Alberta's Top Employers (2015)

A lber ta ’s Top Employers 2015 1

Top Employers2015

ALBERTA’s

A joint venture with Mediacorp Canada Inc.

2 A lber ta ’s Top Employers 2015

ALBERTA’S TOP EMPLOYERS 2015

Alberta’s Top 70 Employers (in alphabetical order)

Agriculture Financial Services CorporationAgrium Inc.Alberta Blue CrossAlberta Investment Management Corporation /AIMco.Alberta-Pacific Forest Industries Inc.Alberta School Employee Benefit PlanAlberta Securities Commission / ASCAltaGas LimitedATB FinancialBanff Centre, TheBennett Jones LLPBethany Care SocietyBig Rock Brewery Limited PartnershipBow Valley CollegeCalgary Airport Authority, TheCalgary Exhibition and Stampede LimitedCalgary Roman Catholic Separate School Dist. No. 1Canadian Western Bank

CapitalCare Group Inc.CarewestCF IndustriesChevron Canada Ltd.Collins Barrow Calgary LLPConocoPhillips CanadaCovenant HealthDIALOGDaishawa-Marubeni Int. Ltd. — Peace River Pulp Division

Duncan Craig LLPDynaLIFE DxEdmonton, City ofEdmonton Regional Airport AuthorityEnbridge Inc.Enerflex LimitedENMAX CorporationEPCOR Utilities Inc.Fluor Canada Limited

FortisAlberta Inc.Golder Associates LimitedGraham Management Services LPHallmark Tubulars LimitedJayman BUILT Group of Companies Kenway Mack Slusarchuk Stewart LLPKeyera CorporationKiewit Energy Canada CorporationLafarge Canada Inc.Matrix Solutions Inc.MEG Energy CorporationMEGlobal Canada Inc.Mental Health Commission of CanadaNational Energy BoardNewalta CorporationNexen Energy ULCNorthern Alberta Institute of Technology, The / NAITPCL Construction Inc.

Pembina Pipeline CorporationPrecision Drilling CorporationRogers Insurance LimitedSAIT PolytechnicSealweld CorporationSecure Energy Services Inc.Shell Canada LimitedSuncor Energy Inc.Tetra Tech EBA Inc.Trican Well Service Ltd.UFA Co-operative LimitedUnited Way of Calgary and AreaUniversity of CalgaryWestern Financial Group Inc.Workers’ Compensation Board of AlbertaWorleyParsons Canada Services Limited

BY BRIAN BURTON

Fifteen years of selecting Canada’s national and regional Top Employers has given Mediacorp’s Richard

Yerema a lot of insight into labour markets.“The War for Talent is over. Talent won,”

he says, though he credits the perception-bending aphorism to a colleague in human resources. Yerema also observes that tech-nology is driving a change in employee values, from seeking “work-life balance” to embracing “work-life integration.”

“When we started this project 15 years ago,” he says, “the talk was about the coming demographic shift, as the Boomers (born 1940 to 1960) were nearing retirement.”

The War for Talent was a notion first posited by consultants at McKinsey & Company (circa 2000), as a competition for talent between major corporations seeking to replace key leaders as the huge Baby Boom generation was followed by a much smaller Generation X (born 1960 to 1980). McKinsey prophesied that this ‘war’ would be won by companies that could 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, who profited from more competitive recruiting and better benefits.

“For example, in the life of this (Top Employers) project, we’ve gone from well below half of the Canada-wide Top 100 Employers offering maternity leave top-up payments for new mothers to today, where fully 100 per cent of the national Top 100 offer varying levels of maternity top-ups.

“Employers and governments have recognized the need to support employ-ees in the quest to balance their work and personal lives.”

In order to be competitive, he says companies have to design workplaces and benefits packages that address not only the needs of employees in all stages of

their work and personal lives, but also the markedly different work styles and expec-tations of younger boomers, Generation X and Generation Y (born 1980 to 2000).

Yerema says Gen Xers are more oriented to work-life balance and, in response, em-ployers created programs such as flextime arrangements and personal days off.

Gen Xers have also learned to be flexible, while they waited for the Big Generation to make room for them, he adds. They’re willing make accommodations for em-ployers, but perhaps less so as they move into their 50s and finally gain seniority.

With Gen Y now graduating, Yerema

says more change is underway. “Their concepts of work are another

generation removed from the boomers, so loyalty to one workplace is likely to seem like a quaint historic concept,” he says. “I also think their accommodation to em-ployers is likely a little less than Gen Xers, because they’ve been raised to understand that they’ll likely work many careers.

“Technology is also playing a significant role in shaping their concepts of work.

“According to our consulting partner on the Top Employers project, Towers Watson, there’s a shift from the work-life balance of the Gen Xers. It’s evolving to the concept of ‘work-life integration.’ This is the idea that work can truly find you wherever you may be sitting. But that is not seen as an affront to Gen Y — just a fact,” Yerema says.

“The generational difference is that this reality works both ways. A Gen Y employee may be OK with this fact — but in return expects to be able to work away from the 9-to-5 model and the geographic restrictions of the cubicle.”

Employees winning the battle for labour

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

Alberta’s Top Employers 2015 is a joint venture publication of Postmedia Network Inc.

and Mediacorp Canada Inc.Co-ordinators: Darren Oleksyn, Kelly Zenkewich,

Charlene Kolesnik Cover Design: Charlene Kolesnik Proofing: Dave Makichuk, Nancy Seiz



Employer Industry Interest Points City FT Employees in Canada

Agricultural Financial Services Corporation

Nondepository Credit Intermediation

Considers previous work experience when setting vacation entitlements for experienced candidates — and actively seeks experienced adjusters for their knowledge (with the average age for adjusters being 53 years); helps employees prepare for life after work with retirement planning courses tailored to employees under and over 45 (including a new full-day course), phased-in retirement work options and generous contributions to a defined-benefit pension; encourages employees to balance work and their personal life with flexible work hours, shortened and compressed work week options and a formal earned days-off program that allows employees to earn up to 15 additional days off each year; offers maternity leave top-up payments for employees who are new mothers (to 95 per cent of salary for 17 weeks) and provides a generous subsidy for in vitro fertilization (IVF) when needed (to $10,000); also provides parental leave top-up for adoptive moms (to 95 per cent of salary for 12 weeks) helps new hires who are recent graduates offset the cost of post-secondary studies with annual payments of $1,000 per year, to a maximum of $4,000 over the course of four years.

Agrium Inc. Nitrogenous Fertilizer Manufacturing

Depending on their group, some employees start with three weeks paid vacation, moving to four weeks after two years and jumping to five weeks after eight years; encourages employee work-life balance through flexible work hours, shortened work week option and a formal earned days-off program; offers subsidies for tuition and professional accreditation plus a variety of in-house and online training programs; manages an academic scholarship program for children of employees interested in pursuing post-secondary education (to $1,600 per child); lets everyone share in the company’s success with profit-sharing available to all employees — and offers generous referral bonuses as an incentive for employees to help recruit friends (to $3,000); maintains a flexible health benefits plan that lets employees customize coverage to suit their needs; supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for eight weeks); depending on their position, the company provides contributions to either a defined-contribution or a defined-benefit pension plan — with matching RSP contributions for those enrolled in the defined-benefit plan; employees form donation committees at each location, managing and directing the company’s charitable giving — and employees who volunteer can receive matching donations of $300 for every 10 volunteer hours.

Alberta Blue Cross Direct Health and Medical Insurance Carriers

Helps employees prepare for life after work with retirement planning assistance, generous contributions to a defined-benefit pension plan and health benefits that extend to retirees; through the company’s employee-led charity, Hearts of Blue, employees can donate funds as well as volunteer their time to assist dozens of community-based charitable organizations — and in recognition of the charity’s work, the company matches employee donations to a maximum of $15,000 per year; supports ongoing employee development with formal mentoring, in-house and online training programs and subsidies for tuition and professional accreditation; also manages an academic scholarship program for children of employees who are interested in pursuing post-secondary studies, to $1,000 per child; encourages employees to balance work and their personal commitments with a alternative work arrangements, including flexible hours, shortened and compressed work weeks, a telecommuting option and a formal earned days off program.

Bennett Jones LLP Law Firms Invests in the long-term development of its employees with in-house and online training options, formal mentoring and subsidies for tuition and professional accreditation; helps employees balance work and their personal lives with flexible hours, shortened and compressed work weeks, a 35-hour work week (with full pay) and paid personal days off, which can be scheduled throughout the year; supports employees who are new mothers, fathers or adoptive parents with maternity and parental leave top-up payments, and also offers an option to extend their leave into an unpaid leave of absence; encourages employees to prepare for life after work with retirement planning assistance and contributions to a matching RSP — and also helps them transition to retirement with phased-in work options.

ATB Financial Credit Unions Head office employees can take advantage of a variety of on-site amenities, including a cafeteria (with healthy menus), an employee lounge that features video games, foosball, and table tennis, and a fitness facility, with exercise equipment, instructor-led classes and shower facilities; invests in the long-term development of its employees with formal mentoring, a variety of in-house and online training programs and tuition subsidies for courses taken at outside institutions; encourages employees to save for the future with contributions to a defined-contribution pension plan and helps them transition to retirement with phased-in work options; through its in-house Helping Hands program, the Crown corporation supports a local charitable initiatives each year by donating to the organizations where employees volunteer their time — and matches employee donations (with no maximum); supports employee efforts to achieve work-life balance with flexible work hours, telecommuting and shortened and compressed work week options.

Lacombe

Calgary

Edmonton

Calgary

Edmonton

Bethany Care Society Nursing Care Supports employees who are new mothers with maternity leave top-up payments (to 95 per cent of salary for eight weeks) and offers flexible hours for when they are ready to return to work; invests in the long-term development of its employees with in-house training options, formal mentoring, tuition subsidies for courses taken at outside institutions (to $1,000), and subsidies for professional accreditation; also encourages children of employees to pursue post-secondary studies through an academic scholarship program (to $1,500 per child); employees can prepare for the future with retirement planning assistance and contributions to a defined-benefit pension plan or matching RSP, depending on their employee group; helps newcomers gain Canadian work experience with short-term internships, offered in partnership with Calgary Catholic Immigrant Services and the Centre for Newcomers.

Big Rock Brewery Limited Partnership

Breweries Offers a number of financial benefits, including signing bonuses for some employees, year-end bonuses for all, and employer contributions to a matching RSP; encourages employee development through in-house and online training programs, tuition subsidies for job-related courses, and subsidies for professional accreditation; the company subsidized social committee organizes a number of events and celebrations throughout the year, including a brewmaster’s barbecue, golf tournament, curling funspiel and Christmas celebrations; maintains a flexible health benefits plan that allows employees to customize levels of coverage according to their personal needs; provides maternity and parental leave top-up payments to employees who are new mothers or adoptive parents (to 80 per cent of salary for six weeks) and offers flexible work hours upon their return.

Calgary

Calgary

503

3,774

Alberta School Employee Benefit Plan / ASEBP

Trust, Fiduciary and Custody Activities

New employees start at three weeks of paid vacation allowance and can schedule additional time off through a formal earned days off program; helps employees achieve work-life balance with flexible work hours, shortened work weeks, telecommuting and a 35-hour work week (with full pay); maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs; provides maternity leave top-up payments to employees who are new mothers (to 100 per cent of salary for 15 weeks); encourages all employees to save for the future with generous contributions to a defined-benefit pension plan.

Edmonton 106

1,013

Alberta SecuritiesCommission / ASC

Financial Regulation Encourages employees to prepare for life after work with retirement planning assistance, health benefits that extend to retirees and contributions to a defined-benefit pension plan; helps employees develop their professional skills with tuition subsidies for job-related courses, a variety of in-house and online training options and subsidies for professional accreditation; supports employees who are new mothers with maternity leave top-up payments (up to 100 per cent of salary for 17 weeks) and offers flexible hours for when they are ready to return to work; new employees start at three weeks of paid vacation allowance and can schedule additional time off through paid personal days off; offers generous referral bonuses as a reward for employees who refer a candidate that is successfully hired by the organization (to $7,500).

Calgary 177

859

4,551

Alberta-Pacific Forest Industries Inc.

Pulp Mills Lets employees share in the company’s success with a profit-sharing plan (more than $5,100 paid to each employee last year) and recently adjusted upwards its compensation structure for front-line employees, adding more than $800,000 to its payroll costs as part of the adjustment; provides generous referral bonuses for employees who refer a candidate that is successfully hired by the company, up to $5,000 depending on the vacancy; new employees can take advantage of an interest free home loan (to $25,000) when moving to the region; head office features unique on-site amenities including baseball diamonds, golf driving range, beach volleyball court, horseshoe pitch, walking trails and a 16.1-hectare stocked trout pond, fitness facility with free memberships and employee lounge with outdoor patio and picnic tables; encourages ongoing employee development through subsidies for tuition and professional accreditation, in-house and online training programs, financial bonuses for some course completion and in-house apprentice-ship and skilled trades programs; offers new employees up to four weeks paid vacation, with the option to take the fourth week as time-off or as additional income — and also maintains a flexible personal time off program with employees averaging 12 personal days off each year; as part of the company’s health plan, each employee receives an annual $3,800 taxable lifestyle contribution that can be put toward alternative health coverages or even to purchase additional vacation time; supports new parents to be through its health plan that features generous coverage for IVF treatments if required (to $6,000) and provides maternity top-up payments for new mothers (to 100 per cent for 18 weeks).

Boyle 446

337

115

AltaGas Limited Natural Gas Distribution

Employees start with three weeks of paid vacation allowance and receive additional paid time off during the summer months and winter holidays; supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for six weeks) and offers an option to extend their leave into an unpaid leave of absence; helps employees balance work and their personal commitments with flexible hours, shortened and compressed work weeks, telecommuting and a formal earned days off program; in addition to the organization’s health benefits plan, offers a flexible spending account, which enables employees to allocate additional funds to a health-spending account or to offset wellness-based expenses such as gym memberships, fitness classes and sports equipment; helps employees with retirement planning assistance and contributions to a defined-benefit or contribution pension plan, depending on the employee group; AltaGas’ subsidized social committee organizes a number of events and celebrations throughout the year, including an annual family event at Spruce Meadows, ski day, Stampede lunch, and recently celebrated its 20th anniversary with events at each of its locations.

Calgary 945

Banff Centre, The Post-Secondary Institutions, Professional Schools

Supports employees who are new mothers with maternity leave top-up payments (up to 100 per cent of salary for six weeks) and offers an option to extend their leave into an unpaid leave of absence; encourages work-life balance through alternative work arrangements, including flexible hours, shortened and compressed work weeks, telecommuting and a formal earned days off program; is located in one of the country’s most spectacular natural settings, Banff National Park, a UNESCO World Heritage Site, and features a number of on-site amenities, including a full-service cafeteria (with free meals and healthy and special diet menus), employee lounge, theatre arts complex and fitness facility, with swimming pool, climbing wall and running track; helps employees prepare for the future with retirement planning assistance and contributions to a defined-benefit pension plan; provides tuition subsidies for job-related courses (to $2,500) and offers a number of in-house and online training programs for employees interested in developing their skills (including apprenticeship opportunities).

Banff 345

Alberta Investment Management Corporation / AIMco.

Investment Services Crown Corporation, Provincial

New employees start at three weeks of paid vacation allowance and can schedule additional time off with up to 10 paid personal days per year; supports employees who are new mothers with maternity leave top-up payments (to 95 per cent of salary for 17 weeks) and offers flexible hours for when they are ready to return to work; invests in the long-term development of its employees with formal mentoring, generous tuition subsidies (to $5,000) and a variety of in-house and online training programs; helps new grads gain on-the-job experience through paid internships, co-op placements and summer student roles; offers a range of financial benefits, including signing bonuses for some employees, year-end bonuses for all and contributions to a defined-contribution pension plan; encourages employees to keep fit with an annual health club subsidy for gym memberships (to $500).

Edmonton 332




Calgary Exhibition and Stampede Limited

Promoters of Performing Arts and Sports

New employees start at three weeks of paid vacation allowance and can schedule additional time off through a formal earned days off program or personal paid days; supports employee education with in-house and online training programs, including apprenticeship opportunities and subsidies for tuition and professional accreditation; helps students and new grads through paid internships, co-op placements and summer student roles; encourages employees to save with retirement planning assistance and contributions to a defined-contribution pension plan; lets everyone share in the company’s success with year-end bonuses and signing bonuses for some employees.

Calgary Roman Catholic Separate School District No. 1

Elementary and Secondary Schools

Offers retirement planning assistance and a defined-benefit pension plan; provides maternity leave top-up payments to employees who are new mothers (to 100 per cent of salary for 15 weeks) and offers an option to extend their leave into an unpaid leave of absence; helps employees achieve work-life balance with flexible hours, a 35-hour work week option (with full pay), telecommuting and reduced hours during the summer months; provides formal mentoring, a range of in-house and online training programs and subsidies for professional accreditation; manages an academic scholarship program to encourage children of employees to pursue post-secondary studies (to $5,000 per child).

Canadian Western Bank

Banking Cultivates an ownership culture with a share-purchase plan, available to all employees, and offers a number of additional financial benefits, including signing and year-end bonuses for some employees and referral bonuses for employees who refer a candidate that is successfully hired by the company (to $1,500); invests in ongoing employee development through formal mentoring, subsidies for tuition and professional accreditation and a variety of in-house and online training options; new employees start at three weeks of paid vacation allowance, moving to six weeks for long-serving employees; provides maternity leave top-up payments to employees who are new mothers (up to 100 per cent of salary for eight weeks) and offers flexible work hours for when they are ready to return; encourages employees to stay fit with employee sports teams and a health club subsidy, to help cover the costs of gym membership (to $600 per year).

Bow Valley College Post-Secondary Institutions, Colleges

Supports employee education and offers tuition subsidies for courses taken at outside institutions and subsidies for professional accreditation; maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs as well as transfer unused credits into additional salary or savings; encourages work-life balance through flexible work hours, telecommuting and shortened and compressed work weeks; starts new employees at three weeks of paid vacation allowance — employees also receive paid time off during the winter holidays and can schedule additional time away with personal paid days off; provides maternity leave top-up payments to employees who are new mothers and offers the convenience of an on-site daycare facility, which they can take advantage of upon their return.

Calgary Airport Authority, The

Airport Operations Encourages employees to save for the future with contributions to a defined-contribution pension plan; supports employee development through a variety of in-house and online training programs, including apprenticeship opportunities and subsidies for tuition and professional accreditation; offers students and new grads opportunities to gain on-the-job experience with paid internships, co-op placements and summer student roles that range from four to 16 months in duration; provides maternity leave top-up payments for employees who are new mothers (to 93 per cent of salary for 15 weeks) and offers flexible work hours for when they are ready to return to work.

Calgary

Calgary

Edmonton

Calgary

Calgary

315

3,843

1,563

510

222

CF Industries Nitrogenous Fertilizer Manufacturing

Offers a range of financial benefits, including signing bonuses for some employees, year-end bonuses for all and referral bonuses for employees who refer a candidate that is hired by the organization (to $2,000); invests in employee development with in-house and online training programs, including apprenticeship opportunities, financial bonuses for some course completion and subsidies for tuition and professional accreditation; provides maternity and parental leave top-up payments for employees who are new mothers, fathers or adoptive parents, and offers an option to extend their leave into an unpaid leave of absence; maintains a flexible health benefits plan that lets employees to customize coverage to suit their needs; helps employees prepare for the future with retirement planning assistance and contributions to a defined-benefit pension and matching RSP.

CapitalCare Group Inc. Residential Care Organization’s main location includes an on-site fitness facility with free membership, exercise equipment, instructor-led classes, sauna and shower facilities; encourages employees to prepare for life after work with retirement planning assistance and contributions to a defined-benefit pension plan or matching RSP — and phased-in work options; provides maternity leave top-up payments to employees who are new mothers (up to 95 per cent of salary for six weeks) and offers an option to extend their leave into an unpaid leave of absence; new employees start at four weeks of paid vacation allowance, moving to six weeks over the course of their careers, and receive additional personal paid days off that can be scheduled throughout the year; offers students and new grads opportunities to gain on-the-job experience with paid internships and summer student roles.

Carewest Nursing Care Facilities New employees start at three weeks of paid vacation allowance and have a vacation jump after three years on the job; employees working at Carewest’s main location enjoy on-site amenities such as a nap room, an employee lounge and a full-service cafeteria, with healthy and special diet menus and subsidized meals; provides maternity leave top-up payments for employees who are new mothers (to 95 per cent of salary for six weeks); encourages employee work-life balance with flexible work hours, shortened and compressed work week options and paid personal days off that can be scheduled throughout the year; helps employees prepare for life after work with retirement planning assistance and contributions to a defined-benefit pension plan or matching RSP — and also helps ease the transition to retirement with phased-in work options.

Medicine Hat

Edmonton

Calgary

ConocoPhillips Canada Crude Petroleum and Natural Gas

Supports work-life balance with flexible hours, shortened work weeks, telecommuting and personal paid days off that can be scheduled throughout the year; provides maternity leave top-up payments to employees who are new mothers (to 100 per cent of salary for eight weeks) and offers an option to extend their leave into an unpaid leave of absence; the company-subsidized Social Club organizes events and celebrations throughout the year, including an annual summer gathering in Heritage Park, employee bowling league and Fun Fridays, which allow employees to take a day off for employee-wide events such as golf, yoga, knitting or cooking classes; offers great financial benefits, including signing bonuses for some employees, year-end bonuses for all and generous referral bonuses for employees who refer a candidate that is hired (to $5,000); invests in employee development with in-house training programs and subsidies for tuition and professional accreditation — and helps cultivate high potential employees with mentoring, leadership training and career planning services; encourages children of employees to pursue post-secondary studies with an academic scholarship program, up to $10,000 per child.

Calgary

194

632

902

2,488

Chevron Canada Ltd. Crude Petroleum and Natural Gas Extraction

Provides maternity leave top-up payments for employees who are new mothers (to 95 per cent of salary for eight weeks) and offers a variety of flexible work arrangements upon their return; new employees start at three weeks of paid vacation allowance and can schedule additional time off with personal paid days; encourages employees to develop their skills through formal mentoring, tuition subsidies for job-related courses and a range of in-house and online training options; manages an academic scholarship program for children of employees interested in pursuing post-secondary studies (to $2,000 per child); lets everyone share in the company’s success with profit sharing and offers a number of additional financial benefits including signing bonuses for some employees, year-end bonuses for all and referral bonuses (to $1,000).

Calgary 534

Collins Barrow Calgary LLP

Accounting Firms Encourages employees to save for the future with contributions to a matching RSP and helps retiring employees transition to life after work through phased-in work options; new employees receive three weeks of paid vacation allowance to start and can schedule additional time off with paid personal days; invests in ongoing employee development with generous tuition subsidies for job-related courses (to $10,000), formal mentoring, a variety of in-house and online training options and subsidies for professional accreditation; supports employees who are new mothers, fathers, or adoptive parents with maternity and parental leave top-up payments (up to 100 per cent of salary for eight weeks); helps employees balance work and their personal lives with flexible hours, shortened and compressed work weeks, telecommuting, and a formal earned-days-off program; encourages employees to keep fit with employee-led sports teams and a health club subsidy to help cover the cost of gym membership (to $500 per year).

Calgary 91

Covenant Health General Medical and Surgical Hospitals

Employees working at the organization’s main location can take advantage of a variety of on-site amenities, including a cafeteria (with healthy and special diet menus and subsidized meals), a nap room for employees who need a quick rest during a busy day, and fitness facility, which features subsidized membership, exercise equipment, and instructor-led classes such as yoga; invests in the long term development of its employees with subsidies for tuition and professional accreditation and a variety of in-house and online training options; in partnership with Careers: The Next Generation, provides six week internship opportunities for high school students interested in occupations within health care; offers maternity leave top-up payments to employees who are new mothers (up to 95 per cent of salary for eight weeks) as well as an option to extend their leave into an unpaid leave of absence; encourages employees to save for the future with contributions to a defined-benefit pension plan or matching RSP (depending on employee group) and helps retiring employees transition to life after work with phased-in work options.

Edmonton 3,220

DIALOG Architectural Services Encourages ongoing employee development with tuition subsidies for job-related courses, formal mentoring, in-house and online training programs and subsidies for professional accreditation; hosts TGIT parties the last Thursday of each month with unique themes and activities, from scavenger hunts to hockey games; a unique multi-disciplinary design and building firm that offers great career opportunities, from bridge design to artistic sculptures to community planning; supports employees who are new mothers with maternity leave top-up payments to 100 per cent of salary for two weeks, followed by a 75 per cent top-up for an additional four weeks; helps employees save for life after work with matching contributions to an RSP and transition from work through phased-in work options; celebrates long-serving employees every five years with uniquely tailored gifts made from materials featured in their past projects; a focused charitable program encourages employees to apply their design skills in support of charitable and community initiatives, such as Engineers Without Borders as well as tree planting in local communities.

Edmonton 573

Daishowa-Marubeni International Ltd. Peace River Pulp Division

Pulp Mills Encourages employees to plan for the long-term with retirement-planning assistance, contributions to a matching RSP or defined-benefit pension plan and health benefits that extend to retirees; also helps retiring employees transition to life after work with phased-in work options; supports employee efforts to achieve work-life balance through alternative work arrangements, including flexible hours, shortened and compressed work weeks and reduced hours during the summer months; invests in ongoing employee development with tuition subsidies for courses taken at outside institutions, subsidies for professional accreditation and generous financial bonuses for some course completion (to $20,000); and manages an academic scholarship program for children of employees interested in pursuing post-secondary studies (to $4,000 per child); also offers opportunities for students and new grads to gain on-the-job experience with paid internships, co-op placements and summer student roles.

Peace River 320



Duncan Craig LLP Law Firms Offers a range of financial benefits, including signing bonuses for some employees, year-end bonuses for all employees and referral bonuses for employees who refer a candidate that is hired (to $1,000); invests in employee development through tuition subsidies for courses at outside institutions, subsidies for professional accreditation and financial bonuses for some course completion (to $1,000); cultivates high-potential employees with mentoring, leadership training and career-planning services; provides maternity and parental leave top-up payments to employees who are new mothers, fathers or adoptive parents (up to 95 per cent of salary for 12 weeks) and offers flexible work arrangements for when they are ready to return; offers compassionate leave top-up payments for employees who care for a loved one (to 100 per cent of salary for eight weeks).

Fluor Canada Limited Engineering Services Head office boasts on-site amenities including an employee lounge (with free 10-minute massages), a cafeteria that features healthy and special diet menus as well as subsidized meals, and a fitness facility, with exercise equipment and instructor-led classes; lets everyone share in the company’s success with profit-sharing and offers a range of additional financial benefits, including signing and year-end bonuses for some employees and referral bonuses (to $10,000); supports employees who are new mothers with maternity leave top-up payments and offers an option to extend their leave into an unpaid leave of absence; encourages employees to achieve work-life balance through alternative work arrangements such as flexible hours, shortened and compressed work weeks, telecommuting, reduced summer hours and a formal earned-days-off program; invests in its employees with tuition subsidies for courses taken at outside institutions (to $6,000), formal mentoring and a variety of in-house and online training programs; through the company’s Centennial Community Fund, employees can apply for a unique scholarship on behalf of the charity of their choice — each year, Fluor selects 10 community projects to receive a $10,000 donation.

Edmonton

Calgary

Golder Associates Limited

Engineering Services Everyone shares in the company’s success with profit-sharing and year-end bonuses, available to all employees; cultivates an ownership culture through a share-purchase plan, available to all, and offers additional financial benefits, including signing bonuses for some employees and referral bonuses for employees who refer a candidate that is hired (to $2,000); an enlightened engineering firm that offers maternity and parental leave top-up payments for employees who are new mothers, fathers or adoptive parents (up to 70 per cent of salary for 15 weeks) as well as an option to extend their leave into an unpaid leave of absence; supports employee development through its unique in-house training program called GolderU, and dedicates one per cent of the firm’s net revenue to employee training — also provides generous tuition subsidies for job-related courses (to $6,000); helps employees with retirement-planning assistance, phased-in work options and contributions to a defined-contribution pension plan; established the Golder Trust for Orphans to direct money and employee volunteer hours to support orphaned or vulnerable children and families who have been affected by the AIDS epidemic in Africa.

Graham Management Services LP

Industrial Building Construction

Cultivates an ownership culture through a share-purchase plan, available to all employees, and offers additional financial benefits, including signing bonuses for some employees and contributions to a defined-contribution pension plan; new employees start at three weeks of paid vacation allowance and receive paid time off during the winter holiday season; supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for up to 12 weeks); encourages employees to develop their skills through a variety of in-house and online training programs as well as subsidies for tuition and professional accreditation.

Calgary

Calgary

127

3,067

3,216

915


DynaLIFE Dx Medical Laboratories Employees can prepare for the future with retirement planning assistance and employer contributions to a matching RSP — and also helps retiring employees transition to life after work with phased-in work options; supports ongoing employee development with in-house and online training programs and subsidies for tuition and professional accreditation; helps students and new grads gain on-the-job experience through paid internships and summer student roles; new employees start at three weeks of paid vacation allowance, with a vacation jump after only three years on the job — employees also receive paid personal days off, which can be scheduled throughout the year; offers maternity and parental leave top-up payments for employees who are new mothers or adoptive parents as well as flexible hours when they are ready to return to work.

Edmonton 705

ENMAX Corporation Electrical and Natural Gas Distribution and Transmission

Maintains a flexible health-benefits plan that allows employees to customize levels of coverage to suit their needs and transfer unused credits to additional salary or savings; supports employees who are new mothers or adoptive parents with maternity and parental leave top-up payments and offers the convenience of an on-site daycare facility that they can take advantage of upon their return; new employees start at three weeks of paid vacation allowance and receive additional paid personal days that can be scheduled throughout the year; helps employees prepare for life after work with retirement-planning assistance and contributions to a defined-benefit or defined-contribution pension plan (depending on the employee group) — also helps retiring employees transition with phased-in work options; provides referral bonuses as a reward for employees who refer a candidate that is hired (to $3,000); encourages employees to give back to the community with paid time to volunteer and also matches employee donations.

Calgary 1,835

Edmonton, City of Municipal Government Invests in the long-term development of its employees through formal mentoring, a variety of in-house and online training options and subsidies for professional accreditation or job-related courses; manages an academic scholarship program for children of employees interested in pursuing post-secondary studies (to $2,400 per child); offers students and new grads on-the-job experience with paid internships, co-op placements and summer student roles; encourages employees to prepare for the future with retirement-planning assistance and contributions to a defined-benefit pension plan; new employees start at three weeks of paid vacation allowance, moving to a maximum of six weeks for long-serving employees, and can schedule additional time off through a formal earned-days-off program; the city hosts the Manager’s Cup Hockey Tournament, an annual tournament that recently included more than 400 employees from the city as well as EPCOR and Capital Power.

Edmonton 9,153

Edmonton Regional Airport Authority

Airport Operations New employees start at three weeks of paid vacation allowance to start and can schedule additional time off through a formal earned-days-off program; helps employees with retirement planning assistance and manages defined-benefit and defined-contribution pension plans (depending on employee group) — and helps retiring employees transition to life after work with phased-in work options; supports employee development through in-house and online training programs, including apprenticeship opportunities and subsidies for tuition and professional accreditation; provides maternity leave top-up payments to employees who are new mothers (up to 93 per cent of salary for 17 weeks) and offers an option to extend their leave into an unpaid leave of absence.

Edmonton 260

Enbridge Inc. Natural Gas Distribution

With significant operations across North America, the company continues to grow, adding more than 460 full-time employees in Canada last year; is an avid supporter of employee education and provides subsidies for tuition and professional accreditation as well as a variety of in-house and online training programs; maintains a flexible health-benefits plan that allows employees to customize levels of coverage according to their needs; helps employees achieve work-life balance through flexible hours, telecommuting and shortened and compressed work week options — and offers employees additional paid personal days-off that can be scheduled throughout the year; offers extended health-benefits coverage to retirees and maintains a Pensioner’s Committee, a group of approximately 10 retired employees who maintain contact with Enbridge alumni and distribute a monthly newsletter to help keep retirees connected; encourages an ownership culture with a share-purchase plan available to all employees — and provides financial rewards such as signing bonuses for some employees, year-end bonuses for all and generous referral bonuses for employees who refer a candidate that is hired (to $5,000); is committed to increasing workforce representation from all diverse groups and established an Aboriginal Employment Committee to help attract and retain aboriginal employees; supports workers with retirement-planning assistance, phased-in work options and contributions to a defined-benefit or contribution pension plan, depending on employee group.

Calgary 5,770

Enerflex Limited Industrial Machinery and Equipment Merchant Wholesalers

Offers a variety of additional financial rewards, including signing bonuses for some, year-end bonuses for all and generous referral bonuses (to $3,000); new employees start at three weeks of paid vacation allowance and receive personal days off as well as additional time off during the winter holidays; provides maternity and parental leave top-up payments to new mothers (to 100 per cent for 12 weeks) as well as extending the benefit to new fathers and adoptive parents (to 100 per cent of salary for six weeks) — employees can also apply to extend their leave into an unpaid leave of absence; offers a defined-contribution pension plan and employees can share in the company’s success through a share-purchase plan; recognizes its top performers and those completing special projects with tickets to NHL hockey games at the Saddledome.

Calgary 1,300

EPCOR Utilities Inc. Electrical Power Distribution

Invests in the long-term development of its employees through subsidies for tuition and professional accreditation and financial bonuses for some course completion (to $1,000); helps cultivate high-potential employees with formal mentoring, leadership training and career-planning services; supports employees who are new mothers with maternity leave top-up payments (up to 95 per cent of salary for six weeks) and offers the convenience of an on-site daycare facility, managed by Little Scholars Day; maintains a flexible health benefits plan that allows employees to customize coverage to suit their needs as well as a wellness spending account for fitness-related expenses; encourages employees to achieve work-life balance with flexible hours, shortened and compressed work weeks, telecommuting and a formal earned days off program; helps employees with contributions to a defined-benefit pension or matching RSP.

Edmonton 2,254

FortisAlberta Inc. Electric Power Distribution

New employees start at three weeks of paid vacation allowance to start, moving to a maximum of seven weeks over the course of their careers, and also receive paid personal days that can be scheduled throughout the year; cultivates an ownership culture through a share-purchase plan available to all employees, and offers additional financial benefits such as signing bonuses for some employees, year-end bonuses for all and referral bonuses of up to $1,000; provides maternity leave top-up payments for employees who are new mothers (up to 100 per cent of salary for six weeks) and offers flexible hours for when they are ready to return to work; encourages employees to develop their skills through a variety of in-house and online training programs, including apprenticeship opportunities, and manages an employee development centre that consists of classrooms, meeting rooms, an operational training substation and additional outdoor space with a variety of power lines; invests in ongoing employee education with subsidies for professional accreditation and tuition subsidies for courses taken at outside institutions (to $3,000).

Calgary 1,114

Hallmark Tubulars Limited

Support Activities for Oil and Gas Operations

Offers maternity leave top-up payments for employees who are new mothers (up to 75 per cent of salary for six weeks); helps employees balance work and life through flexible work hours, shortened work weeks and telecommuting; encourages employees to prepare for the future with retirement-planning assistance and contributions to a matching RSP; lets everyone share in the company’s success with profit-sharing and year-end bonuses for all employees, and offers referral bonuses as a reward for employees who refer a candidate that is successfully hired by the company (to $1,000); recently recreated the Creativity and Innovation Rewards Program to recognize employees who demonstrate exceptional customer service skills, cultural excellence, innovative and creative ideas to improve the company and excellence in safety.

Calgary 139




Encourages ongoing employee development with in-house apprenticeship programs, career-planning services and formal mentoring; recently created the EGG Exchange program, which offers engineers and geoscientists an opportunity to self-nominate for a role change — managers meet twice a year to discuss opportunities to create role changes or “swaps” among interested employees; manages a Talent Exchange program to provide employees with an opportunity to transfer with Nexen’s parent company, CNOOC, for short- or long-term work assignments in Beijing or the United Kingdom; supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for six weeks) and offers a number of flexible work options that they can take advantage of upon their return; lets everyone share in the company’s success with profit-sharing, and offers exceptional financial benefits including signing bonuses for some, year-end bonuses for all and generous referral bonuses for employees who refer a candidate that is successfully hired by the organization (to $5,000); helps employees save for the future with a unique hybrid pension plan that allows employees to choose between defined-benefit and defined-contribution options.

Crude Petroleum and Natural Gas Extraction

Calgary 2,129Nexen Energy ULC

Jayman BUILT Group of Companies

Housing and Building Construction

Encourages employees to prepare for the future with retirement-planning assistance and contributions to a matching RSP — and also helps retiring employees transition to life after work with phased-in work options; lets everyone share in the company’s success with year-end bonuses and profit-sharing for all employees and also offers referral bonuses as a reward for employees who successfully refer a candidate (to $2,000); the company-subsidized social committee organizes events and celebrations through the year, including the Jayman Biggest Loser challenge, Nintendo Wii tournaments, an annual golf tournament, family adventure day and a Jayman camping trip, to name a few; supports employee development through a variety of in-house and online training programs, including apprenticeship opportunities, and subsidies for professional accreditation and job-related courses; also helps cultivate high-potential employees with formal mentoring, leadership training and career planning services; new employees start at three weeks of paid vacation allowance and receive additional paid time off during the winter holiday season.

Calgary 332

Kenway Mack Slusarchuk Stewart LLP

Offices of Certified Public Accountants

Helps employees prepare for the future with retirement planning assistance, contributions to a matching RSP and health benefits that extend to retirees — and also helps retiring employees transition to life after work with phased-in work options; provides maternity and parental leave top-up payments for employees who are new mothers or adoptive parents (to 95 per cent of salary for up to six weeks) and offers an option to extend their leave into an unpaid leave of absence; supports employee efforts to achieve work-life balance through a variety of alternative work arrangements including flexible hours, telecommuting, shortened work weeks and reduced hours during the summer months; new employees start at three weeks of paid vacation allowance and receive additional personal paid days-off, which can be scheduled throughout the year; invests in ongoing employee development with tuition subsidies for job-related courses, financial bonuses for some course completion (to $2,500) and subsidies for professional accreditation; also offers opportunities for the next generation to gain on-the-job experience with paid internships, co-op placements and summer student roles.

Calgary 57

Keyera Corporation Crude Petroleum and Natural Gas Extraction

CalgaryNew employees start at three weeks of paid vacation allowance and receive additional paid personal days that can be scheduled throughout the year; invests in the development of its employees through subsidies for tuition and professional accreditation, financial bonuses for some course completion, formal mentoring and a range of in-house and online training options; cultivates an ownership culture through a share-purchase plan, available to all employees, and offers additional financial rewards including signing bonuses for some, year-end bonuses for all and referral bonuses (to $1,000); employees can prepare for the future with retirement-planning assistance and generous contributions to a defined-contribution pension plan — the company also offers phased-in work options to help retiring employees transition to life after work; encourages employees to balance work and their personal lives with flexible hours, shortened and compressed work weeks and telecommuting; helps employees stay physically fit with employee-led sports teams and a health club subsidy to help cover the costs of gym membership, to $750 per year.

806

Kiewit Energy Canada Corporation

Engineering Services Helps employees prepare for the future with retirement-planning assistance and contributions to a matching RSP (to six per cent of salary); lets everyone share in the company’s success with year-end bonuses and profit-sharing; provides maternity leave top-up payments to employees who are new mothers (to 100 per cent of salary for eight weeks); an enlightened employer that also offers generous in vitro fertilization (IVF) subsidy to employees requiring treatments, to a maximum of $15,000; encourages employees to develop their skills with in-house apprenticeships, online training programs and subsidies for professional accreditation.

Calgary 385

Lafarge Canada Inc. Ready-Mix Concrete Manufacturing

Provides maternity leave top-up payments for employees who are new mothers (up to 70 per cent of salary for 17 weeks) and parental top-up for adoptive parents (to 70 per cent of salary for six weeks), depending on employee group; supports employee development through subsidies for tuition and professional accreditation as well as in-house and online training programs; also helps cultivate high-potential employees with formal mentoring, career planning services and leadership development programs; offers students and new grads on-the-job experience with paid internships, co-op placements and summer student roles; helps employees plan for the future with retirement-planning assistance and contributions to a defined-benefit or contribution pension plan or matching RSP, depending on employee group; as part of the organization’s diversity and inclusion efforts, hosted a senior women summit to encourage senior-level employees to engage in mentoring relationships with other women in the organization.

Calgary 3,003

Matrix Solutions Inc. Environmental Consulting Services

Encourages employees to prepare for the future with retirement-planning assistance and contributions to a matching RSP — also offers phased-in work options to help retiring employees transition to life after work; the company-subsidized social committee organizes events and celebrations through the year, including a corporate SpringFest, which includes skiing and outdoor activities, an annual corporate camping weekend, Last Friday of the Month socials and a variety of sports tournaments; employees receive “flex dollars,” which can be used to customize levels of health-benefits coverage, subsidize wellness-related expenses (such as gym membership or fitness equipment), or transferred to additional salary or paid time off; supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for six weeks) and offers an option to extend their leave into an unpaid leave of absence; helps employees find work-life balance with flexible hours, shortened and compressed work weeks and telecommuting; lets everyone share in the company’s success with profit-sharing, and cultivates an ownership culture through a share-purchase plan, available to all employees.

Calgary 576

MEG Energy Corporation

Crude Petroleum and Natural Gas Extraction

Invests in the development of its employees with tuition subsidies for job-related courses, in-house training options, including apprenticeship opportunities, and subsidies for professional accreditation; provides maternity leave top-up payments for employees who are new mothers (up to 93 per cent of salary for up to 15 weeks) and offers an option to extend their leave into an unpaid leave of absence; supports employee work-life balance through flexible work hours, telecommuting, a 35-hour work week (with full pay) and shortened and compressed work weeks; encourages employees to keep fit with employee-led sports teams and a health club subsidy to help cover the costs of a gym membership, up to $1,200 per year; matches RSP contributions and offers phased-in work options for employees nearing retirement; supports charitable organizations related to children and youth, health and wellness and education, and matches employee donations of up to $1,000 per year through the MEGMatch program — matching a total of $180,000 last year.

Calgary 770

MEGlobal Canada Inc.

Chemical Manufacturing

Lets everyone share in the company’s success with profit-sharing, and offers additional financial benefits, including signing bonuses for some employees, year-end bonuses for all employees, and contributions to a defined-contribution pension plan or matching RSP; invests in the long-term development of its employees through tuition subsidies for courses taken at outside institutions (to $20,000), a variety of in-house and online training options, formal mentoring and subsidies for professional accreditation; manages an academic scholarship program to encourage children of employees to pursue post-secondary studies (to $3,000 per child); provides maternity leave top-up payments for employees who are new mothers (up to 95 per cent of salary for six weeks) and offers flexible work hours for when they are ready to return.

Red Deer 151

Mental Health Commission of Canada

Human Rights Organizations

Provides maternity and parental leave top-up payments to employees who are new mothers, fathers or adoptive parents (up to 75 per cent of salary for 27 weeks); in addition to a health benefits plan, offers the flexibility of a health spending account plus a wellness spending account for fitness-related expenses such as gym memberships and exercise equipment; helps employees achieve work-life balance with flexible hours, shortened and compressed work weeks and telecommuting; matches employee RSP contributions; supports employee development through tuition subsidies for job-related courses (to $3,000), in-house training programs and subsidies for professional accreditation.

Calgary 75

National Energy Board Utilities Regulation and Administration

Recently moved into a new head office that features an on-site fitness centre, rooftop patio and a personal quiet room; new employees receive three weeks of paid vacation allowance to start, moving to a maximum of six weeks for long-serving employees — and considers previous work experience when setting vacation time for new employees; a regional leader that supports its new mothers with maternity and parental leave top-up payments (to 93 per cent of salary for 52 weeks); and also provides parental leave top-up for new fathers and adoptive parents (to 93 per cent of salary for 35 weeks); maintains the “iConnect” social media application on its corporate intranet that’s been designed to encourage employees to connect with each other and senior management; encourages employee development through subsidies for tuition and professional accreditation, in-house and online training programs and a paid education leave program for employees completing work-related courses at outside institutions.

Calgary 392

Newalta Corporation Materials Recovery Facilities

Supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for six weeks) and offers an on-site daycare facility; maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs; invests in the long-term development of its employees through a variety of in-house and online training programs, including apprenticeship opportunities and subsidies for tuition and professional accreditation; helps cultivate high-potential employees with formal mentoring, career-planning services and leadership training; manages a student work experience program to provide young people with opportunities to gain on-the-job experience during the summer, hiring more than 50 students across Canada in the past year; lets everyone share in the company’s success with profit-sharing and offers additional financial benefits, including year-end bonuses for some employees, generous referral bonuses (up to $4,000) and a share-purchase plan, available to all employees.

Calgary 1,947


Pembina Pipeline Corporation

Natural Gas Distribution Lets everyone share in the company’s success through profit-sharing and also offers signing bonuses for some employees as well as year-end bonuses for all; encourages employees to prepare for the future with retirement-planning assistance and contributions to a matching RSP, defined-benefit or defined-contribution pension plan — and offers phased-in work options to help retiring employees transition to life after work; in addition to the company’s regular health benefits plan, employees also receive a $1,000 wellness credit that can be used for a health or wellness service or activity of their choice, including snowboarding lessons, glasses and dance classes; supports employees who are new mothers with maternity leave top-up payments (to 100 per cent of salary for six weeks) and offers an option to extend their leave into an unpaid leave of absence; helps employees balance work and their personal lives with a full suite of alternative work arrangements, including flexible hours, shortened work weeks, telecommuting, reduced summer hours and a formal earned days off program; manages a generous academic scholarship program for children of employees who are interested in pursuing post-secondary studies (to $5,000 per child).

Calgary 932

PCL Construction Inc. Commercial and Institutional Construction

Head office employees can take advantage of on-site amenities including a quiet room for meditation and religious observance, employee lounge with fireplace and free access to an on-site fitness facility; helps older workers prepare for life after work with retirement-planning assistance, phased-in work options and a defined-contribution pension plan; offers a range of financial benefits, including signing bonuses for some employees, referral bonuses (to $2,000), and profit-sharing and a share purchase plan available to all employees; encourages employees to balance work and their personal lives through alternative work arrangements including flexible hours, telecommuting and shortened and compressed work week options, depending on their position; an industry leader that provides maternity leave top-up payments for its new mothers (to 100 per cent of salary for eight weeks) as well as a subsidy for in vitro fertilization (IVF) if required; helps cultivate high-potential employees through formal mentoring and leadership training and also supports their long-term professional development with career-planning services and courses at the PCL College of Construction.

Precision Drilling Corporation

Drilling Oil and Gas Wells

Invests in employee development through in-house training programs, including apprenticeship opportunities, generous tuition subsidies for courses taken at outside institutions (to $5,000), and subsidies for professional accreditation; helps cultivate high-potential employees with formal mentoring, leadership and management development programs, and career-planning services; and supports the education of the next generation through an academic scholarship program for children of employees interested in pursuing post-secondary studies (to $5,000 per child); provides maternity leave top-up payments for employees who are new mothers (to 100 per cent of salary for six weeks) and offers flexible hours for when they are ready to return to work; employees working at the company’s head office can take advantage of the on-site employee lounge, which features a fireplace, television, video games, foosball table and arcade machine.

Rogers Insurance Limited

Insurance Agencies and Brokerages

Invests in employee education with tuition subsidies for courses taken at outside institutions, financial bonuses for some course completion and subsidies for professional accreditation; encourages employees to prepare for the future with retirement planning assistance and contributions to a matching RSP — and offers phased-in work options to help retiring employees transition to life after work; provides maternity and parental leave top-up payments to employees who are new mothers, fathers or adoptive parents (to 90 per cent of salary for six weeks); supports employee efforts to achieve work-life balance with alternative work arrangements such as flexible hours, shortened work weeks, 35-hour work week (with full pay) and a formal earned days off program.

Edmonton

Calgary

Calgary

Secure Energy Services Inc.


Encourages ongoing employee development through in-house training programs, career planning services, tuition subsidies for job-related courses and subsidies for professional accreditation; cultivates an ownership culture through a share-purchase plan, available to all employees, and offers a number of additional financial benefits, including year-end bonuses for some employees, contributions to a matching RSP, and referral bonuses; helps employees lead healthy, active lives with employee-led sports teams and a health club subsidy, to offset the costs of gym memberships (to $1,000 per year); supports employees who are new mothers with maternity leave top-up payments (to 75 per cent of salary for up to 15 weeks) and offers flexible work hours for when they are ready to return.

Suncor Energy Inc. Crude Petroleum and Natural Gas Extraction

Head office employees can stay in shape at the on-site fitness facility, which features subsidized membership, state-of-the-art exercise equipment, personal training sessions, and instructor-led classes; maintains a flexible health benefits plan that allows employees to customize levels of coverage according to their needs; supports employees who are new mothers with maternity leave top-up payments as well as flexible work options for when they are ready to return to work; offers a number of options to help build future savings, including a matching RSP, defined-benefit and defined-contribution pension plan, depending on the employees’ position; helps employees develop their skills with generous tuition subsidies for courses taken at outside institutions (to $5,500), in-house apprenticeships and a number of in-house and online training programs; manages a variety of rotational programs for new graduates in fields such as engineering, project controls, supply chain management, finance and sales and marketing; encourages employees to be active in the community through the SunCares Employee Program, which lets employees apply for grants on behalf of the organizations they are involved with.

Trican Well Service Limited


Offers industry-leading maternity and parental leave top-up payments for new mothers and adoptive parents (to 100 per cent of salary for 52 weeks) as well as parental top-up for new fathers (to 100 per cent of salary for 37 weeks); and helps employees adjust to their new role as parents with a variety of flexible work options including telecommuting, reduced summer hours, flexible hours and a shortened work week option; head office employees can keep fit with free memberships at the on-site fitness facility featuring state-of-the-art equipment and instructor-led classes — also rents off-site gyms and ice rinks on a weekly basis for employee use; encourages employees of all skill levels to participate in the company’s annual hockey tournament, now entering its 17th year — the tournament is open to employees across Canada and includes a welcome banquet, friendly competition and a wrap-up event; provides exceptional financial rewards, including profit-sharing for all employees, signing and year-end bonuses for some employees and referral bonuses for employees who successfully refer a candidate (to $1,000); also cultivates an ownership culture with a share-purchase plan, available to all employees; helps employees prepare for life after work with retirement planning assistance and employer contributions to a matching RSP (to five per cent of salary).

Calgary

Calgary

Calgary

2,976

4,479

200

Shell Canada Limited Crude Petroleum and Natural Gas Extraction

Offers exceptional financial rewards, including a share-purchase plan, generous year-end bonuses, discounted financial services through the Shell Credit Union, and even discounts on gasoline purchases at the pump; helps employees with retirement-planning workshops and defined-contribution and defined-benefit pension plans — retiring employees can also take advantage of a health benefits plan that extends into retirement, with no age limit; a great community citizen supporting approximately 400 charitable initiatives last year and providing employees with up to three paid days off each year to volunteer with their favourite charities; a diversity leader that consulted employees, religious leaders and architects to help create a meditation and reflection centre designed to meet all its employee’s religious and spiritual needs; encourages employee development through tuition subsidies for job-related courses, formal mentoring, career planning services and a head office training centre, home of the Shell University program.

Calgary 9,130

Sealweld Corporation Support Activities for Oil and Gas Operations

Helps employees with retirement-planning assistance and contributions to a matching RSP; new employees start at three weeks of paid vacation allowance and receive additional paid time off during the summer months and winter holidays; supports employee work-life balance through alternative work arrangements such as flexible hours, shortened and compressed work weeks, reduced summer hours and personal paid days off; provides maternity and parental leave top-up payments to employees who are new mothers, fathers or adoptive parents (to 95 per cent of salary for 17 weeks) and offers an option to extend their leave into an unpaid leave of absence; maintains a flexible health benefits plan that allows employees to customize coverage according to their personal needs and transfer unused credits to additional salary, savings or paid time off.

Calgary 43

SAIT Polytechnic Post-Secondary Institutions

Employees can prepare for the future with retirement-planning assistance and generous contributions to a defined-benefit or defined-contribution pension plan — SAIT also offers phased-in work options to help retiring employees transition to life after work; maintains the SAIT ALIVE organization to encourage retired and former employees to stay connected to the school and participate in recreational and social activities — members of the organization also receive a variety of benefits, such as discounted membership fees to campus fitness facilities, access to the library system and free on-campus parking; educator helps employees develop their skills through in-house and online training programs, formal mentoring, subsidies for professional accreditation and tuition subsidies for courses taken at outside institutions (to $10,000); provides maternity leave top-up payments to employees who are new mothers (to 95 per cent of salary for up to 15 weeks) and offers flexible hours for when they are ready to return; employees working on campus can take advantage of on-site amenities such as a cafeteria, with healthy and special diet menus, an employee lounge and free access to a fitness facility.

Calgary 2,516

997

13,323

2,395


Tetra Tech EBA Inc. Engineering Services Cultivates an ownership culture through a share-purchase plan, available to all employees, and offers a range of additional financial benefits, including signing and year-end bonuses for some employees, and referral bonuses for employees who successfully refer a candidate (to $5,000); invests in the long-term development of its employees through mentoring, in-house and online training programs and financial bonuses for some course completion (to $2,000); supports the education of the next generation with an academic scholarship program for children of employees interested in pursuing post-secondary studies (to $2,000 per child); provides maternity leave top-up payments to employees who are new mothers (up to 95 per cent of salary for up to six weeks) and offers an option to extend their leave into an unpaid leave of absence; encourages employees to balance work and their personal life through flexible hours, shortened and compressed work weeks, telecommuting and reduced office hours during the summer.

Edmonton 623


Northern Alberta Institute of Technology / NAIT

Post-Secondary Institutions

Invests in the long-term development of its employees through tuition subsidies for job-related courses, financial bonuses for some course completion, a variety of in-house and online training options and subsidies for professional accreditation; provides maternity leave top-up payments to employees who are new mothers (up to 95 per cent of salary for up to 16 weeks) and offers an option to extend their leave into an unpaid leave of absence; in addition to the organization’s regular health benefits plan, recently introduced a flexible spending account to allow employees to customize levels of coverage as well as transfer credits to savings or wellness-related expenses such as gym memberships or sporting equipment; encourages employees to prepare for the future with retirement-planning assistance and contributions to a defined-benefit pension plan — and offers phased-in work options to help retiring employees transition to life after work; employees working on campus can take advantage of on-site amenities including a nap room, a fully-stocked employee lounge, with video games, pool table, foosball, table hockey and table tennis, plus a fitness facility with exercise equipment, basketball, squash and racquetball courts, climbing wall, swimming pool and indoor running track.

Edmonton 1,985



University of Calgary Post-Secondary Institutions, Universities

Maintains a flexible health benefits plan that allows employees to customize levels of coverage to suit their personal needs; provides maternity and parental leave top-up payments to employees who are new mothers, fathers or adoptive parents (depending on their employee group) and offers the convenience of an on-site daycare which they can take advantage of upon their return; supports ongoing employee development through tuition subsidies for job-related courses, a variety of in-house and online training programs, including apprenticeship opportunities and career-planning services; encourages all employees to save for the future with contributions to a defined-benefit pension plan; the environmentally-conscious organization created a sustainability stewardship working group in 2007 comprised of 14 different cross-departmental teams that work on various aspects of campus sustainability, such as water, waste, purchasing and energy performance.

Calgary 5,439

Western Financial Group Inc.

Insurance Agencies and Brokerages

New employees start at three weeks of paid vacation and receive additional personal paid days off that can be scheduled throughout the year; cultivates an ownership culture through a share-purchase plan, available to all employees, and offers additional financial rewards, including signing and year-end bonuses for some employees and referral bonuses of up to $2,500; encourages employees to save for retirement by matching contributions to an RSP and helps retiring employees transition to life after work with phased-in work options; provides maternity and parental leave top-up payments to employees who are new mothers, fathers or adoptive parents (to 100 per cent of salary for six weeks); offers a full suite of alternative work arrangements to help employees balance work and their personal commitments, including telecommuting, flexible hours, shortened and compressed work weeks and reduced summer hours; through the Western Communities Foundation, supports a number of local and national charitable organizations that focus on public health, public housing, public education and recreation each year.

High River

Worker’s Compensation Board of Alberta

Administration of Human Resource Programs

Employees working at the organization’s head office can take advantage of a variety of on-site amenities, including a cafeteria with healthy menus, quiet room for meditation and religious observance, and a fitness facility that features free membership, exercise equipment, instructor-led classes such as yoga and Zumba, plus shower facilities; invests in the long-term development of its employees through subsidies for tuition and professional accreditation, financial bonuses for some course completion (to $5,000) and a variety of in-house and online training programs; helps cultivate high-potential employees with formal mentoring, leadership training and career-planning services; supports employees who are new mothers with maternity leave top-up payments (to 95 per cent of salary for up to 13 weeks) as well as parental leave top-up for new fathers and adoptive parents (to 95 per cent of salary for up to six weeks); encourages employees to balance work and their personal commitments with flexible hours, shortened and compressed work weeks, telecommuting and a formal earned-days-off program; in addition to the organization’s health benefits plan, offers a wellness and lifestyle spending account (up to $1,000 per year) that can be used toward products and services that promote health and well-being, including sports classes and fitness equipment.

WorleyParsons Canada Services Limited

Engineering Services Encourages an ownership culture with a share-purchase plan that is available to all employees; provides a range of additional financial rewards including signing and year-end bonuses for some and generous referral bonuses for employees who refer a candidate that is successfully hired by the company (to $4,000); helps all workers prepare for the future with retirement-planning assistance, phased-in work options and matching RSP contributions, to nine per cent of salary; supports ongoing employee development with in-house apprenticeships and skilled trades programs, formal mentoring and a variety of in-house and online training programs; manages an academic scholarship program for children of employees who attend post-secondary institutions.

Edmonton

Calgary

1,573

1,638

7,392

United Way of Calgary and Area

Grantmaking and Giving Services

Supports ongoing employee development through tuition subsidies for job-related courses (to $1,000) and a variety of in-house and online training options; provides maternity leave top-up payments for employees who are new mothers (up to 100 per cent of salary for six weeks); helps employees balance work and their personal commitments with flexible hours, compressed work weeks and reduced hours during the summer months; new employees receive three weeks of paid vacation allowance to start as well as personal paid days off that can be scheduled throughout the year; encourages all employees to save for retirement with contributions to a matching RSP.

Calgary 114


EMPLOYERS

2016

Now’s the time to apply!Be one of Alberta’s Top Employers in 2016.

To Apply! go to

www.canadastop100.com/alberta

UFA Co-operative Limited

Farm Supplies Merchant Wholesaler

Provides maternity leave top-up payments to employees who are new mothers (to 100 per cent of salary for four weeks followed by 80 per cent of salary for an additional four weeks); helps employees balance work and their personal commitments with flexible work hours, telecommuting, compressed work weeks and up to 12 personal paid days off; invests in employee development through subsidies for tuition and professional accreditation and in-house and online training programs, including apprenticeship opportunities; hires summer and co-op students in a variety of disciplines, including communications, human resources, accounting, IT and agriculture; offers financial benefits such as signing bonuses for some employees and year-end bonuses for all, and helps employees save for retirement with contributions to a defined-contribution pension plan.

Calgary 898

A lber ta ’s Top Employers 2015 9 A lber ta ’s Top Employers 2015 1


Company looks out for its clients, employees

COME GROW WITH USwww.AFSC.ca

For more than 75 years, Agriculture Financial Services Corporation has insured farmers and helped them

with the funds to build and nurture their businesses.

At the same time, AFSC has also built and nurtured an encouraging corporate culture for its employees.

AFSC is a provincial Crown corporation with a private sector board of directors providing farmers, agribusinesses and other businesses with loans, crop insur-ance and farm income disaster assistance.

The company’s main office is in Lacombe, with 54 additional rural office locations around the province. AFSC em-ploys 714 people full time, with about half of these working at the head office.

Greg Silver, recently hired as AFSC mar-keting specialist, says he was attracted to the company in part because of the great benefits it offered.

“They start from Day 1 here, which is unusual. New employees are also allowed to take one week of vacation within the first year from the very start,” he says.

He characterizes the working environ-ment at AFSC as very professional, with a culture that offers employees opportuni-ties to grow and succeed in their careers.

One exciting program open to all employees is Farming 101. In a business where employees deal with clients in the agricultural industry, the course helps everyone better understand the business, which allows them to communicate

competently with clients and better assist with their needs.

“You sit in a classroom for the morning and learn about all types of agriculture, from different kinds of cows and hogs to types of land available,” Silver says. Par-ticipants take field trips to different farms and an auction market, plus they learn about how honey is extracted and more.

Other internal and external training opportunities are also available across departments for employees looking to move up the career ladder or into other roles or areas.

“Employees who are seeking change in employment don’t have to look elsewhere. They can look internally to see if there is

another department they are interested in, and if they qualify for training. We would rather have people move within the company and work with the things they are passionate about,” Silver says.

The company’s philosophy includes making both the world and the workplace better places to be, and to that end, a company committee runs a Going Green program to address new ways to make AFSC a greener place to work.

Staff is also encouraged to volunteer in the community, and AFSC is involved in fundraising for numerous events and charities including the Heart and Stroke Foundation and Movember. The company is also heavily involved with 4-H, donating

funds and offering scholarships. And each month, AFSC honours positiv-

ity in the workplace through staff appre-ciation awards in recognition of employ-ees who are nominated for their attitude, improving the office environment, helping others, and going above and beyond for a client or co-worker.

Marketing specialist Greg Silver says the AFSC offers attractive benefits.

n YEARS IN BUSINESS: More than 70 n NUMBER OF EMPLOYEES: 714 full timen LOCATIONS: 55 Alberta locationsn HEAD OFFICE: Lacomben POSITIONS EMPLOYED: Lenders,

finance, insurance agents, inspectors/adjusters, marketing, human resource consultant, management, customer service representative, IT professionals, project managers, actuary.

n HIRING INCENTIVES: Benefits on Day 1; one week vacation available upon start; New Graduate Incentive Program, employee referral.

n APPLICATION PROCESS: Online application at afsc.ca, pre-screening via telephone and face to face interview.

Agriculture Financial Services

Corporation

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

SPONSOR CONTENT

10 A lber ta ’s Top Employers 2015 A lber ta ’s Top Employers 2015 1


Continuous learning key at Alberta Blue Cross

www.ab.bluecross.ca

Top employer ad -10” x 2.12” CMYK

Be part of an award-winning, community-minded organization where you can grow and develop.

Imagine a positive environment with work-life balance.

Imagine your future with Alberta Blue Cross!

Sarah Routledge, manager of group enrolment and accounts receiv-able, began working for Alberta

Blue Cross as a summer student 12 years ago. She received nothing but support in what she calls a “welcoming atmo-sphere,” finishing with, “It’s an awesome place to work. The company’s focus on continuous learning has been a particular highlight for me.”

The positive environment stems from the organization’s core values, says Mark Razzolini, vice-president of human resources.

There is also a range of programs and benefits that help employees gain or maintain physical and mental wellness, as well as training and ongoing profes-sional development.

“We continue to grow our commit-ment to wellness year after year for our employees and our customers. Wellness is central to our success,” Razzolini says.

“It’s also not unusual to find employees with 20+ years of service with Alberta Blue Cross and that speaks volumes about the company,” says Routledge.

Alberta Blue Cross is a not-for profit organization that provides health and dental benefits to more than 1.6 million Albertans, with branches around Alberta.

It has been awarded the Premier’s Award of Distinction five times and is one of Alberta’s Top 70 Employers.

Employees are entitled to a stream of benefits and workplace initiatives. Of-

ferings include affordable on-site fitness classes to help people fit exercise into their day; book fairs; activity nights for things like skiing; flex-time for profes-sional development; and volunteering opportunities. Alberta Blue Cross picks several charities each year that employ-ees can choose to get involved with.

“When we offer something to our employees, we genuinely believe it will make a difference to their engagement

and level of productivity,” says Razzo-lini.

Routledge calls it relationship build-ing, something that happens within the workplace and in the community.

At work, there is a focus on mentor-ing, where employees are encouraged to approach managers and ask for advice or discuss perhaps moving into a new job.

Employees can also take advantage of training and professional develop-

ment opportunities. There are formal and informal training programs training programs for all employees.

Permanent, full-time employees are entitled to up to $4,000 for continuing education on their own time.

“We invest a lot in this area. We have a younger workforce and they tap into that benefit,” says Razzolini.

Routledge says employees are free to pick and choose programs. “It’s not forced on you and you can choose what fits your lifestyle.” That is something that keeps her happy at work.

“It just gives you that opportunity and if you’re willing to grow and stretch, you are continually able to learn. It’s a great place to build a career.”

Employees participate in the Alberta Winter Walk Day in February 2014.

n YEARS IN BUSINESS: 70 n NUMBER OF EMPLOYEES: 1,132n LOCATIONS: Edmonton, Calgary,

Grande Prairie, Lethbridge, Medicine Hat and Red Deer.

n HEAD OFFICE: Edmontonn HIRING INCENTIVES: Employee refer-

ral program; health and wellness spend-ing accounts; professional development; maternity leave top-ups; defined-benefit pension plan.

n APPLICATION PROCESS: Online at ab.bluecross.ca/careers.

Alberta Blue Cross

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

SPONSOR CONTENT



ATB Financial invests in its employees

Thanks for making us a great place to work.

For nearly 77 years, ATB Finan-cial has served Albertans with a dedicated full-service financial

offering for individuals, small businesses and corporations.

“Our whole purpose is to make banking work for people — to ensure we provide the conditions for our customers to be happy — because we’ve built our services around what they need,” says ATB Fi-nancial chief people officer, Lorne Rubis.

What really makes the financial insti-tution stand out, according to Rubis, is the fact that it invests in its people.

To this end, ATB is committed to pro-viding extraordinary leadership and giv-ing employees the conditions in which to excel.

“We will invest in you and in your personal equity. We are going to invest in you more than financially; we will invest in you experientially, emotionally and in your overall wellness,” Rubis says.

Positions at ATB include everything from financial advisors and personal bankers, to relationship managers, bank managers, software developers, financial analysts, accountants and more.

When hiring, there is an expectation for people to have the technical skills required for the job, but the primary differentiator after that is a candidate’s fit to the company culture. ATB seeks people who are “hungry, and great con-nectors,” Rubis says.

“We expect people to be fiercely self-

accountable, highly respectful, inclusive, great listeners and really abundant in the way they think of their contributions. Those kinds of people do really well here. They want to contribute, and they really love the idea of delivering exceptional customer service, being part of a team and making banking work for people.”

The financial institution offers a very competitive total rewards program, including a flexible pension plan where team members can put up to 18 per cent of their pay into the plan — the employee contributes up to six per cent, with ATB providing up to 12 per cent.With many

different employee development pro-grams and initiatives, ATB is committed to helping its people continue to develop, including leadership opportunities for team leaders.

Through the company employee recognition program, staff members have acknowledged the efforts of their colleagues more than 100,000 times in the last year — “people every day, writing a thank you and saying ‘great job,’” says Rubis.

On top of that, employees can award points to their colleagues for outstand-ing work, which can be used to purchase

trips and gifts, or given to charity.For ATB, corporate social responsibili-

ty is incredibly important. As just one ex-ample, the financial institution has given more than $1-million to the Edmonton’s Stollery Children’s Hospital and Alberta Children’s Hospital in Calgary.

Not surprisingly, ATB has garnered many prestigious awards, including be-ing recognized as one of Canada’s Best Employers by Maclean’s Magazine, in partnership with Aon Hewitt.

“We really are committed to becoming the place to work — not just in Alberta, but anywhere,” Rubis says.

ATB team members share their expertise while having fun at the Week of Welcome hosted by the University of Alberta School of Business.

n YEARS IN BUSINESS: 77 n NUMBER OF EMPLOYEES: 5,055n LOCATIONS: Branches are Alberta-

wide, with corporate offices in Calgary and Edmonton.

n HEAD OFFICE: Edmontonn HIRING INCENTIVES: Support in

growth and development including per-sonal wellness; award-winning rewards and recognition program; flexible ben-efits and workspaces; being part of a socially responsible, diverse team that’s engrained in the Albertan community.

n APPLICATION PROCESS: Online at atb.com.

ATB Financial

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

SPONSOR CONTENT



ASC employees want to ‘make a difference’There’s no fraud like investor fraud

— people trade money for slips of paper they’re convinced will

increase in value. Those pieces of paper are called securi-

ties and it’s the job of the Alberta Securities Commission (ASC) to regulate the very large legitimate trade in stocks, bonds and other investment offerings in the province, investigate the comparatively small but persistent incidence of fraud and educate the public about how to avoid becoming victims of Ponzi schemes and other scams.

“Many of our employees join the ASC because they do want to make a differ-ence,” says Danna McLeod, director of corporate resources.

Another big attraction of the ASC is career-building experience. For example, litigators take important cases to admin-istrative hearing or court much earlier in their careers than is the norm in private practice at major Calgary law firms, she says. Other legal, accounting, finance and business professionals also gain high-profile CV credits.

There are 190 staffers at the ASC, charged with maintaining the fairness and integrity of Canada’s second-largest capital market. They include all manner of accountants and forensic accountants, lawyers, investi-gators and a full range of business adminis-tration professionals, as well as engineers and geoscientists involved in regulation and investigation of securities activities in Alberta’s complex energy sector.

“That’s something that’s unique to Alberta and our people are widely viewed as subject-matter experts,” McLeod says.

With evident pride, she says that ASC personnel have been consulted by securi-ties regulators across Canada, in the Unit-ed States and around the world on matters of oil and gas regulation and systemic risk in the wake of the financial crisis.

Investigators typically come from legal, law enforcement, industry or accounting backgrounds. McLeod says it takes a broad set of forensic and business skills to track down financial fraud and “we hire the right people with the right knowledge and experience, then train them on new skills they might require.”

The ASC offers 100 per cent employer-funded health-and-wellness benefits, a “generous” health spending account, a defined-benefit pension plan, an earned variable pay award, a flex-day program, fitness allowance, transportation allow-ance, maternity-leave top-up, professional development training and an employee referral program paying up to $7,500.

“Our work environment is equally attractive,” she says. “We’re located in the Eau Claire area, with easy access to Prince’s Island Park, downtown shopping, restaurants and transit.”

Their building, the LEED gold-accredit-ed Centennial Place, includes an on-site fit-ness centre, bike lockers and a food court.

She adds that, while the Calgary econo-my tends to be cyclical, ASC employment levels have been very steady over the years.

The Alberta Securities Commission is an industry funded Crown corporation, established in 1955. It is a quasi-judicial body that can impose fines up to $1 million and issue cease-trade orders against com-panies and individuals. The Commission can also prosecute anyone who contra-venes the Alberta Securities Act or related legislation through the Alberta courts.

ASC employees educate investors on how to avoid investment fraud as part of their CHECKFIRST.CA campaign.

n YEARS IN BUSINESS: 60 n NUMBER OF EMPLOYEES: 190n HEAD OFFICE: Calgaryn POSITIONS EMPLOYED: Lawyers,

accounting and financial professionals, investigators, engineers, other business professionals and support staff.

n HIRING INCENTIVES: One hundred per cent employer-paid health and wellness benefits, a generous health spending account, defined-benefit pen-sion plan, earned variable pay award, flex day program, transportation allow-ance and professional development and training.

n APPLICATION PROCESS: Email: [email protected]

Alberta Securities Commission

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

SPONSOR CONTENT



Health and wellness the focus at ASEBP

ASEBP supports the health and wellness of covered members in Alberta’s public education sector by providing innovative health benefits and programs.

A L B E R T A S C H O O L E M P L O Y E E B E N E F I T P L A N W W W . A S E B P. A B . C A

The Alberta School Employee Benefit Plan, a health and benefits provider for Alberta’s K-12

education sector, takes all aspects of employee health and wellness into account.

In addition to a 35-hour work week and three weeks of vacation time upon starting, employees also enjoy a corporate flex day during the December holidays to ensure they have five consecutive days off to spend with family and friends. Permanent employees receive an additional two flex days per year and have the opportunity to take a day off each year to volunteer with a worthy organization of their choice. Employees have eagerly utilized these hours, choosing to volunteer at their children’s schools, arts festivals, animal-related charities and health- focused charities.

Employees are also involved in the community through internal events that foster a generous spirit and positive work environment. A Tools for School building competition is held each summer, with all of the supplies being donated after the friendly, creative competition is over; a Santa’s Anonymous gift exchange takes place every December; and annual food drives are held for the Edmonton Food Bank.

This dedication to giving back is a wonderful part of ASEBP’s culture, but is not all that makes it one of Alberta’s Top Employers. ASEBP was awarded the 2014 Premier’s Award of Distinction for

Healthy Workplaces, which recognized all of the work ASEBP does to support the health of employees, over and above the benefits packages available to them.

“The general health benefits are great, but for me the Wellness Spending Account and the fitness programs are what set ASEBP apart,” says Leah Smith, legal services co-ordinator & privacy officer.

This continued focus on health was also a major theme of ASEBP’s two-day all-staff learning event last fall. The Day of Learning marked the launch of ASEBP’s 2014-17 strategic focuses, which largely centre on health and wellness.

Presentations from ASEBP’s leadership team helped explain the strategies to employees, and then breakout sessions later in the day gave each person a chance

to link their role back to the strategies. Fun, healthy activities were planned

for employees throughout the day — from making their own healthy trail mix, to going for an afternoon walk around the venue grounds, to having the opportunity to attend a yoga demonstration, led by ASEBP’s own fitness experts.

“What made it special, besides all of the great speakers and presentations, was the wonderful little extras throughout the day! From the yoga and brisk walk, to the nutritious snacks, teas and infused water, it was all very nicely done, and made staff feel a little special,” comments Jodi Forster, quality assurance co-ordinator.

Those inspired by the day’s yoga demonstration are able to continue the healthy habit regularly at work, through

the employee-subsidized fitness classes offered in ASEBP’s Ticket to Fit program.

To ensure health and wellness remains top of mind, ASEBP regularly shares health tips and articles with employees on the company intranet, Horizon. Multiple two-day mental health first aid training sessions were also provided to all employees, in support of ASEBP’s health focus.

ASEBP employees participate in a yoga demonstration during their recent all-staff Day of Learning event.

n YEARS IN BUSINESS: 47 n NUMBER OF EMPLOYEES: 119n HEAD OFFICE: Edmontonn HIRING INCENTIVES: Fitness room;

Ticket to Fit fitness program; 35-hour work week; helps employees balance work and their personal life through alternative work arrangements including flexible hours, telecommuting and a formal earned-days-off program; education assistance; health spending account/wellness spending account (to support healthy living and family activities); offers maternity leave top-up payments; one day per fiscal year off to volunteer in the community.

n APPLICATION PROCESS: Online at www.asebp.ab.ca

Alberta School Employee Benefit

Plan

This story was provided by the Alberta School Employee Benefit Plan for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

SPONSOR CONTENT



The Banff Centre offers inspiring settingNestled in the heart of the Rocky

Mountains, The Banff Centre hosts thousands of artists, leaders,

researchers and conferences from around the world each year as they participate in cutting-edge programs.

Founded in 1933 with a single course in drama, The Banff Centre has grown to provide interdisciplinary programming in leadership, performing arts: dance, music, theatre, indigenous arts and literary arts, film and visual/digital arts and more. With world-class guests Spike Lee, Mikhail Baryshnikov, Shad, Kid Koala and further, The Banff Centre truly is the world’s largest arts and creativity incubator.

It’s also a great place to work. “Banff Centre prides itself of providing

opportunities for employees to inspire cre-ativity in not only their professional life but personal life as well,” says Luke Sunderland, vice-president of business development.

“It is these creative opportunities, a sense of social responsibility, service and engagement that when combined with our environment makes The Banff Centre a very exciting place to work and grow your career.

The Banff Centre is host to an extremely diverse base of skilled workers who enjoy an enviable lifestyle set in the scenic splendour of Canada’s first national park. The Centre’s distinctive campus on the side of Tunnel Mountain features spectacular mountain and river views, with running and hiking trails right outside the door.

Home to Walter Phillips Gallery, which

specializes in contemporary art, award-win-ning fine dining restaurant Three Ravens, multiple performance and theatre venues, and the Sally Borden Recreation Facility with a pool, indoor climbing wall, yoga pro-grams and more, The Banff Centre is set up to support all aspects of life in Banff.

Supporting employees is extremely important to The Banff Centre whether it be through ergonomic workstations, outdoor areas for quiet and relaxation or on-site lunch options including a full-service cafeteria and discounts at any of the five restaurants on campus.

There is employee housing on campus in addition to housing located a 15-minute

walk from the Centre. The campus is walking distance to the

Banff town site, while the nearest ski hill is just a 10-minute drive away.

“Working at The Banff Centre provides extraordinary opportunities for staff as well as audiences to experience a breadth and diversity of artistic activity from Alberta, Canada and around the world,” commented Carolyn Warren, vice-president of arts.

“In a single week you can be exposed to world class contemporary dance, opera, visual and performance art, music, literary readings by our best authors … I could go on. We convene these amazing talents at The Banff Centre and this is an ongoing source

of drive and inspiration for everyone working here.”

Employees can take advantage of free lunch-and-learn programs on topics such as how to make sushi, igloo building, photogra-phy, introduction to slack lining and more.

Working at the Centre also means receiv-ing employee discounts on more than 500 events held annually on campus, including concerts, films, talks, festivals, exhibitions and more.

To learn more about The Banff Centre, visit banffcentre.ca.

Staff at The Banff Centre enjoy a host of free and subsidized activities, such as free tickets to concerts and events. Pictured here, The Shaw Amphitheater at The Banff Centre in summer. Photo: Don Lee.

n YEARS IN BUSINESS: 81 n NUMBER OF EMPLOYEES: More than 500.n LOCATIONS: Banff, Alta.n HEAD OFFICE: Banff, Alta.n HIRING INCENTIVES: Free or dis-

counted admission to events throughout the year; 20 per cent discount on food and beverage discounts on campus; subsidized fitness membership; discounted rates on guest rooms for friends and family; deferred salary plan; complimentary parking; free membership to the Paul D. Fleck library and archives; subsidized staff events organized through human resources; professional development opportunities; health and extended health benefits.

n APPLICATION PROCESS: Apply online at banffcentre.ca/careers.

The Banff Centre

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

SPONSOR CONTENT


Blair Cunningham had never been in a big city until he came to Calgary in 2011.

Yet, despite being far from his Northern Alberta home in the Peavine Metis settle-ment, Cunningham says he immediately felt welcomed and safe as a student at Bow Valley College.

Hired after graduation as a part-time administrative assistant, Cunningham has worked his way up to the executive office, recently seconded as community engage-ment specialist at the public community college in downtown Calgary.

That strong, warm connection has remained.

“Bow Valley College is like family, and that’s huge for me,” he emphasizes.

Cunningham’s involvement with the Iniikokaan Aboriginal Centre, which provides programs and support to all stu-dents, helped him establish a supportive network. He also believes the diverse stu-dent population, with its many languages and cultures, adds to that sense of family.

The 50-year-old post-secondary institution has a solid reputation as one of Alberta’s top employers. Known for innovation, creativity and high employee engagement, Bow Valley College attracts top-notch educators and support staff.

Employee perks include medical and dental coverage from the first day of employment, a health spending account, professional development and assistance with child and elder care.

Human resources director Donna Schendell says the college offers an above-average vacation entitlement, with ad-ditional days off at Christmas break, extra statutory holidays and two professional days per year for all staff, not just faculty.

She cites high employee engagement as a reason why she personally targeted Bow Valley as a desirable employer, and says approximately 75 per cent of employees recommend the college as a good place to work, with opportunity to make a differ-ence in people’s lives.

“We’ve got such a high retention rate be-cause we have a culture that is both caring and forward-thinking,” says Schendell, who attributes the positive, supportive culture

to the strong leadership of Sharon Carry, president and chief executive officer.

Carry was recently awarded the Alberta Order of Excellence and nominated by the Women’s Executive Network as one of Canada’s Top 100 Most Powerful Women, recognizing strong, fearless female leaders who have become agents of change.

“She’s created this culture of innovation and creativity, and people have been very happy to live in this culture,” Schendell says.

New employee orientations include greetings from Carry, who encourages open and continuous dialogue with all staff. That includes regular collabora-tive discussions with the Faculty Asso-ciation and the Alberta Union of Public

Employees (AUPE), each representing the instructors and a large component of administrative staff.

“I’ve never seen that before, where the president is that involved. No matter how big we’ve become, we’re still a close-knit family,” Schendell says.


Bow Valley College connects with workers

OPPORTUNITY RISES AT BOW VALLEY COLLEGEYou’ll find BVC – Alberta’s largest college – a rewarding place for you to make a real difference and feel good about your contribution.

Visit bowvalleycollege.ca/employment-services

Blair Cunningham, centre, with two students, has thrived since joining Bow Valley College.

n YEARS IN BUSINESS: 50 n NUMBER OF EMPLOYEES: 644n LOCATIONS: Calgary and southern

Alberta: Airdrie, Banff, Canmore, Lake Louise, Chestermere, Cochrane, Hanna, High River, Kinai Nation, Morley, Okotoks, Siksika Nation, Stettler, Strathmore, Three Hills, Rocky Mountain House.

n HEAD OFFICE: Calgaryn POSITIONS EMPLOYED: Academic/

instructional, non-academic and support, administrative/managerial.

n HIRING INCENTIVES: Extensive medical and dental coverage (benefits from Day 1, health spending account, professional development, work-life balance, pen-sion plan, child care options, insurance coverage, reduced gym membership rate, comprehensive counselling program (care-giving, including back-up child and elder care assistance; life planning and health coaching).

n APPLICATION PROCESS: Online at bowvalleycollege.ca/careers

Bow Valley College

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

SPONSOR CONTENT


Unique to Canadian Western Bank is an award-winning culture maintained through its rapid

growth into a much larger financial services institution over the past 30 years.

Now a group of companies, CWB and its six subsidiaries offer service in four lines of business across Canada. Kelly Blackett, executive vice-president of human resources, says the organization remains rooted in its western Canadian beginnings and “common-sense approach” to serving its clients.

“Our culture is very much about collaboration and doing what is right,” adds Blackett, who provides the example of CWB’s community-minded employee-matching programs. The Funds for Fundraisers grant program matches employee fundraising up to $5,000 based on the number of employees participat-ing, while the Employee Volunteer Grant rewards employees who volunteer more than 30 hours in their community with a $300 grant to their charity of choice.

“We want to support employees in what they’re passionate about,” Blackett explains, sharing that group volunteering and fundraising has been successful in building employee engagement.

Blackett says the organization wants its employees to consider working at CWB a career, not just a job.

“We want our people to have a line of sight as to where they can contribute and

grow in their own careers,” she says. CWB does a significant amount of employee development. Programs, generally offered in one of three dedicated learning centres, include onboarding, leadership develop-ment and technical training. The company also ensures frequent career and coaching conversations take place between employees and management each year.

Recent graduates can participate in an accelerated Management Associate Program where they rotate through several roles in various CWB locations to gain significant experience early in their careers.

The organization will also reimburse up

to 100 per cent of tuition for employees who want to pursue further education related to their banking careers.

Team building is also important to foster a sense of community. For example, regular Friday morning breakfasts at individual branches allow employees to connect socially and, in October, the orga-nization hosted a Rock of Changes week to recognize employees for their significant efforts. Employees participated in rock-music-themed events from a scavenger hunt, to a selfie contest, to a fan-mail initiative to encourage peer recognition. Fourteen members of the executive and senior management also went on “tour”

with at least one leader visiting every single company location.

Blackett says providing employees with ownership in the company also sets CWB apart.

“Our people are what drive our culture and they are the foundation of our success. When CWB does well, we want everyone to share in that,” says Blackett.

As a result, CWB offers an industry-leading employee share-purchase pro-gram and, starting this year, will offer a short-term annual incentive program to employees at all levels.


Bank develops tight-knit community

Bank Trust Insurance Wealth Management

Four lines of business, hundreds of career paths. Find yours at cwbcareers.com.

Canadian Western Bank believes in building a supportive environment for its employees.

n YEARS IN BUSINESS: 30 n NUMBER OF EMPLOYEES: 2,200n LOCATIONS: 42 business and personal

banking locations across Western Canadan HEAD OFFICE: Edmontonn PRESIDENT AND CEO: Chris Fowlern AWARDS: Named to list of Best

Employers in Canada for nine consecutive years; twice awarded Canada’s Top 10 Most Admired Corporate Cultures.

n REFERRAL PROGRAM: Employee referrals account for nearly 50 per cent of new hires annually.

n APPLICATION PROCESS: Online at cwbcareers.com.

Canadian Western Bank

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

SPONSOR CONTENT



Carewest looks out for its employees

Visit our website at carewest.ca

Thank you Carewest staff...For joining us on our journey

to a healthy organization, one step at a time!

Cindy Randall always lived an active life, working at Carewest as a therapy aide and raising a family of

two children and, now, four grandchildren.She ate a balanced diet, exercised and

was mindful of her health, which is why she was shocked to learn high blood pressure was silently destroying her internal organs.

Randall, 54, made the insidious discovery at one of 11 Carewest Wellness Resource Centres established across the organization to help Carewest employees track wellness indicators such as blood pressure and weight using a blood pressure machine, weigh scale and health resource library with newsletters, brochures and other resources.

“I’m way more active at 54 than I was at any time in my life, so I was never con-cerned about my blood pressure,” says Randall. “Then Carewest created these Wellness Resource Centres and I thought I’d give it a try. My blood pressure was re-ally high — it got about 190 over 110.”

Randall sought immediate medical attention and was informed her high blood pressure led to irreversible damage to both her eyes.

The Carewest Wellness Resource Centres are only a small part of Carewest’s commitment to employee wellness — with a dedicated Employee Health and Safety Department offering a vast array of pro-grams and services tailored to staff needs.

Some of those programs and services include flexible health-spending accounts, confidential health counselling, Employee

and Family Assistance Program and this year, staff are being offered the opportu-nity to take advantage of a free bone and joint wellness assessment by certified physiotherapists.

“Our corporate values and commit-ment for the health and well-being of our residents extends to all employees. We’re very proud of our ongoing commitment to developing a healthy workforce,” says Blair Phillips, acting COO.

Carewest is a public, not-for-profit health-care provider that directly employs 2,700 staff, and another approximately

150 contracted support services staff — housekeeping and laundry — to provide care and support for residents and clients from 13 locations in Calgary.

Employee experience surveys con-sistently demonstrate appreciation for Carewest’s strength in offering a robust work-life balance with opportunities for flexible working arrangements that allow for professional growth, personal develop-ment and even a little time to relax.

Carewest provides time for professional growth through new employee orientation programs, in-house training programs,

leadership development programs and will offer paid tuition subsidies of up to 100 per cent for courses related to an employee’s work.

Carewest has also invested in an educa-tion initiative called Care Essentials — assisting frontline staff in brushing up on their reading, numeracy, document use, critical thinking and oral communication.

“We are investing in essential skills education to enrich and better the lives of Carewest staff, both personally and professionally,” says Phillips.

Today, Randall has gotten control over her blood pressure with the help of diet, exercise and medications. She is grateful for this type of health resource, and not only for herself.

“It makes me aware — not only for me but for my grown children. I will continue using the Wellness Centres regularly,” she says.

Carewest’s Wellness Centres let employees stay on top of their health.

n YEARS IN BUSINESS: 54 n NUMBER OF EMPLOYEES: 2,700n LOCATIONS: 13n HEAD OFFICE: Calgaryn POSITIONS EMPLOYED: Traditional

health-care roles: nursing staff, thera-pists, social workers, pharmacists as well as food services, dieticians, mainte-nance, administration and management employees.

n APPLICATION PROCESS: Online at carewest.ca

Carewest

This story was supplied by Carewest for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

SPONSOR CONTENT



Compassion part of Covenant’s mission

CovenantHealth.ca/Careers

Proud to be recognized again! Join our team. Live your mission.

Covenant Health is Canada’s largest Catholic provider of health care with a team of 14,000 employees,

physicians and volunteers providing care in hospitals, health care centres, seniors’ facilities and hospices.

The health provider works to meet the needs of individuals and families in 12 com-munities across Alberta.

“It is that call to service that distinguishes Covenant Health. It is our greatest strength and strategic advantage” says president and CEO, Patrick Dumelie.

“When people come to work here, they are engaged in a purpose that is higher. They believe in serving others, and feel they have a calling to make a difference.”

Covenant Health includes employees and volunteers from all faiths, traditions and cultures.

“We invite everybody to join in our mission to provide compassionate, quality care for body, mind and soul. Our mission is at the heart of everything we do, and it compels us to be collaborative, courageous, resourceful and innovative,” says Dumelie.

As chief human resources officer Karen Galenzoski puts it: “Our employees are problem-solvers, they advocate for patients and residents, and they work together to improve the care experience of those we serve.”

The health provider offers a wide range of services in its hospitals and health centres.

This includes 24-hour emergency care; surgery; general medicine; maternity care;

continuing care and respite care; diagnostic and laboratory services; rehabilitation and therapy; palliative care; outpatient clinics and more. Care teams include a wide range of health professionals with positions in nursing and allied health, as well as care management, quality and clinical support.

Support services include positions in the trades, management and front line in all aspects of maintaining and operating facili-ties and providing environmental and food services.

Corporate services include professional and support positions in health administra-tion, mission and ethics, finance, planning, human resources and communication.

The health service provider offers a comprehensive compensation package and benefits ranging from competitive salaries, attractive health benefits, a wellness fund and on-site gyms to staff libraries, staff education fund and frontline leadership opportunities. In 2014 Covenant launched a self-driven learning environment, support-ed by an intranet, complete with an online ethics centre.

They also provide safety and wellness initiatives and promote emotional health and work-life balance, with employee and family assistance programs as well as criti-cal incident stress support.

Covenant Health is now developing a

comprehensive staff wellness strategy, building on a recent survey indicating that staff priorities are work-life balance, with support for fitness, interpersonal skills and retirement planning.

According to Galenzoski, “The working environment we want to create is summed up in this statement from our conversations with employees: ‘I got a job, but found a family’.”

It’s no surprise that Covenant Health is recognized as an excellent employer and healthcare provider. Since 2012, Covenant Health has been awarded Exemplary Stand-ing from Accreditation Canada, an inde-pendent, not-for-profit organization that develops health care standards based on best practices. And in 2014 the health pro-vider was named one of Canada’s 10 Most Admired Corporate Cultures by Waterstone Human Capital.

Covenant Health employees serve many patient and resident populations in areas including senior’s care, palliative care, mental health, emergency medicine, lab services and maternity care.

n YEARS IN BUSINESS: 6 n NUMBER OF EMPLOYEES: 10,286n LOCATIONS: Banff, Bonnyville,

Camrose, Castor, Edmonton, Killam, Lethbridge, Medicine Hat, Mundare, St. Albert, Trochu and Vegreville.

n HEAD OFFICE: Edmontonn HIRING INCENTIVES: Relocation

assistance; staff education fund; paid internships.

n APPLICATION PROCESS: Online at covenanthealth.ca/careers.

Covenant Health

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

SPONSOR CONTENT



Work-life balance vital at DynaLIFEDx

For more than 50 years, DynaLIFEDx has provided round-the-clock care for Albertans.

The Edmonton-based organization provides a unique, integrated network of laboratory services that connects hospitals, physicians’ offices and community collec-tion sites across Edmonton, as well as labs at health centres and referral testing sites in approximately 40 locations across northern Alberta.

Each year, its highly efficient base laboratory processes more than 14 million chemistry tests, 1.3 million hematology tests and 800,000 microbiology tests using the newest technological solutions and, as of 2013, next-generation microbiol-ogy automation utilizing a state of the art quality management system that processes 200,000 anatomical pathology specimens and over 250,000 pap smears annually.

The organization is grounded in its val-ues, which include being passionate about patient care, being committed to high stan-dards, taking responsibility for its actions and decisions and embracing change.

It also works hard to support its commu-nities, celebrate its successes and to support one another. These are just some of the reasons why DynaLIFEDx is one of Alberta’s Top Employers.

“We work hard, we value every employee and we promote work-life balance,” says Cathy Rendek, Human Resources Manager.

“Our organization is a great place to work because we live, breathe and embody our

organization’s vision, mission and values. The focus on patient care drives us. And along the way our Leadership Team and employees make it fun!”

To keep the organization’s culture posi-tive, DynaLIFEDx recognizes that staff en-gagement goes beyond employee programs and rewarding them with prizes.

“To engage and retain employees, we partner with all members of the leadership team to provide our employees with mean-ingful and challenging work, provide train-ing and development from the point of hire and have developed a performance-based culture that requires the ongoing support of the leadership team,” says Rendek.

Despite being dedicated to its employees’ growth and career, DynaLIFEDx also under-

stands the importance of work-life balance and social responsibility. That’s why the or-ganization provides an opportunity where all employees within the organization have access to a community day, each and every year.

Not only does it take care of its communi-ties and patients but the organization also makes sure to look after its employees.

DynaLIFEDx provides access to Shepell, a program that offers services such as crisis counseling; legal planning; mental health; and fitness and nutrition planning to all employees and their families — whether they are full-time, part-time or casual — at no cost to the employee.

This could be why most employees are there to stay.

“DynaLIFEDx has a very low overall turn-over percentage with less than 6 per cent turnover annually,” says Rendek.

“We believe that the total rewards provided to our employees and the overall working environment contributes to this positive labour trend.”

CEO Jason Pincock weighs in, saying: “It is a privilege to lead an incredible team of Albertans focused on doing the right thing every day and committed to the care and well-being of their patients and their peers. I could not be more proud of this bench-mark organization in Canadian Healthcare. It is a wonderful employee culture because we believe in what we do.”

Albertans have come to trust the laboratory services DynaLIFEDx provides.

n YEARS IN BUSINESS: 50 n NUMBER OF EMPLOYEES: More than 1,100.n LOCATIONS: A central laboratory and

more than 26 patient care centres in Edmonton, plus locations in Camrose, Fort McMurray, Fort Vermilion, High Level, La Crete, Lloydminster, Red Deer.

n HEAD OFFICE: Edmontonn HIRING INCENTIVES: Competitive

salary package; employee referral pro-gram; employee and family assistance program to help with work, health and life concerns; benefits package; flexible spending account.

n APPLICATION PROCESS: Online at dynalifedx.com.

DynaLIFEDx

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

SPONSOR CONTENT



Community spirit thrives at City of Edmonton

ONE OF CANADA’S TOP DIVERSITY EMPLOYERS

ONE OF CANADA’S TOP CORPORATE CULTURES

ONE OF THE WORLD’S SMARTEST CITIES

The best part about working for the City of Edmonton is not just its track record for providing long, fruitful

careers.Nor is it the competitive compensation or

generous workplace benefits. Instead, it’s the opportunity to give back. The more than 11,000 staff employed by

the City work in a diverse range of occupa-tions — from firefighters to cashiers at the city’s leisure centres, for example — yet they all share a community spirit that is difficult to match in other workplaces.

“The biggest benefit of working for the City boils down to the job description itself,” says city manager Simon Farbrother.

“Its reward system is built in: you’re serving the community in which you live — working to make your family’s and your neighbours’ lives better.”

Moreover, there couldn’t be a more excit-ing time to be a civil servant.

“Edmonton is experiencing unprecedent-ed growth so there are plenty of opportuni-ties,” Farbrother says.

“New development abounds, and it’s a very young city that’s undergoing big changes like the downtown arena district and the new sustainable Blatchford neigh-bourhood.”

This makes for an incredibly vibrant city of diverse cultures, something that is reflected in workplace culture at City of Edmonton.

“Our diverse workforce plays a big role in helping build the city’s bright future,”

Farbrother says. And as Edmonton continues on its path

of prosperity, the opportunities for career growth with the city will only continue to expand. Positions aren’t limited to cubicle-bound, pencil-pushing jobs, either.

A job at the city is really about being en-gaged in meaningful work that helps the city run smoothly, providing second-to-none services for residents, says branch manager of human resources Jeff MacPherson.

“For example, we have staff teaching swimming lessons or art classes to children

in underprivileged neighbourhoods,” he says.

“At the other end of the spectrum, we have our public works clearing snow from roads or transit operators ensuring people can get around the city on time.”

The City is also recognized as one of North America’s most innovative municipal workplaces.

From recent initiatives like Winter Cities — aimed at helping residents make the most of their city during the winter months — to innovative recycling and waste management

programs, the City of Edmonton’s track record of thinking outside the box is a tre-mendous source of pride for its workforce.

Employees are also compensated well for their efforts. Besides competitive wages and excellent benefits, they also receive discounts when using Edmonton transit services and city recreational facilities like swimming pools and arenas.

Yet more importantly, all workers at the City of Edmonton have a sense that their work and even their ideas matter. After all, it only makes sense that a growing, progres-sive city encourages innovation among its staff, MacPherson says.

“It’s all about making the best use possible of the tax dollars of the residents that we serve.”

City of Edmonton employees serve in a variety of diverse, fulfilling roles.

n YEARS IN BUSINESS: 110 n NUMBER OF EMPLOYEES: More than 11,000.n LOCATIONS: Edmontonn HEAD OFFICE: Edmontonn HIRING INCENTIVES: Defined benefit

pension plan; professional development programming; discounts for Edmonton Transit and leisure facilities; work/life balance initiatives; comprehensive supplemental medical, travel and dental insurance; health spending accounts, disability and life insurance coverage.

n APPLICATION PROCESS: Online at edmonton.ca.

City of Edmonton

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

SPONSOR CONTENT



Global company prepares staff for the future

Fluor is proud to be one of Alberta’s Top Employers. Whether it’s a challenging EPFC project, a rewarding career, or stronger communities, Fluor employees have the drive to build and make it a reality.

A GREAT REPUTATION IS BUILTONE EMPLOYEE AT A TIME.

www.fluor.comADCA113614©2015 Fluor Corporation

Fluor is a global leader in engineering, procurement, fabrication and construction (EPFC). The company

has been serving clients in Canada for over 60 years. It’s little surprise then, that for more than 3,000 Canadians, it’s also a top employer.

Fluor’s Calgary office delivers integrated solutions to the energy and chemicals side of the business and oversees approximately 2,500 employees.

“We execute projects from the west coast to the east coast,” says general manager Simon Nottingham.

“We offer a lot of opportunities ... nothing is the same every day. We offer a real variety of projects, because our job is to finish a project on time and on budget and move on to the next, so things are always dynamic.

“That appeals very much to graduates. The feedback we get is we’re a very innovative company with some of the work processes and heavy level of modularization that we do. People are attracted to a company that is forward-thinking.”

Employees have access to a number of professional-development groups within Fluor.

There’s the Graduates Advancing to Professionalism (GAP℠) program that strives to “bridge the gap” for new graduates who want to learn more about Fluor’s corporate culture and the opportunities the company offers.

For employees who have been in the

industry for five to 15 years, the Emerging Leaders Group offers career-development opportunities. There is also GROW℠ (Growing Representation & Opportunity for Women), a resource group that provides role-modelling opportunities for women in the industry.

“I’m very proud of the diversity we have in our office,” says Nottingham. “Looking forward, it’s going to be an even more diverse organization.”

Outside the office, Fluor Canada employees have opportunities to serve their community.

Nottingham reports that Fluor’s recent

campaign for the United Way of Calgary received “the highest level of donations in our company’s history. The United Way keeps telling us how engaged our population is.”

Employees are also engaged in finding the best and brightest. Fluor offers a program that, Nottingham says, offers rewards to employees who provide referrals.

“We have quite a competitive salary and benefits program with flexible start times in the office for people who have to do the school runs,” says Nottingham.

“We have onsite dining, a fitness facility, and we’re doing renovations to our main

office in Sundance to get this office to be state-of-the-art for the future. We’re investing heavily to make sure this building is here for the long haul.”

Fluor also has offices in Quarry Park that he describes as the”flagship of our innovation and open-space concept.”

With more than 40,000 employees in 81 countries (projects), working for Fluor literally opens the door to a world of opportunities.

“Not only do we have clients from Canada, we serve global clients out of this office,” says Nottingham.

For more information about Fluor Canada, visit fluor.com/canada.

Engaged leaders General Manager Simon Nottingham (left) and Scott McArthur, GM Business Development & Sales (far right) with Fluor’s emerging leaders: Matthew Gutscher, Arpana Patel, Laura Wettstein and Matt Glass.

n YEARS IN BUSINESS: 65 in Canada; 102 globally. n NUMBER OF EMPLOYEES: 3,000 in Canada and 40,000 globally.n LOCATIONS: Calgary, Vancouver,

Edmonton, Saint John, N.B., field offices and 31 offices worldwide.

n HEAD OFFICE: Calgary.n HIRING INCENTIVES: Training and

professional development programs, mentorship program, tuition assistance program, scholarship program, comprehensive benefits, RRSP plan with matching contribution, flexible work hours and community involvement.

n APPLICATION PROCESS: Online at fluor.com/careers.

Fluor Canada

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

SPONSOR CONTENT



Community spirit thrives at City of Edmonton

ONE OF CANADA’S TOP DIVERSITY EMPLOYERS

ONE OF CANADA’S TOP CORPORATE CULTURES

ONE OF THE WORLD’S SMARTEST CITIES

The best part about working for the City of Edmonton is not just its track record for providing long, fruitful

careers.Nor is it the competitive compensation or

generous workplace benefits. Instead, it’s the opportunity to give back. The more than 11,000 staff employed by

the City work in a diverse range of occupa-tions — from firefighters to cashiers at the city’s leisure centres, for example — yet they all share a community spirit that is difficult to match in other workplaces.

“The biggest benefit of working for the City boils down to the job description itself,” says city manager Simon Farbrother.

“Its reward system is built in: you’re serving the community in which you live — working to make your family’s and your neighbours’ lives better.”

Moreover, there couldn’t be a more excit-ing time to be a civil servant.

“Edmonton is experiencing unprecedent-ed growth so there are plenty of opportuni-ties,” Farbrother says.

“New development abounds, and it’s a very young city that’s undergoing big changes like the downtown arena district and the new sustainable Blatchford neigh-bourhood.”

This makes for an incredibly vibrant city of diverse cultures, something that is reflected in workplace culture at City of Edmonton.

“Our diverse workforce plays a big role in helping build the city’s bright future,”

Farbrother says. And as Edmonton continues on its path

of prosperity, the opportunities for career growth with the city will only continue to expand. Positions aren’t limited to cubicle-bound, pencil-pushing jobs, either.

A job at the city is really about being en-gaged in meaningful work that helps the city run smoothly, providing second-to-none services for residents, says branch manager of human resources Jeff MacPherson.

“For example, we have staff teaching swimming lessons or art classes to children

in underprivileged neighbourhoods,” he says.

“At the other end of the spectrum, we have our public works clearing snow from roads or transit operators ensuring people can get around the city on time.”

The City is also recognized as one of North America’s most innovative municipal workplaces.

From recent initiatives like Winter Cities — aimed at helping residents make the most of their city during the winter months — to innovative recycling and waste management

programs, the City of Edmonton’s track record of thinking outside the box is a tre-mendous source of pride for its workforce.

Employees are also compensated well for their efforts. Besides competitive wages and excellent benefits, they also receive discounts when using Edmonton transit services and city recreational facilities like swimming pools and arenas.

Yet more importantly, all workers at the City of Edmonton have a sense that their work and even their ideas matter. After all, it only makes sense that a growing, progres-sive city encourages innovation among its staff, MacPherson says.

“It’s all about making the best use possible of the tax dollars of the residents that we serve.”

City of Edmonton employees serve in a variety of diverse, fulfilling roles.

n YEARS IN BUSINESS: 110 n NUMBER OF EMPLOYEES: More than 11,000.n LOCATIONS: Edmontonn HEAD OFFICE: Edmontonn HIRING INCENTIVES: Defined benefit

pension plan; professional development programming; discounts for Edmonton Transit and leisure facilities; work/life balance initiatives; comprehensive supplemental medical, travel and dental insurance; health spending accounts, disability and life insurance coverage.

n APPLICATION PROCESS: Online at edmonton.ca.

City of Edmonton

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

SPONSOR CONTENT


Hallmark Tubulars Ltd. knows its way around the industry as a top employer keeping its employees

engaged, equipped and empowered in a close-knit company with international scope.

The company, which has been in busi-ness 35 years, continues to cultivate a family atmosphere, values and approach to business despite international owner-ship, resources and reach.

Although the company is internation-ally owned, it is 100 per cent Canadian-operated and that gives leadership the ability to make decisions quickly to meet the needs of both clients and employees.

“We offer the standards, expectations and opportunities of a global organization, thanks to our ownership by Marubeni-Itochu Steel Inc., based in Japan,” says president and CEO Henry Ewert.

“Hallmark is recognized as a global leader in tubular management practices, quality management systems and health, safety and environment leadership. As a result, employees have had the opportu-nity to travel and even live overseas.”

The company supplies tubular products used for drilling and completions as well as gathering and transmission lines.

It also provides engineering expertise, transportation and inventory manage-ment support and a highly trained field operations staff who install the product in the wells. Hallmark’s primary clients are oil and natural gas producers throughout

Western Canada.Ewert says it is critical to Hallmark

leadership and team members working in a family atmosphere that those joining the team are not only the most competent but also bring character traits that contribute to a collaborative, creative and dynamic approach to business.

Team players are rewarded with excep-tional opportunities for personal and professional growth and development.

“Our employees value the opportunity to share in the success of Hallmark, both through financial and employee recogni-tion programs,” says Ewert. “We offer in-novative benefits and wellness programs, ensuring a healthy lifestyle, programs and practices for all our staff and their

dependents, and we provide an extremely healthy work environment and invest in our employees.”

Empowering employees and giving them the ability to make a difference and explore all facets of the business is a key priority at the company, and employees work within a flexible work environment that values community involvement and recognizes service.

The company offers competitive compensation and benefits packages and Ewert says Hallmark employs people who are passionate, caring, motivated and love to learn.

Hallmark is committed to employee safety and has been awarded a Gold Medal as one of Canada’s Safest Employers for

both 2012 and 2013 by Occupational Health Magazine.

Team members track, develop and implement core training and development programs regularly to ensure skills are current and best practices are followed and leadership development is continuous and customized.


Hallmark Tubulars values teamwork

PROUDTO BE ATOP EMPLOYER

HallmarkTubulars Limited is a recognized leader in the supply of tubular products andservices to the Canadian oil and gas industry, its frontiers and the international marketplace.Owned by Marubeni-Itochu Steel Inc., one of the largest steel trading companies in the world.Hallmark is the global model for quality, safety, and value and provides innovative solutions toour customers as we continue to change, grow, and enjoy our business.

A career at Hallmark is demanding, but also rewarding. Our work environment providesemployees an opportunity to reach their fullest potential and Hallmark is recognized as aleader within the industry we work.To explore current career opportunities please go toour website: http://www.hallmarksolutions.ca/careers.php

2015

70

Hallmark staff enjoy a warm winter day in Bonnyville, Alta.

n YEARS IN BUSINESS: 35 n NUMBER OF EMPLOYEES: 150n LOCATIONS: Calgary, Nisku and

Bonnyville.n HEAD OFFICE: Calgaryn POSITIONS EMPLOYED: Sales,

engineering, finance, human resources, support, operations, warehouse, inventory, field technicians, operation technicians.

n HIRING INCENTIVES: Referral bonus ($1,000); work-related incentives; mater-nity leave top-up; charitable initiatives providing employees with paid time off to volunteer; skills development pro-grams; mentoring; tuition subsidies for job-related courses and subsidies for professional accreditation; contributions to a matching savings plan; provides a safe working environment; and potential for international work assignments.

n APPLICATION PROCESS: Online at hallmarksolutions.ca/careers

Hallmark Tubulars

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

SPONSOR CONTENT



JaymanBuilt empowers team through ‘Year of You’

Ho erac dna sem er uqer s rts a eri on uof g adn it o .nrp er’eW uo t d ub o ob dli .ht

Thanks for naming us one of Alberta’s Top 70 Employers. Jayman.com

JaymanBuilt is an Alberta-based production homebuilder, with a diversified and growing multi-family

division, interests in land development via Tamani Communities and hotel construction through Jayman MasterBUILT Hotels Construction.

The JaymanBuilt Group of Companies, together with partner Superior Lodg-ing, has opened three Microtel hotels in Saskatchewan in the past couple of years — in Weyburn, Lloydminster and Estevan. The partners are now building hotels in Kitimat and Fort St. John, B.C., and are also looking to build in Fort McMurray, Bonnyville and Peace River in Alberta — “wherever there are market opportuni-ties,” says MasterBuilt Hotels COO Eric Watson. “We are the fastest growing hotel chain in the country.”

In all that it does, JaymanBuilt’s success goes back to the strength of its employees. JaymanBuilt does everything it can to develop workers’ full potential, offering a wide range of benefits and career develop-ment opportunities. Recently, the com-pany rolled out a new flexible employee benefits program to support individuals, couples and families, with a platform allowing team members to choose those benefits that are specific to their and their families’ particular needs.

“What is paramount is flexibility and choice,” says JaymanBuilt human resources vice-president Sunny Ghali. “We are putting more monies in to give

them more choice and better coverage.”Also new is an enhanced Employee

and Family Assistance Program (EFAP), which enables employees and their families to contact a single resource, whether they are seeking counselling, financial education, or other types of information or support.

In 2014, JaymanBuilt rolled out an employee ‘game planning playbook’ — an interactive eight-step game board that walks employees through the steps and processes they need to grow their skill set and advance in their career.

“It’s an opportunity for them to take notes about their strengths and weak-nesses. It’s an opportunity for them to

develop themselves, both personally and professionally,” Ghali says.

In tandem, JaymanBuilt rolled out its Wheel of Life to help employees reflect, set and prioritize their goals, and pace themselves as they realize their dreams.

The company also makes it a point to invest in its management team by training managers skills such as emotional intel-ligence or how to better coach, advise and lead their teams.

JaymanBuilt also participates in the Queens-Aon Hewitt Top Employer study, a process in which its employees provide feedback and input on management per-formance. For the past four years, JaymanBuilt has been progressively

increasing its rankings in more than 20 areas that cover human resources factors driving employee engagement.

“That gives us a good check-point,” Ghali says.

JaymanBuilt recognizes the importance of empowering and growing all of its team members, continuing to educate them, and providing them with the resources they need to make informed decisions.

“Because if they’re able to do that, they win — and if they win, we win,” Ghali says.

“We are only as good as our employee base, and we recognize that our greatest asset is our people.”

Calgary team members celebrate their successes.

n YEARS IN BUSINESS: 35 n NUMBER OF EMPLOYEES: 375n LOCATIONS: Calgary, Edmonton, British

Columbia (Fort St. John, Kitimat, etc.)n HEAD OFFICE: Calgaryn HIRING INCENTIVES: Competitive base

pay and vacation, flex benefits, game planning, latest technology tools, industry best systems and processes, corporate and team member specific social respon-sibility program, flex hours, rewards program, discount program, onboarding program and investment program.

n APPLICATION PROCESS: Careers page at Jayman.com, email, in-person application

JaymanBuilt

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

SPONSOR CONTENT



Communication and safety key at Keyera

Keyera is proud to be named oneof Alberta’s Top Employers in 2015.We have a vision of being the North American leader in deliveringmidstream energy solutions. Keyera is a growing and successfulcompany, where we work together to accomplish our goals andprovide opportunities to build rewarding careers.

Visit www.keyera.com to join the Keyera team.

To Dennis Grandy, it all comes down to trust. If your employer trusts you to do a good job and helps you

get the tools to do it, you want to do your best for the company.

That’s why he has worked for Keyera for 30 years.

“They look after people; we want to do the right things for the right reasons.”

The midstream oil and gas company not only encourages employees to suc-ceed, but it also has a commitment to safety, he says.

“(Keyera) lets people manage the facili-ty, and we all share in the successes,” says Grandy, area manager at the Strachan gas plant, near Rocky Mountain House.

That team approach sends a positive message to Keyera’s maintenance staff, operators, engineers and support staff that the company has faith in the people working in the field.

“We know we’re qualified and (head office) trusts us to do the job properly,” Grandy says.

“People feel that they have ownership and what they say makes a difference. When someone has a good idea or has done something positive for the com-pany, there is an excellent recognition program in place.”

It is also why the company was named one of Alberta’s top 70 employers in 2015.

With around 900 employees between the head office in Calgary and field work-ers at facilities across Alberta and British

Columbia, Keyera is one of the country’s largest independent midstream opera-tors.

It supplies key services and products to oil and gas producers in Western Canada. Among the many services Keyera pro-vides are natural gas liquids gathering and processing, fractionation, storage, transportation, logistics and marketing services, plus diluent logistics services for oil sands customers.

The company’s commitment to safety includes continuous training. A men-torship program pairs staff with senior leaders for advice, encouragement and

learning opportunities. Keyera’s leadership program also helps

people advance into more challenging roles to become future people leaders at the company.

Alex Kuijper, a business development representative who has been with the company three years, is involved in the mentorship program in Calgary.

“It connects you to people who can provide answers and have been in the situations before.”

In addition to the company’s friendly and open culture (of which Kuijper says, “We can easily joke around, but still get

the work done.”) he says Keyera is sup-portive of employees who wish to further their education.

Grandy cites the graduated training program. “If you’re in operations and you’re a young person with a third-class steam ticket, Keyera will help you get your first-class steam ticket.”

When you’re working with natural gas and related liquids, communication and safety is paramount, Grandy says.

“Basically, no job is more important and no service is more important than maintaining a safe, healthy and environ-mentally responsible workplace. That’s the daily priority: talk the talk, walk the walk.”

Midstream oil and gas company Keyera ensures a safe working environment for employees by encouraging training and education.

n YEARS IN BUSINESS: 15 n NUMBER OF EMPLOYEES: More than 900.n LOCATIONS: 25, across North America.n HEAD OFFICE: Calgaryn HIRING INCENTIVES: Competitive

total compensation package including flexible benefits program, health spend-ing account and annual bonus program; vacation; two paid volunteer days off; annual fitness subsidy.

n APPLICATION PROCESS: Visit keyera.com.

Keyera

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

SPONSOR CONTENT



Engaged employees the key at Matrix

Connect with us:

www.matrix-soluuons.com

It’s more than a career, it’s an experience.Ownership, culture, flexibility and growth

Calgary-based Matrix Solutions Inc. is an employee-owned multi-service environmental and engineering

consulting company that prides itself on its culture of collaboration, learning, teamwork and high accountability.

Matrix Solutions, with 680 employees in 19 offices across Canada, provides a broad range of consulting services for partners in the oil and gas industry, municipalities and other sectors, helping each manage environmental challenges and opportunities.

According to Sharon Richardson, senior vice-president of culture and communica-tions, the type of person who would do well at Matrix is someone who is passionate, engaged, and wants to make a difference.

To this end, training and development is very important to the company. Employees typically receive more than two weeks of formal technical training each year, plus on-the-job training. Twice a year, Matrix brings all of its employees to Calgary for Matrix corporate days, to provide training, share progress on priorities, financials, key successes and challenges, as well as future plans.

Employees also receive profit sharing and an opportunity to purchase shares. Fully 90 per cent of Matrix’s employees own shares in the company.

The company offers employees a great deal of flexibility. Those who work extra hours can choose to take the additional time they work as time off, or be paid out.

The company encourages entry-level employees by hiring straight out of school with a university hiring program, and offers co-op, internship and summer jobs.

“A lot of junior employees have grown up in the company,” Richardson notes.

Matrix is also hiring mid-level and senior employees. Unique to the company, “we have a very strong mentorship program that is offered to every employee,” Rich-ardson says, noting that 80 per cent of employees take advantage of the mentor-ship opportunities.

From the other end, senior hires have the opportunity to guide and lead employee development, “as well as be involved in

really cool projects.” It’s no surprise that Matrix Solutions

scores 94 per cent in terms of employee engagement, according to ECO Canada’s Employee Engagement survey. While this score is impressive, the company is always seeking to improve, says Richardson.

Teamwork is an essential part of how the company does business. The flexibility and fluidity of the Matrix structure helps team members cross over disciplines and geogra-phies, to the benefit of customers — and the company as a whole. For example, if Matrix team members are extremely busy doing work at a particular location, they could call on colleagues in another part of the

country to help out.“We work collaboratively to get the work

done for our clients. Working this way means our employees have a lot of great opportunities,” Richardson explains. “We are all one team, and when the company does well, everybody wins.”

Matrix employee Corey Corbett, a wildlife biologist, is shown conducting field work that aims to protect northern leopard frogs.

n YEARS IN BUSINESS: 31 n NUMBER OF EMPLOYEES: 680n LOCATIONS: Fort St. John, Calgary,

Cold Lake, Drayton Valley, Edmonton, Grande Prairie, Medicine Hat, Kindersley, Lloydminster, Oxbow, Regina, Saskatoon, Swift Current, Weyburn, Virden, Fredericton, Mississauga, Perth, Waterloo.

n HEAD OFFICE: Calgaryn HIRING INCENTIVES: Share-purchase

plan with a dividend distribution, annual profit sharing, matching RSP program; maternity leave top-up payments; provides alternative work arrangements including flexible hours, telecommuting and shortened and compressed work weeks; flexible benefits plan; professional development, training and mentoring programs; two paid corporate days for training and development and three flex days.

n APPLICATION PROCESS: Online at matrix-solutions.com.

Matrix Solutions Inc.

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

SPONSOR CONTENT



Innovation, teamwork power MEG Energy

Check out the rest of the Top 10 and learn why our team loves working for MEG at www.megenergy.com/jobs

TOP TEN REASONS TO WORK AT MEG ENERGY:

Nothing beats being part of a strong team#5

MEG Energy is fully competitive on salaries, benefi ts and working conditions — but that’s only part

of what makes it a great place to work, Brad Bellows says.

Bellows, director of external commu-nications, describes MEG as an entre-preneurial organization that succeeds through “innovation, adaptability, team-work and continuous learning.”

The numbers back him up. MEG’s cur-rent production is 76,500 barrels per day (bpd) of oilsands bitumen, more than double last year’s average of 32,144 bpd.

“It wasn’t an overnight thing,” he says. “It really was the realization of a lot of work over a number of years to get there.”

The company expects to surpass 80,000 bpd in 2015 on its way to approved design capacities of 210,000 barrels per day at its primary Christina Lake property in northeast Alberta and a further planned 120,000 bpd at its Surmont property near Fort McMurray.

Underscoring his remarks on innovation, the proprietary technology behind MEG’s RISER project has shown remarkable suc-cess at boosting Christina Lake production at low cost. The novel steam-and-gas-injec-tion system reduces steam requirements and greenhouse gas emissions, cuts energy costs and frees up steam capacity for faster development of new phases of production at Christina Lake, he explains.

MEG Energy was launched as a $660-million initial public o� ering in

1999, becoming a publicly listed company in 2010 and pursuing pure-play oilsands development through steam-assisted gravity drainage (SAGD) technology. The company has so far amassed 2.9 billion barrels of proven and probable reserves at Christina Lake and Surmont and a market capitalization of $3.9 billion.

The company is also planning a pilot project to prove its HI-Q® technology, a low-heat and low-water-use method of converting super-heavy oilsands bitumen into medium-heavy oil suitable for refi n-ing. After further research and testing, commercial-scale HI-Q development could open new markets and eliminate the ongoing high cost of condensate to dilute sludgy bitumen for pipeline transmission

to markets. And the resulting one-third reduction in shipping volumes would free up more of MEG’s contracted pipeline space for increased production volumes.

Those, he says, are just some of the attri-butes that make MEG a fast-paced, highly fl exible organization, capable of providing career growth to its 800 employees. He says MEG’s competitive salaries and ben-efi ts are augmented by an excellent work environment, both at the Calgary head o¢ ce and at operating locations.

Christina Lake has “some of the best on-site accommodations” in the industry, enabling workers with homes in Edmon-ton, Bonnyville, Kelowna, B.C., and other Western Canada locations to fl y in and out of the company’s on-site airstrip on

a seven-day-on, seven-day-o� rotation. While on site, Bellows says, they have top-quality rooms, fi rst-rate gym facilities, their own hockey arena and top-notch food services.

Calgary head o¢ ce personnel enjoy attractive o¢ ces, on-site fi tness facilities, access to a vibrant city core, every second Friday o� and special Friday morning breakfasts once a month, featuring presen-tations on company business initiatives.

A long-term strategic vision, coupled with a team culture of learning, innovation and adaptability allowed MEG to rapidly increase production and cash flow over the past year.

■ YEARS IN BUSINESS: 16■ NUMBER OF EMPLOYEES: 800■ LOCATIONS: Headquarters and engi-

neering offices in Calgary; operating sites in the Christina Lake and Edmonton Industrial Heartland areas.

■ HEAD OFFICE: Calgary■ POSITIONS EMPLOYED: Process and

production operations, engineering, environmental sciences, project manage-ment, marketing, supply chain and professional and administrative services.

■ HIRING INCENTIVES: Broad-based, long-term incentive plan; annual perfor-mance bonuses; employee savings plan featuring a 12 per cent employer match; flexible benefits package to fit the needs of individual employees and their families.

■ APPLICATION PROCESS: Online at megenergy.com/jobs

MEG Energy

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

SPONSOR CONTENT



NAIT embraces lifelong learning

AT NAIT, PEOPLE MATTERDedicated and committed employees make NAIT a national leader in technical education.

Building on our history as one of Canada’s largest and most successful polytechnics, we are

positioned for greatness. NAIT continues to be one of Alberta’s outstanding places to work.

nait.ca

The Northern Alberta Institute of Technology is well-schooled in keeping employees focused,

fulfilled and fully engaged.The polytechnic employs 1,200 academ-

ic staff as well as 1,500 non-academic staff, and is a leader in professional development and employee satisfaction.

“People matter at NAIT, which reflects our values of respect, accountability, col-laboration, celebration and support,” says Clayton Davis, executive director of human resources.

“We make a serious effort to live by these values as we recruit and from the moment someone is hired.”

As a polytechnic, he says the school provides a great teaching and learning environment and staff at every level are student-focused.

Employees describe the culture as friendly and inclusive.

The 2014 employee engagement survey found 95 per cent of employees have posi-tive relationships with co-workers and 92 per cent feel the work they do meets the expectations of co-workers.

These findings point to the fact that staff members see NAIT as a co-operative and supportive place to work, says Dr. Glenn Feltham, president and CEO.

“Ours is a learning environment, not only for the students but also our staff,” he says. “As a polytechnic, we provide hands-on, technology-based education, so many of our instructors come to NAIT from

industry. Our Becoming a Master Instruc-tor program is one of the most success-ful instructor development programs in Canada. It provides a foundation for excel-lence in teaching.”

The program has provided training to thousands of new and experienced instructors in Canada and around the world.

One of the most popular professional development initiatives at NAIT is the Credential Enhancement program that provides funds to eligible staff to complete a certificate, diploma, degree or profes-sional designation.

If NAIT does not offer the course, staff

members can receive up to $15,000 per credential to complete their education elsewhere.

The vision for the school is to be the most relevant and responsive post-secondary institution in Canada and one of the world’s leading polytechnics. Supporting lifelong learning, according to Feltham, is essential to achieving that goal.

Physical growth is also a priority, and when the Centre for Applied Technologies opens in 2016 it will accommodate more than 5,000 full-time students daily.

Feltham says employees find fulfilment in knowing that NAIT is essential to Alberta and is appreciated by students as well as the

future employers of those students.“Our 2014 employer satisfaction survey

found that 99 per cent of employers would hire a NAIT graduate again and would recommend a NAIT grad,” says Feltham.

“NAIT truly is an amazing place to work!”

Employee volunteers gather to celebrate the internal NAIT it Forward fundraising campaign to support student success, applied research and the Centre for Applied Technologies.

n YEARS IN BUSINESS: 53 n NUMBER OF EMPLOYEES: 2,700n LOCATIONS: Edmontonn HEAD OFFICE: Edmontonn HIRING INCENTIVES: Competitive

benefit plan, defined-benefit pension plan, credential enhancement program, flexible spending account, staff develop-ment and leadership courses, instructor training, continuing education course fee waivers, performance management program, extra holidays at Christmas, vacation purchase plan (AUPE and MAE), nine weeks summer vacation for instructors, long service and staff rec-ognition awards, dependent scholarship plan, renewal enrichment and leave opportunities.

n APPLICATION PROCESS: Online at nait.ca/careers

Northern Alberta Institute of Technology

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

SPONSOR CONTENT


These are exciting, transformational times at Nexen Energy ULC, where the company has worked through

an integration process resulting from its merger with one of the world’s largest oil and natural gas exploration and produc-tion companies, CNOOC Limited. Under CNOOC Limited ownership, Nexen’s port-folio has expanded, managing all existing global assets from their Calgary head office, and also leading all of CNOOC Limited’s North and Central American assets.

The integration process at Nexen presents exciting opportunities for current employees and future recruits.

“Through a standardized process, we’re identifying opportunities to leverage the combined expertise of CNOOC Limited and Nexen, build a competitive advantage through integration, and find organizational efficiencies to drive high performance,” says Amy Atkinson, director of talent management.

“Open communication among groups is facilitating learning and relationship building across the company.”

A great example of leveraging new opportunities is the Talent Exchange Program, launched in 2014. The program gives high-performing employees the op-portunity to relocate to Beijing, Canada or the United Kingdom for either short-term or long-term work in an effort to build a two-way understanding of work processes, capabilities and best practices throughout the organization.

Underpinning these opportunities is Nexen’s new high-performance culture,

with the company aiming to become a best-in-class energy producer committed to delivering superior results. Account-ability is the cornerstone of the new culture with all employees being urged to ask themselves “what else can I do?” to drive superior results.

Nexen’s team of approximately 3,000 employees now operate under a clear set of beliefs that drive company-wide behav-iours around safety, collaboration, innova-tion and striving to exceed expectations.

“Employees are at the heart of initiatives to redefine our culture,” says Atkinson. “The cultural beliefs are the fabric of our organization.”

The new culture, combined with Nexen’s exceptional workplace and HR practices, has had a positive impact on

performance. The company has achieved its best ever health and safety results, increased production and made significant headway on many of its strategic initiatives, including steady bitumen production from Kinosis 1A, a facility located approximately 12 kilometres south of its Long Lake up-grading facility.

The foundation of Nexen’s innovation and growth strategy is the energy and expertise of its employees. Nexen provides a collaborative and supportive work environment that encourages creative problem-solving. People practices focus on individual growth, and managers and employees work together to map out tailored plans for career development. Compensation, benefits,

and commitment to work-life balance provide value and flexibility to employees and their families.

Look for Nexen to continue its workplace transformation.

“While there’s challenging work ahead as we drive to become a best-in-class energy producer, we’re well on our way,” adds Quinn Wilson, VP of human resources and corporate services.

“We need outstanding performers to join us on this exciting journey.”


Employees at heart of Nexen’s high-performance culture

Nexen enjoyed its best-ever health and safety results after changes to corporate culture.

n YEARS IN BUSINESS: 43 n NUMBER OF EMPLOYEES: 2,955n LOCATIONS: United Kingdom, West

Africa, United States, Western Canada.n HEAD OFFICE: Calgary (North American

headquarters); Beijing (global headquarters).

n POSITIONS EMPLOYED: Positions include engineers, geologists, petro-physicists, compliance officers and safety specialists.

n HIRING INCENTIVES: Benefits vary by country; in Canada they include competi-tive salary and benefits such as savings and pension plans (defined contribution), health coverage, long-term disability cov-erage, compressed work week options, employee scholarships and an on-site fitness facility.

.n APPLICATION PROCESS: Online at nexencnoocltd.com/Careers

Nexen Energy ULC

This story was provided by Nexen Energy ULC for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

SPONSOR CONTENT



Workers like what Pembina’s o eringPeople want to work for Pembina

Pipeline Corporation and it appears those who already do aren’t at all

eager to leave.This Top Employer is astute at attract-

ing highly sought-after talent, and in 2014 more than 19,000 individuals applied for over 300 available positions.

“Thanks to Pembina’s reputation as a great employer, we were able to fi ll the majority of our open positions within two months,” says Debbie Sulkers, vice-president of corporate services.

“We are proud of our strong record of building a top performing workforce.”

As a midstream company, much of the company’s projected growth is under-pinned by stable, long-term contracts that somewhat insulate it from the volatility related to commodity prices. Pembina, which celebrated its 60th anniversary in 2014, has been through the ups and downs in the resource sector many times before.

The company maintains a family atmosphere while still providing opportu-nities for advancement and development.

“Pembina has hit on a winning formula for building a great company,” says Sulkers. “We fi nd great people, give them interest-ing work, treat them well and show them strong values and inspiring leadership.”

Pembina uses performance management as a tool to help employees set achievable goals, identify areas of strength, indicate new areas of interest to explore, and aid in the overall development of skills through

its 360-degree feedback program.Sulkers says despite the incredible

growth at Pembina over the past year, the company has managed to achieve a voluntary turnover rate of less than four per cent.

“Currently, 71 employees have put in a minimum of 25 years with the company, and their incredible dedication is recognized annually at our long-service awards,” says Sulkers. “Employees who have served more than 10 years with Pem-bina are also recognized at these awards, which include gift presentations.”

The company’s leaders try to fi ll posi-tions internally and invest in future leaders by providing them with the tools they need to succeed.

Courses or programs related to an employee’s potential growth are encouraged and are paid for by the company.

Pembina o ers an annual incentive award, an attractive benefi ts plan that starts immediately after hiring, a matched savings program, company-paid pension and $1,000 each year to put toward a health spending account, among many other benefi ts.

“We recognize that in building a strong workforce, we need to reward our employees for their achievements and mo-tivate them by recognizing their successes,” says Sulkers. “We want employees to know their hard work matters and contributes to our overall success.”

Pembina encourages staff to be active in their communities. In 2014, Pembina’s employee-driven fundraising campaign raised $1,927,432.72 for the United Way of Calgary and Area.

■ YEARS IN BUSINESS: 61■ NUMBER OF EMPLOYEES: Over 1,100■ LOCATIONS: Fourteen across Alberta,

British Columbia and Ontario.■ HEAD OFFICE: Calgary■ POSITIONS EMPLOYED: Engineers

(project, mechanical, electrical, process); environmental, safety, administrative, analysts, field operations, maintenance and trades, drafting, integrity, information systems; accounting and finance; market-ing; logistics/schedulers; land, regulatory and aboriginal relations; credit and risk; procurement; project management and controls; human resources; and communications.

■ HIRING INCENTIVES: Highly competitive suite of compensation,benefits and performance bonuses, monthly flex days, pension plan, employee profit-sharing, matching RRSP plan, stock options, personal and professional growth, comprehensive health and dental plans, health and wellness spending account, dependent scholarships and summer student oppor-tunities, social club and employee donation matching.

■ APPLICATION PROCESS: Online at pembina.com/careers

Pembina Pipeline Corporation

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

SPONSOR CONTENT


These are exciting, transformational times at Nexen Energy ULC, where the company has worked through

an integration process resulting from its merger with one of the world’s largest oil and natural gas exploration and produc-tion companies, CNOOC Limited. Under CNOOC Limited ownership, Nexen’s port-folio has expanded, managing all existing global assets from their Calgary head office, and also leading all of CNOOC Limited’s North and Central American assets.

The integration process at Nexen presents exciting opportunities for current employees and future recruits.

“Through a standardized process, we’re identifying opportunities to leverage the combined expertise of CNOOC Limited and Nexen, build a competitive advantage through integration, and find organizational efficiencies to drive high performance,” says Amy Atkinson, director of talent management.

“Open communication among groups is facilitating learning and relationship building across the company.”

A great example of leveraging new opportunities is the Talent Exchange Program, launched in 2014. The program gives high-performing employees the op-portunity to relocate to Beijing, Canada or the United Kingdom for either short-term or long-term work in an effort to build a two-way understanding of work processes, capabilities and best practices throughout the organization.

Underpinning these opportunities is Nexen’s new high-performance culture,

with the company aiming to become a best-in-class energy producer committed to delivering superior results. Account-ability is the cornerstone of the new culture with all employees being urged to ask themselves “what else can I do?” to drive superior results.

Nexen’s team of approximately 3,000 employees now operate under a clear set of beliefs that drive company-wide behav-iours around safety, collaboration, innova-tion and striving to exceed expectations.

“Employees are at the heart of initiatives to redefine our culture,” says Atkinson. “The cultural beliefs are the fabric of our organization.”

The new culture, combined with Nexen’s exceptional workplace and HR practices, has had a positive impact on

performance. The company has achieved its best ever health and safety results, increased production and made significant headway on many of its strategic initiatives, including steady bitumen production from Kinosis 1A, a facility located approximately 12 kilometres south of its Long Lake up-grading facility.

The foundation of Nexen’s innovation and growth strategy is the energy and expertise of its employees. Nexen provides a collaborative and supportive work environment that encourages creative problem-solving. People practices focus on individual growth, and managers and employees work together to map out tailored plans for career development. Compensation, benefits,

and commitment to work-life balance provide value and flexibility to employees and their families.

Look for Nexen to continue its workplace transformation.

“While there’s challenging work ahead as we drive to become a best-in-class energy producer, we’re well on our way,” adds Quinn Wilson, VP of human resources and corporate services.

“We need outstanding performers to join us on this exciting journey.”


Employees at heart of Nexen’s high-performance culture

Nexen enjoyed its best-ever health and safety results after changes to corporate culture.

n YEARS IN BUSINESS: 43 n NUMBER OF EMPLOYEES: 2,955n LOCATIONS: United Kingdom, West

Africa, United States, Western Canada.n HEAD OFFICE: Calgary (North American

headquarters); Beijing (global headquarters).

n POSITIONS EMPLOYED: Positions include engineers, geologists, petro-physicists, compliance officers and safety specialists.

n HIRING INCENTIVES: Benefits vary by country; in Canada they include competi-tive salary and benefits such as savings and pension plans (defined contribution), health coverage, long-term disability cov-erage, compressed work week options, employee scholarships and an on-site fitness facility.

.n APPLICATION PROCESS: Online at nexencnoocltd.com/Careers

Nexen Energy ULC

This story was provided by Nexen Energy ULC for commercial purposes. Postmedia’s editorial departments had no involvement in the creation of this content.

SPONSOR CONTENT



Employees inspired at Rogers InsuranceR ogers Insurance is Canada’s

most award-winning insurance brokerage.

The Alberta-based firm, which provides personal, commercial and life insurance, benefits and more, enjoyed record growth in 2014, hiring more than 100 staff mem-bers.

With insurance customer service and insurance sales positions among its vari-ety of positions, Rogers Insurance looks for people who fit in well with its culture.

“We are a very flat, fun environment where self-motivated and self-managed people will succeed,” says vice-president of human resources Lindsay Mather.

Rogers Insurance redefined its values statement in 2013, and in 2014 focused on integrating its core values — Own It. Fun It. Win It. Respect It.

Rogers Insurance worked hard to create a number of high-profile initia-tives connected to its company values. As an example, it changed its bonus plan to include its values through two corporate challenges. The first was a Fun It fitness challenge where staff members were given pedometers to count the steps they walked in a month. As long as 90 per cent of staff participated, everyone who took part would receive a bonus.

“It got everybody engaged in the same topic — everybody was out walking at lunch trying to get their steps up. It was phenomenal,” Mather says.

More than 230 staff at all four Rogers

offices, in Fort McMurray, Red Deer and Calgary, took part, with more than 30 million steps taken in total and a 90-plus per cent participation rate.

As part of a Respect It challenge, all Rogers staff have been asked to complete 12 handwritten thank-you cards for cli-ents, thanking them for their business, by the company’s fiscal year-end in March. If 85 per cent or more participate, everyone who takes part will receive a bonus.

“It’s going great. The clients are loving it and the staff love it,” Mather says.

Another new program is the ROSCARS. Each month, management nominates four staff members for exemplifying one of Rogers’ core values and going above and

beyond. Winning staff receive a trophy for the month, a small prize, and plenty of recognition company-wide.

Each year, Rogers holds a celebration to hand out 10-year awards, plus a variety of other awards and retirement celebra-tions. Last fall, the Calgary office event took place at the Bank & Baron P.U.B. downtown, with a Great Gatsby theme and everyone dressing up in black and gold.

The Rogers Insurance Dream program is another special bonus. Each year, the company gives away up to $10,000 to four staff members to fulfil their dreams, with two random draws and two prizes that are awarded based on anonymous staff and management team votes.

Every month Rogers Insurance hands out four ROSCARS to deserving employees. Above are two winners, Nanci Claassen and Pauline Robinson with VP of HR, Lindsay Mather.

n YEARS IN BUSINESS: 37 n NUMBER OF EMPLOYEES: 267n LOCATIONS: Calgary, Red Deer, Fort

McMurrayn HEAD OFFICE: Calgaryn POSITIONS EMPLOYED:

Administration, accounting/finance, human resources, personal lines bro-ker, personal lines processor, commer-cial lines associate, commercial lines processors, producers, marketers, IT, business development, training and development

n HIRING INCENTIVES: Commitment to pay fairly, vacation and flex time, dog friendly office, employer paid benefits plan, annual bonuses, community involvement, health and wellness programs, in office yoga classes, extensive education opportunities, employer-matched RRSP plan, eligibility to become an employee-owner, staff run social club, employee donation matching to charity partner, two-day annual Kananaskis Christmas party, great staff celebrations, annual department appreciation days.

n APPLICATION PROCESS: Online at rogersinsurance.ca/about-us/alberta-insurance-careers/

Rogers Insurance

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

SPONSOR CONTENT



Employees inspired at Rogers InsuranceR ogers Insurance is Canada’s

most award-winning insurance brokerage.

The Alberta-based firm, which provides personal, commercial and life insurance, benefits and more, enjoyed record growth in 2014, hiring more than 100 staff mem-bers.

With insurance customer service and insurance sales positions among its vari-ety of positions, Rogers Insurance looks for people who fit in well with its culture.

“We are a very flat, fun environment where self-motivated and self-managed people will succeed,” says vice-president of human resources Lindsay Mather.

Rogers Insurance redefined its values statement in 2013, and in 2014 focused on integrating its core values — Own It. Fun It. Win It. Respect It.

Rogers Insurance worked hard to create a number of high-profile initia-tives connected to its company values. As an example, it changed its bonus plan to include its values through two corporate challenges. The first was a Fun It fitness challenge where staff members were given pedometers to count the steps they walked in a month. As long as 90 per cent of staff participated, everyone who took part would receive a bonus.

“It got everybody engaged in the same topic — everybody was out walking at lunch trying to get their steps up. It was phenomenal,” Mather says.

More than 230 staff at all four Rogers

offices, in Fort McMurray, Red Deer and Calgary, took part, with more than 30 million steps taken in total and a 90-plus per cent participation rate.

As part of a Respect It challenge, all Rogers staff have been asked to complete 12 handwritten thank-you cards for cli-ents, thanking them for their business, by the company’s fiscal year-end in March. If 85 per cent or more participate, everyone who takes part will receive a bonus.

“It’s going great. The clients are loving it and the staff love it,” Mather says.

Another new program is the ROSCARS. Each month, management nominates four staff members for exemplifying one of Rogers’ core values and going above and

beyond. Winning staff receive a trophy for the month, a small prize, and plenty of recognition company-wide.

Each year, Rogers holds a celebration to hand out 10-year awards, plus a variety of other awards and retirement celebra-tions. Last fall, the Calgary office event took place at the Bank & Baron P.U.B. downtown, with a Great Gatsby theme and everyone dressing up in black and gold.

The Rogers Insurance Dream program is another special bonus. Each year, the company gives away up to $10,000 to four staff members to fulfil their dreams, with two random draws and two prizes that are awarded based on anonymous staff and management team votes.

Every month Rogers Insurance hands out four ROSCARS to deserving employees. Above are two winners, Nanci Claassen and Pauline Robinson with VP of HR, Lindsay Mather.

n YEARS IN BUSINESS: 37 n NUMBER OF EMPLOYEES: 267n LOCATIONS: Calgary, Red Deer, Fort

McMurrayn HEAD OFFICE: Calgaryn POSITIONS EMPLOYED:

Administration, accounting/finance, human resources, personal lines bro-ker, personal lines processor, commer-cial lines associate, commercial lines processors, producers, marketers, IT, business development, training and development

n HIRING INCENTIVES: Commitment to pay fairly, vacation and flex time, dog friendly office, employer paid benefits plan, annual bonuses, community involvement, health and wellness programs, in office yoga classes, extensive education opportunities, employer-matched RRSP plan, eligibility to become an employee-owner, staff run social club, employee donation matching to charity partner, two-day annual Kananaskis Christmas party, great staff celebrations, annual department appreciation days.

n APPLICATION PROCESS: Online at rogersinsurance.ca/about-us/alberta-insurance-careers/

Rogers Insurance

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

SPONSOR CONTENT


From the outside in, everything about the Workers’ Compensation Board - Alberta (WCB) aligns with its mis-

sion of health and wellness.As a non-profi t liability insurance

company providing coverage for work-related illness and injury through employer premiums, WCB makes sure the focus is on employee wellness, too.

“That’s what we’re about — helping injured workers return to full, produc-tive lives. There’s a very strong health and wellness core to our business, so we understand the value of wellness for our sta� ,” says Mary Kykosz, human resources manager for the 1,642-employee operation in Alberta.

That includes on-site fi tness classes such as yoga and Zumba; on-site physiotherapy and massage and medical and dental cover-age with 100 per cent of the premiums covered by WCB.

Employees participate in a defi ned-benefi t pension plan and employees can opt into a compressed work-week or other fl ex-ible schedules to help provide balance for their personal lives.

“We just fi nished our fall employee satis-faction survey — let me brag about that,” says Kykosz, pulling up statistics.

“We had an 81 per cent response rate and 95.8 per cent of employees agreed with the statement that they found WCB a good place to work. It makes me feel so good every day that people in our organization feel this way.”

In fact, an equal number of employees love what they do. That includes Sabina Paulikova, who had heard of WCB’s reputa-tion as a great employer when she was job hunting eight years ago. She watched the career page on the WCB website like a hawk and was hired by the human resources department.

“On my fi rst day, there was a bouquet of fl owers on my desk and a welcome card signed by department sta� ,” says Paulikova.

Soon, an ergonomist was dispatched to ensure her safety and comfort at her work station. Apart from the joy of having an

awesome employer, she experiences satisfaction by truly helping people and a� ecting the community.

That’s the strongest message heard throughout the organization.

“It’s meaningful work in a team environ-ment. We work on being supportive of our clients, and of each other,” says Kykosz.

That support includes comprehensive sta� training. WCB recently won a silver award from the Canadian Society of Training and Development for the internal adjudicator disability management training program, due in part to its heavy emphasis on employee mentorship and coaching.

Strong leadership is another reason why the WCB continues to attract top talent and keep retention rates high.

“Our leadership team is stable and really committed to the goals of the organization and the people we serve. That commitment follows through to our employees. What we do at the desk level everyday contributes to the overall success of the business and our clients,” she says.


WCB - Alberta cares about workers

Workers’ Compensation Board - Alberta employees pedal the Heart and Stroke Big Bike.

■ YEARS IN BUSINESS: 97■ NUMBER OF EMPLOYEES: 1,642■ LOCATIONS: Three locations in

Edmonton and one in Calgary.■ HEAD OFFICE: Edmonton■ HIRING INCENTIVES: Competitive

benefit plan (100 per cent employer paid), $1,000 health/wellness/lifestyle spending account, defined-benefit pension plan, subsidized transit, on-site fitness facility with instructor-led classes, on-site massage/physiotherapy, three weeks vacation to start, flexible work schedules, variety of social events, internal training programs and opportunities for advancement.

■ APPLICATION PROCESS: Online at wcb.ab.ca/careers

Workers’ Compensation Board - Alberta

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

SPONSOR CONTENT

Final

Date 12.01.14

WCBJob Number

PROOFING:Contact Information:Name: Charlotte PedersonPhone: 780.917.6612 Fax: 780.423.0602Email: [email protected]________________________________________

File Name WCR-REC R14005Size 2.13x10Fonts used Myriad, Myriad ProPublicationEdmonton Journal

Interested in working with us? Learn more about the exciting

opportunities we have available at www.wcb.ab.ca/public/careers.asp

WCB is honoured to be selected as one of Alberta’s Top Employers for the ninth year.

Our skilled, knowledgeable and

dedicated employees are our

greatest assets. Come work with

people who share a passion for

making a positive difference by

reducing the impact of workplace

illness and injury on Albertans. Why choose us?• Meaningful & challenging work

• Competitive salary

• Comprehensive benefits

• Opportunities for growth

• Supportive work environment

• Work-life balance

Meaningful Challenging

Rewarding



Opportunity abounds for WorleyParsons sta�

Find your balance. Margaret, a mother of two, juggles life between managing several buildings and playing soccer with her kids. It’s all about balance—whether it’s mid-air or mid-life.

ENR Magazine’s #1 International Design firm for 2014. Now hiring.

MARGARET SCOTT Facilities & Asset Manager /Soccer Diva

WorleyParsons gives its employ-ees plenty of room to run with good ideas, lets them make

great leaps in their careers and grow with purpose.

WorleyParsons is an Australia-based fi rm that delivers projects in the energy and resources sectors, provides expertise in engineering, procurement and construc-tion and o� ers a wide range of consulting and advisory services.

Leaders and managers at the company attract top talent by appealing to people’s desire for professional development.

The company o� ers employees both variety and opportunity, giving sta� the ability to work anywhere within WorleyParsons’ global network on a wide range of projects.

Canada is considered to be one of the most dynamic regions where the company operates, and opportunities abound thanks to the fi rm’s wealth of experience, extensive reach and wide range of industry-leading partners.

“When you’ve been in business as long as we have been, you know the industry is cyclical. The market goes up and down all the time,” says Karen Sobel, senior vice-president and location manager for North America Central Services, which includes o� ces in Calgary and Edmonton.

“WorleyParsons remains a global leader by being able to adapt to market conditions and o� ering a diverse array of services that remain focused on delivering

what we promise for our customers and for our people.”

Training opportunities are plentiful at WorleyParsons. In addition to o� ering technical training, the fi rm also supports the development of other important skills such as public speaking and leadership development.

Employees say WorleyParsons is committed to meeting their needs.

“I am glad to be called a WorleyParsons employee,” says Sam Dassanayake, an executive assistant based in Calgary.

“When someone applies for a position at a company, we look at the company’s culture, its values and goals, its people, expectations, career progression opportunities and benefi ts. Worley-Parsons o� ers the best of all these things and more,” Dassanayake says.

Other Alberta employees say they appreciate the comprehensive benefi ts packages, an RRSP-matching program and generous vacation time. Others point to the company’s community involvement, professional development opportunities

and fl exible career paths.The fi rm o� ers attractive compensation

packages that consider the needs of em-ployees and their families, and employee commitment and performance do not go unnoticed.

“What I appreciate about Worley-Parsons is the integrity of the organiza-tion,” says Geo� Beech, a project director based in Calgary.

“The company’s core values and beliefs are compatible with my own.

“I believe in building working relation-ships, both between the project team and our customers and within the project teams. WorleyParsons demonstrates its appreciation for performance. It rewards the teams that deliver the goods to our customers.”

WorleyParsons employees say they enjoy the opportunities the company offers them.

■ YEARS IN BUSINESS: WorleyParsons came to Alberta by acquiring Colt Engineering Corporation in 2007.■ LOCATIONS: Calgary, Edmonton,

Cold Lake, Fort McMurray, Lloydminster, Blackfalds.

■ HEAD OFFICE: Calgary■ POSITIONS EMPLOYED: Project

delivery.■ APPLICATION PROCESS:

worleyparsons.com/careers

WorleyParsons

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

SPONSOR CONTENT

Documents

Alberta's Top Employers (2015)