABLE SPONSORS

SUPPORTER SPONSORS

HR Excellence Awards 201526 HR Excellence Awards 201526

C O M M I T T E E S

Awards Gala PlanningKarley Middleton, Chair

Savita BawaAngela Berry

Marlene HatgistamatakisRebecca SislerKristina Yurkiw

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Awards EvaluationKelly Mahoney, Chair

Claude ChapmanAllison Nixon

Karen PostWarren Sawatzky

The · HR Excellence Awards 2015 3 Welcome to the HR Excellence Awards Gala. Thank you for showing...

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