Montreal's Top Employers (2015)

MONTREAL’s MONTREAL ’s

Top Employers 2015

A joint venture nt with wi th Mediacorp Med edia ia Canada C Inc. Montréal’s Top Employers 2015

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MONTRÉAL’S TOP EMPLOYERS 2015

Employees winning the battle for labour Montréal’s Top Employers

BY BRIAN BURTON

F

ifteen 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 perceptionbending aphorism to a colleague in human resources management. Yerema also observes that technology is driving a change in employee values, from seeking “work-life balance” to embracing “worklife 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 years, and about the (resulting) challenge ahead for employers in the ‘war for talent.’ ” 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 employers, 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.

(in alphabetical order)

Air Canada ALDO Group Inc. Bell Canada Business Development Bank of Canada Canadian National Railway Company CGI Group Inc. Desjardins Group / Mouvement des caisses Desjardins Photo: Lev Dolgachov/Fotolia

Younger employees entering the workforce have different expectations of their employers.

“Employers and governments have recognized the need to support employees 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 expectations 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, employers 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 employers, 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 employers is likely a little less than Gen Xers, because they’ve been raised to understand that they’ll likely work many careers in their lifetimes.

“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.”

Montreal’s Top Employers 2015 is a joint venture publication of Postmedia Network Inc. and Mediacorp Canada Inc. Co-ordinators: Darren Oleksyn (doleksyn@calgaryherald.com), Kelly Zenkewich (kzenkewich@calgaryherald.com), Charlene Kolesnik (ckolesnik@calgaryherald.com) Cover Design: Charlene Kolesnik 2

Ericsson Canada Inc. Fednav Limited Fresche Solutions Inc. Genetec Inc. Ivanhoé Cambridge Inc. Jewish General Hospital Keurig Canada Inc. L’Oréal Canada Inc. Lundbeck Canada Inc. McGill University McGill University Health Centre, The McKesson Canada Corporation Merck Canada Inc. Morgan Stanley Services Canada Corp.

National Bank of Canada Nuance Communications Canada Inc. Richter LLP Stikeman Elliott LLP Transat A.T. Inc. Université de Montréal Vigilant Global Yellow Pages Group Corp.

Zodiac Aerospace

Montréal’s Top Employers 2015

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MONTRÉAL’S TOP EMPLOYERS 2015 Employer

Industry

Interest Points

City

FT Employees in Canada

Air Canada

Scheduled Passenger Air Transportation

Focuses its charitable efforts on helping children and youth, including the in-house Dreams Take Flight program that takes children from across the country to Disney for one magical day; ensures that employees keep their skills sharp with tuition subsidies at outside institutions as well as an extensive in-house training program for airline crews at four major training facilities across Canada and specific training for pilots, including state-of-the-art flight simulators as well as online through iPads in the comfort of their own homes; employees can plan for life after work with a defined-contribution pension plan as well as a share-purchase plan; employees can be nominated by their peers for the annual Art of Excellence Award — winners receive an all-expenses paid trip to a ceremony hosted in a unique resort location; recognizes and encourages employee volunteers through the Volunteer Involvement Program by donating airline tickets to charitable organizations where employees volunteer; new mothers receive 100 per cent top-up for the first two weeks of their maternity leave, followed by a 70 per cent of salary top-up for the following 15 weeks.

Montréal

22,794

ALDO Group Inc.

Shoes and Fashion Retailer

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

Saint-Laurent

2,619

Bell Canada

Telecommunications

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

Montréal

33,117

Business Development Bank of Canada

Secondary Market Financing

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

Montréal

1,920

Canadian National Railway Company

Railroads

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

Montréal

16,582

CGI Group Inc.

Computer Systems Design Services

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

Montréal

10,903

Desjardins Group / Mouvement des caisses Desjardins

Credit Unions

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

Montréal

37,994

Ericsson Canada Inc.

Communications Equipment Manufacturing

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

Montréal

3,126

Fednav Limited

Deep Sea Freight Transportation

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

Montréal

153

Fresche Solutions Inc.

Computer Systems Design Services

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

Montréal

67

Montréal’s Top Employers 2015

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MONTRÉAL’S TOP EMPLOYERS 2015 Employer

4

Industry

Interest Points

City

FT Employees in Canada

Genetec Inc.

Custom Computer Programming Services

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

Ivanhoé Cambridge Inc.

Real Estate Management

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

Montréal

1,301

Montréal

392

Jewish General Hospital

General Medical and Surgical Hospitals

New employees receive four weeks of paid vacation allowance to start and previous work experience is considered when setting individual vacation entitlements; supports ongoing training with tuition subsidies for courses related to their position (to $2,500 annually); in-house and online training programs and subsidies for professional accreditation; affiliated with McGill University, and recruiting from a number of other colleges and universities, the hospital also reaches out to the next generation of health-care professionals through summer employment programs, paid internships and co-op work term opportunities; varying with their position, the hospital encourages employees to balance their work and personal lives with flexible hours, telecommuting, shortened and compressed work week options and a 35-hour work week (with full pay); helps employees prepare for the next chapter in life with retirement-planning assistance, phased-in work options and contributions to a defined-benefit pension plan; provides maternity and parental leave top-up payments for its new mothers (to 93 per cent of salary for 21 weeks) as well as an option to extend their leave into an unpaid leave of absence; also offers a short parental leave top-up to fathers and adoptive parents (to 100 per cent of salary for four to six weeks, depending on the employee group).

Montréal

3,301

Keurig Canada Inc.

Grocery Products Wholesalers

In addition to generous year-end bonuses, the company offers share-purchase and profit-sharing plans and encourages employees to save for the longer term with contributions to a defined-contribution pension plan and matching RSP contributions; varying with employee group, the majority of the company’s new mothers receive maternity top-up payments (to 90 per cent of salary for 18 weeks), including adoptive mothers; supports ongoing employee development with tuition subsidies for courses at outside institutions (to $1,500 annually), in-house and online training programs as well as subsidies for professional accreditation; encourages employees to get involved in the community with matching employer donations (to $1,000 annually) and financial donations to the charities where employees volunteer their time ($250 for every 25 volunteer hours donated); on the job, employees enjoy business casual dress, an outdoor seating area and an employee lounge with comfortable seating featuring free coffee and tea, of course.

Montréal

1,510

L’Oréal Canada Inc.

Cosmetics Manufacturing

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

Montréal

1,200

Lundbeck Canada Inc.

Research and Development

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

Montréal

203

McGill University

Post-Secondary Schools

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

Montréal

5,642

McGill University Health Centre, The

General Medical and Surgical Hospitals

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

Montréal

6,312

McKesson Canada Corporation

Pharmaceutical Distribution and Wholesaler

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

Saint-Laurent

2,980

Montréal’s Top Employers 2015

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MONTRÉAL’S TOP EMPLOYERS 2015 Employer

Industry

Interest Points

City

FT Employees in Canada

Merck Canada Inc.

Pharmaceutical Preparation Manufacturing

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

Kirkland

1,316

Morgan Stanley Services Canada Corp.

Secondary Market Financing

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

Montréal

498

National Bank of Canada

Banking

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

Montréal

15,086

Nuance Communications Canada Inc.

Software Publishers

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

Montréal

752

Richter LLP

Accounting

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

Montréal

423

Stikeman Elliott LLP

Law Firms

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

Montréal

1,109

Transat A.T. Inc.

Travel and Accommodation

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

Montréal

4,005

Université de Montréal

Post-Secondary Schools

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

Montréal

5,213

Vigilant Global

Custom Computer Programming Services

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

Montréal

106

Yellow Pages Group Corp.

Directory Publishers

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

Verdun

2,431

Zodiac Aerospace

Aircraft Interior Manufacturing

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

Kirkland

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MONTREAL’S

TOP EMPLOYERS 2015

SPONSOR CONTENT

Employees propel Air Canada into the future

E

arlier this year, 100 Air Canada employees were among the first to see the airline’s brand-new Boeing 787 Dreamliner passenger aircraft. It can take 20 years for new aircraft designs to be added to a fleet, so for many, it was an event a long time coming.

It was also an event that illustrated how Air Canada recognizes the collaborative effort in flying thousands of people around the world every day.

“It was a complete cross-sectional collaboration and it culminated last spring when we went to pick up the first 787 at Seattle, and we took a cross-section of employees who had been involved in the process, they flew back on the Dreamliner’s maiden flight to Toronto, and we had a celebration for 5,000 employees and their families,” says Air Canada’s vicepresident of human resources, Arielle Meloul-Wechsler.

This past year, the airline — which has previously been recognized as one of Canada’s top employers — continued to improve on its already impressive track record as an employer of choice.

“We’ve upped our game over the last 12 months in terms of how we communicate with our employees,” says MeloulWechsler.

“This year was all about putting our employee communications front and centre — and I don’t just mean written.

We’re also spending a lot of time teaching our managers about the importance of

Air Canada

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

face-to-face meetings, walking the floor, giving the employees the tools they need to succeed through open dialogue and transparency.”

One tool is an internal social media site called Yammer that has been extended to the entire company. Meloul-Wechsler says it’s a place where employees can post questions and have other employees or managers provide answers. For example, she says, a flight attendant might have a concern about on-board food service, and Air Canada’s catering department will receive the feedback immediately.

“Some of it’s work-related, and sometimes it’ll be a question or comment

about policy,” Meloul-Wechsler says.

The company’s 27,000 active and 29,000 retired employees also have access to Air Canada’s revamped employee online portal, which has been made more user-friendly, she adds.

Meloul-Wechsler says Air Canada also promotes peer-to-peer recognition programs, as well as its flagship Award of Excellence that takes the top 50-55 employees on a special holiday with the CEO and top executives.

The company also continues to promote community engagement through initiatives such as Dreams Take Flight, which takes children facing medical,

YEARS IN BUSINESS: 78 NUMBER OF EMPLOYEES: 27,000 LOCATIONS: Major hiring locations in Canada — Montreal, Toronto, Winnipeg, Calgary, Edmonton and Vancouver.

HEAD OFFICE: Montreal POSITIONS EMPLOYED: Administrative and professional positions, pilots, flight attendants, customer services (airport and call centre), building and facility maintenance, airport and cargo ground services and aircraft maintenance.

HIRING INCENTIVES: Health benefits plan, pension plan, travel privileges, share purchase plan.

APPLICATION PROCESS: Career website aircanada.com/careers mental, physical, social and emotional challenges on Air Canada-sponsored charter trips to Disneyland and Walt Disney World.

“You have to go on one to experience it,” says Meloul-Wechsler.

“What it means to the children is unbelievable, and there’s the other side of seeing our volunteer employees and what they dedicate to that day in creating a trip-of-a-lifetime for those kids.”

For more information about career opportunities, visit aircanada.com/careers.

This story was produced by Postmedia’s advertising department on behalf of Air Canada for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

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Bell cares for health of its diverse workforce

B

ell has been part of Canadian innovation and advancement for 135 years. One of the country’s most historic companies is also one of today’s most dynamic employers with next-generation networks and communication services that are transforming the marketplace.

The Montreal-headquartered communications company is a soughtafter employer with 18,000 Quebec-based employees and a national team of 55,000.

With a wide variety of jobs across the company, from sales and marketing to engineering in wireless, Internet, TV, media and business communication services, Bell offers workers the opportunity for long-term professional growth as well as personal growth.

Bell is focused on the well-being of its diverse workforce, says Bernard le Duc, the company’s executive vice-president of corporate services.

“We put a lot of effort into ensuring that we have a culture of inclusion in the workplace and broad diversity across our employee base,” he says.

“Bell believes it’s vital for our employees to feel they can be themselves in the workplace and achieve their full potential.”

This emphasis on providing a supportive workplace is in line with the company’s focus on mental health with Bell Let’s Talk, an unprecedented initiative that supports mental health across Canada — and in Bell’s own workplace.

Bell

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

“Bell Let’s Talk has helped people in communities across Canada with investments in anti-stigma programs, access to mental health care, and new research. Bell is also committed to lead corporate Canada in workplace mental health with strong support for our employees,” le Duc says.

Bell has mandatory national training in mental health support for all management, and offers employees a range of education and support programs. As part of their benefits, Bell employees can also access workplace and family assistance plans, and $1,500 annually per person for therapy and counselling.

Bell Let’s Talk and other community initiatives are a great source of pride for Bell’s national team, he says.

“The better our employees are feeling

about their workplace and our support for the community, the better their wellbeing. That ultimately makes us more productive as a company,” le Duc says.

“It’s a virtuous circle.”

Bell’s new state-of-the-art, LEEDcertified Montreal campus plays a large role in promoting employee well-being.

With on-site fitness facilities, patios, gardens and a cafeteria featuring healthy choices, Bell’s headquarters reflect its commitment to employee emotional and physical health.

A recipient of the 2014 Canadian HR Award for Best Learning and Development Strategy, Bell is a standout in professional development. Employees are continually offered learning and other development opportunities, including leadership development that helps

YEARS IN BUSINESS: 135 NUMBER OF EMPLOYEES: 55,000 nationwide.

HEAD OFFICE: Montreal POSITIONS EMPLOYED: Broadcast media, engineering, finance, legal, administration, sales, IT, trades and telecommunications technicians.

HIRING INCENTIVES: Competitive salaries, generous benefits including robust mental health support; diversityfocused support programming, including lesbian, gay, bisexual and transgender affinity group; state-of-the-art headquarters with cafeteria and fitness facilities; pension plan; career development program, including a personal growth plan for each individual employee.

APPLICATION PROCESS: Online at jobs.bce.ca encourage promotion among the company’s ranks.

“The fact that we’re a competitive and financially robust company enables Bell to support our employees with excellent compensation and benefits, as well as great career and professional development opportunities,”le Duc says.

“We’re focused on innovation and opportunity. That translates into a lot of positive options for the team.”

This story was produced by Postmedia’s advertising department on behalf of Bell for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

Kick your career up a gear.

Join a winning team. Apply today at bell.ca/careers

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CGI sees its staff as more than just employees

I

f you work at CGI, you’re not considered an employee, but a member.

You’re also an ambassador, part owner and, above all, invested in the company’s success as a leading firm in information technology and business processes.

“All our members are part of our share purchase program and we match their contributions. As members of our company, they feel empowered to come up with good ideas and benefit from the outcomes,” says the chief operations officer for Canada, Claude Marcoux.

The number of opportunities CGI members have access to is endless, thanks in part to the sheer size of the company.

“With 68,000 employees around the world, and the footprint we have in Canada, it’s fascinating to see the potential career path they can have, and the possibilities to grow their skills,” says Marcoux, who joined CGI in 1983 as a business analyst. He attributes his success to the company’s extensive coaching and training programs.

One of the most successful programs is an intensive, four and a half day training session held three times a year for all the company’s managers from around the world. Called CGI 101, it is taught by 60 executives to 200 managers at a time at a hotel in Montreal. Some fly from as far away as Denmark or Australia.

Another training tool is CGI’s own webbased social media network platform called

CGI YEARS IN BUSINESS: Since 1976 NUMBER OF EMPLOYEES: 68,000 worldwide; 5,000 in Montreal LOCATIONS: Five in Montreal HEAD OFFICE: Montreal POSITIONS EMPLOYED: Developers, designers, database administrators, network administrators, technical support, document professionals, IT architects, systems analysts, project and program managers, testers, business/software/ design, technical support/customer service, management consultants, business analysts, business process professionals, financial analysts, accountants, HR, marketing, industry subject matter experts, directors, vice-presidents.

HIRING INCENTIVES: Health care spending account, competitive compensation, share purchase program, member referral program providing $2,000 for successful hires.

APPLICATION PROCESS: Online at cgi.com/careers

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

CynerGI, where all 68,000 employees can access each other through videoconferencing for advice, coaching or an alternate point of view.

It is this emphasis on training and mentoring that business analyst Corina Paraschiv appreciates the most.

“One of the prime factors I look at when determining whether a job is a good fit is whether I can stay for a long time and keep growing,” says Paraschiv, who joined two years ago.

“CGI really has that fit — it’s not just about doing your work and getting paid, but having a long-term vision with mentors who coach you, care about your wellbeing and are adept at sharing knowledge.

“It’s an exciting adventure here, because you never stop growing.”

Paraschiv also appreciates the many perks of the job, including flexible working hours and an emphasis on health and wellness. Employees have access to group fitness classes ranging from yoga to boxing, an on-site gym and massage therapy.

The company also pays for employees to access nutritionists, ergonomic therapists, and professionals for financial or legal advice when needed in their personal lives.

Most of all, Paraschiv is proud of what she does for a living and the teammates that make it possible.

“I love the teams here a lot. It’s hard to find the right match of personalities at a job, and when you’re with people who are excited to work, it’s very motivating,” she says.

“We do the operations and strategy for

a lot of companies, so we touch a lot of people by the nature of the work we do.

Whether you’re making a transaction on your mobile phone or browsing products stacked on the shelves, CGI is likely behind it.”

This story was produced by Postmedia’s advertising department on behalf of CGI for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

Join a global leader.

Make the most of your potential. ntial.

Business and IT consulting.

Systems integration.

IT managed services.

Business process services.

Visit cgi.com/careers.

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L’Oréal Canada promotes work-life balance

A

t first glance, a cafeteria in one’s office building may not seem like a big deal, even if, upon further observation, it happens to be heavily subsidized and manned by a gourmet chef.

But for a busy mom of two kids with a husband who works night shifts, the ability to eat well on the job — and take nutritious dinners home — is a lifesaver.

“Today for breakfast I had eggs Benedict, while my lunch was turkey pot pie with a spinach salad. It was delicious,” says Sabrina Cloutier, who works at the company’s distribution centre as a team leader in the professional products division of L’Oréal Canada.

“To be able to bring in my Tupperware and take home a fully cooked, nutritious meal for my kids when I don’t have time to prepare dinner is incredible.”

This is just one example of how L’Oréal Canada supports the work/life balance of its employees. Staff members at all of its work environments also enjoy flexible working hours and are allowed to access emails and documents on the device of their choice, whether it’s a laptop they can work on from home or a smartphone while on the go.

“I don’t have to stay at my office waiting for a specific email, I can manage my time wisely,” says Cloutier, who joined L’Oréal Canada eight years ago when looking for a career that would allow her to sample different roles while moving upwards.

“I started in procurement, then moved to

L’Oréal Canada

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

customer care and now I’m a team leader.

To have that kind of variety with the opportunity to grow is rare within a company.”

What stands out the most for Cloutier is the company’s commitment to incorporate beauty in every aspect of its activities through its new CSR program called Sharing Beauty with All. “For example, through its innovative cosmetics, through its involvement with the Look Good, Feel Better program which helps people feel beautiful inside and outside, through its commitment to preserve our beautiful planet with its many environmental initiatives and objectives, and finally by being a good corporate citizen. It really is Beauty for All!” L’Oréal Canada has also launched a new social program specifically for employees

called Share & Care. In addition to health and social benefits, the program also features many innovative initiatives such as health and safety days with guest speakers such as a nutritionist or ergonomist.

Lunch-and-learn sessions feature topics ranging from stress management to sign language, and a subsidized daycare is available on-site for all employees.

Those who cycle to work have access to showers and bike racks, while others are assisted in finding fellow carpoolers.

Through the Sharing Beauty with All program, a new initiative called More Beauty, Less Waste offers employees access to L’Oréal products in slightly damaged packaging for a fraction of the cost. All funds collected from the sales of these products — otherwise destined for destruc-

YEARS IN BUSINESS: 57 NUMBER OF EMPLOYEES: 1,200 LOCATIONS: Hiring in Montreal, Toronto, Vancouver, Calgary.

HEAD OFFICE: Montreal POSITIONS EMPLOYED: Marketing, commercial/sales, communications, financial, quality control engineer, industrial engineer, mechanical engineer, chemical engineer and distribution/logistics.

HIRING INCENTIVES: Product discounts, shorter office hours on Fridays, mentorship and training programs, on-site daycare, intensive training programs including opportunities to travel to New York and Paris.

APPLICATION PROCESS: Apply at loreal.ca tion — are donated to women’s shelters that the employees choose themselves.

By 2020, the company’s goal is to cut its environmental footprint by 60 per cent, while serving one billion consumers.

“I like their commitment to sustainability, I think it’s nice to see a company strive to achieve these aggressive environmental objectives,” says health, safety and environment manager Karine de Bellefeuille.

“All the programs, and especially the personalized management and solutions that are offered, make it easier to achieve work-life balance and it gives us the time that we need for our children.”

This story was produced by Postmedia’s advertising department on behalf of L’Oréal Canada for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

A worldwide social program for employees Montréal’s Top Employers 2015

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Growth, employee well-being propel Lundbeck Canada

L

undbeck is a leading pharmaceutical company renowned for its groundbreaking drugs to treat mental health.

But the Danish drug-maker is gaining a reputation as one of Montreal’s best employers. That’s because Lundbeck Canada focuses as much on the well being of its employees as it does on the health of those who benefit from its industryleading treatments for brain disorders and cancer.

“Lundbeck takes the well being of its employees seriously and to show its commitment to promoting a healthy work environment, the company is in the process of introducing the national standards for psychological health and safety in the workplace,” says Dominique Gilbert, senior director of market access and health outcomes at Lundbeck Canada in Montreal.

“Developed by the Mental Health Commission of Canada, this initiative aims to raise awareness of and eliminate stigmas related to mental health issues in the workplace, and our company wants employees to be respectful and supportive of colleagues who may be suffering from a mental health issue.”

This focus on ensuring its workforce is healthy in mind, body and spirit is at the heart of what makes Lundbeck a top employer.

While the new mental health initiative represents its ongoing commitment to

Lundbeck Canada

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

its workers, Lundbeck’s opportunities for career and personal development are second to none.

“We offer excellent working conditions and benefits — but those are really competitive to other organizations, so does that make us unique?” Gilbert says.

While that kind of compensation certainly makes Lundbeck attractive, it’s the firm’s unique approach to individual growth among its staff that makes it stand apart from other employers in the city.

“What makes us stand out from the crowd is we offer employees a way to grow and develop,” he says. “Each employee has an individual development plan that takes them to the next step in our company, as

well as developing their own skills.”

Yet talk is one thing, and many companies do just that, heralding loudly the opportunities for development.

But they do not necessarily follow through on their words.

“We don’t just talk about it,” Gilbert says. “We actually do it. For example, somebody on my team just returned from a nine-month assignment at our headquarters in Denmark.”

In Canada, the pharmaceutical firm offers a wide variety of career paths from sales to clinical trials to working with government regulators for approval of new products.

Yet Lundbeck also encourages its

YEARS IN BUSINESS: Since 1995 NUMBER OF EMPLOYEES: 205 LOCATIONS: Across Canada HEAD OFFICE: Montreal POSITIONS EMPLOYED: Sales representatives, product manager, medical science liaison, CHE specialist, business analyst, scientific adviser, administrative assistant, coordinator, HR adviser, specialist, manager, IT supporter.

HIRING INCENTIVES: Group insurance program, pension plan, bonus plan, flexible work hours, year-round summer hours schedule for head office employees, subsidy for parking or public transit, compensation for work-related weekend travel, professional development program, fitness and well-being incentive, referral program.

APPLICATION PROCESS: Visit lundbeck.ca employees to give back outside of the job.

Besides supporting a number of charitable initiatives, such as the Defeat Depression Campaign and Light the Night Walk for leukemia and lymphoma research and patient support, the company allows its employees to take one day off every year to help out with a charity of their choice.

It’s all about treating its workers like family.

This story was produced by Postmedia’s advertising department on behalf of Lundbeck Canada for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

Hope, Strength, Humanity

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Proud to be one of Canada’s Top 100 Employers 2015 and Montréal’s Top Employers 2015

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McKesson Canada follows caring philosophy

M

cKesson Canada is one of the biggest players in the healthcare world. Founded 110 years ago in Montreal, McKesson Canada is a wholly-owned subsidiary of McKesson Corporation of San Francisco, the largest health-care services company in the world.

Though commonly known as a national pharmaceutical distributor, McKesson Canada is also a leading provider of automated pharmacy dispensing systems, hospital software systems, third-party logistics and specialty consulting and clinical trial services. The company services all the stakeholders in the healthcare industry: pharmacies, care providers, hospitals, drug manufacturers, drug insurers and governments.

The company might be big, but employees feel connected.

“Each employee knows that they can depend on the skills and experience of the people around them,” says Geneviève Fortier, senior vice-president of human resources, government affairs and corporate communications.

“That has created a strong sense of camaraderie and a powerful work ethic that makes each workday a pleasure. This is further supported by our ICARE shared principles, which serve as our corporate conscience and reflects the beliefs of the organization. The five elements that make up our ICARE philosophy are: Integrity, Customer First, Accountability, Respect, and Excellence.”

McKesson Canada

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

Employees who have worked with McKesson Canada for more than 30 years have grown with an ever-changing company, supported by ongoing training opportunities, along with a company pension and benefit package.

“Our employees feel like a part of a larger family committed to supporting health-care delivery to communities across the country,” says Fortier.

This could be because McKesson Canada treats its employees as integral parts of the overall team. In fact, the company maintains a flexible health benefits plan that allows employees to customize their levels of coverage to suit their personal needs.

“We also help employees strike an appropriate balance between their work and personal lives by offering alternative work arrangements that include flexible

hours, a 35-hour work week (with full pay), a telecommuting option and reduced hours during the summer months,” says Fortier.

Other employee incentives that have helped earn McKesson a Top Employer designation include an employee stock purchase plan; signing and year-end bonuses for eligible employees and referral bonuses (up to $2,000 for successful hires); supporting ongoing employee development with generous tuition subsidies for job-related courses (up to $3,000), formal mentoring and a variety of in-house and online training programs; investing in the education of its future generation through an academic scholarship program for children of employees to pursue post-secondary studies (up to $1,000 per child; and a strong employee health focus, including

NUMBER OF EMPLOYEES: Fulltime: 2,875 across Canada; part-time: 545 across Canada; at Dobrin head office: 445 LOCATIONS: Twenty-nine across Canada including head office in Saint-Laurent, Que. POSITIONS EMPLOYED: McKesson Canada hires a wide range of personnel, including pharmacists, sales and account managers, analysts, lawyers, distribution centre workers and administrative assistants, as well as IT, marketing, communications, human resources and other professionals.

APPLICATION PROCESS: Visit mckesson.ca for current opportunities, or visit LinkedIn at linkedin.com/company/mckesson-canada an on-site gym with various fitness programs and athletic equipment, a cafeteria with a health-centred menu and a comprehensive health and wellness program.

Yet, despite all of these perks, Fortier says there’s a bigger incentive that keeps employees happy to work at McKesson.

“McKesson Canada employees know that their work has a positive impact on Canada’s health-care landscape, whether it is in a pharmacy, hospital or local clinic,” she says. “That is a very fulfilling feeling at the end of each work day.”

This story was produced by Postmedia’s advertising department on behalf of McKesson Canada for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

Caring is at the heart of who we are Our ICARE shared principles drive our team to provide innovative and reliable support across Canada’s health care ecosystem. Join one of Montreal’s top employers, and help bring health care closer to home.

Together for better health

www.mckesson.ca

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Morgan Stanley embraces collaboration

A

positive, vibrant, exciting office culture.

That’s what keeps Jason Dubsky passionate about working at Morgan Stanley.

“There is a significant culture of ownership, initiative and innovation here,” says Dubsky, a vice-president in finance technology in Morgan Stanley’s Montreal office.

“We work on projects that are really interesting, and everyone contributes significantly. We have a ton of experts here.”

The Montreal office is one of Morgan Stanley’s largest Technology campuses.

“It’s pure technology fuelled by technologists. The best in the business,” says Alan Vesprini, Morgan Stanley’s executive director of technology and data in Montreal. Many are chosen from the province’s universities and, indeed, within Montreal’s thriving information technology industry.

“It is an office solely dedicated to the design and development of world-class technology solutions for the world’s financial markets.

“We hire very smart people,” Vesprini adds. “It’s not just a job. We want people to come in, question what they’re working on and find better ways to do it.”

Diversity is an important part of the culture at Morgan Stanley. Different opinions are valued and employees are encouraged to bring their full selves to work.

Resources are always available for learning more. The Technology Analyst

Morgan Stanley

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

program — essentially, an 18-week tech boot camp for new grad hires — gives employees a chance to learn “everything they’ll ever need to know about the Morgan Stanley technology,” says Dubsky.

While the corporation’s resources are always handled extremely carefully — software, firewalls, risk management — the popular Innovation Lab is a place for employees to experiment with new technologies before they’re approved or implemented globally.

Movement within the company is encouraged through the Mobility program, and many take advantage of it, advancing their careers through learning new technologies or languages and working on new teams.

A formal mentoring program matches

people for further learning opportunities, and Morgan Stanley’s open-door policy means any staff member can seek help from other team members or managers, regardless of title.

Meeting rooms and whiteboards are abundant through the office. More than ample video conferencing facilities and video desktops provide the opportunity and technology required to link teams globally throughout the day as collaboration is the theme throughout the office.

Morgan Stanley encourages staff to get involved in the community and employees have responded in big ways. One volunteer team raised more than $20,000 for Pedal for Kids, a fundraiser for the Montreal Children’s Hospital Foundation. Others volunteer at the Quebec Breakfast Club

YEAR FOUNDED: 1935 (Montreal office opened in 2008) NUMBER OF EMPLOYEES: 55,000 in 43 countries, 500 in Montreal.

OFFICES: Canadian offices are located in Toronto, Calgary, Montreal and Vancouver.

POSITIONS EMPLOYED: Senior developer – C++, technical lead – Java, Windows engineer, database developer, UI developer, systems integrator, network administrator, security analyst, e-discovery specialist, business analyst, project manager.

HIRING INCENTIVES: Employer-paid health plan; four weeks vacation in first year; maternity and adoption top-up; gym subsidy; RRSP matching; tuition reimbursement program; paid time off for volunteering within community; recognition programs; professional development; on-site wellness programs; mentorship and mobility programs; discounts on products; employee assistance program; international work opportunities.

APPLICATION PROCESS: Morganstanley.com/careers program, serving food to children in lessadvantaged neighbourhoods in the city.

“We really encourage giving back,” says Vesprini, “and we try to get our younger employees involved so that they understand how good it feels to give back.”

This story was produced by Postmedia’s advertising department on behalf of Morgan Stanley for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

MORGAN STANLEY IS HONOURED TO BE NAMED ONE OF THE TOP EMPLOYERS IN ONE OF THE WORLD’S TOP CITIES. morganstanley.com/about/careers/montreal.html © 2015 Morgan Stanley

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T

Nuance delivers cutting-edge technology

hrough its four divisions of Enterprise, Mobile-Consumer, Healthcare and Imaging — Nuance is making technology as easy to use as the spoken word.

Known for products such as Dragon Naturally Speaking, Nuance also provides the powerful technology for mobile assistants, SmartTVs and Smart watches, blending technology seamlessly into the everyday lives of people around the world.

Richard Lajoie, vice-president of software engineering, research and development, has been at Nuance since it opened the Montreal lab.

Overseeing software developers and engineers, Lajoie says he truly believes the company’s message to students, that working at Nuance is working with the best and brightest.

“I tell them that everyday you will get inspired by someone that you work with and you’ll learn from them,” Lajoie says.

He says the corporate philosophy at Nuance provides employee independence.

“You’re not micromanaged, there’s not someone looking over your shoulder all the time. You’re there to grow and to work on advanced technologies.”

Benoit Banville was approached by Nuance to work on the company’s Nina intelligent virtual assistant for mobile apps.

“I jumped on the occasion when I learned about everything else around the work itself — Nuance’s history of recognition for being a top-notch employer and

Nuance

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

colleagues’ testimony to how Nuance was a great company to work for.”

Banville, a mobile software developer, says Nina technology was used to create the virtual assistant, Dom, on the Domino’s Pizza mobile app in the United States.

“It’s exciting to work on an exceptional team composed of technically strong individuals that all share the same goal.

Everyone’s opinion is valued and encouraged in order to create the best products possible.”

Brett Beranek, director of product strategy, says the collegial atmosphere combined with the latest technologies makes Nuance a great place to work.

“Nuance has these very exciting technologies — speech recognition, natural

language understanding, voice biometrics — these are things that can’t be described any other way than cutting edge.

“It’s just fun to be working with technology and to be working on projects that are so innovative.”

Dima Cichi, a senior project manager, joined Nuance’s Enterprise team after doing an eight-month internship in its co-op program.

“What’s great about Nuance is that we evolve our products. We know what is trending, and given that information, we like to start our own trends.”

Cichi says her specialty is voice biometrics — the very newest trend.

“I am proud to be a part of it. I also personally like bragging to my friends that, ‘I

YEARS IN BUSINESS: 21 NUMBER OF EMPLOYEES: 550 in Montreal, additional 250 across Canada LOCATIONS: Montreal, Toronto, Ottawa, Waterloo.

HEAD OFFICES: Montreal for Canada with headquarters in Burlington, Mass., POSITIONS EMPLOYED: Software engineers, software quality assurance engineers, application developers, speech scientists, project managers, natural language understanding engineers.

HIRING INCENTIVES: Four weeks’ vacation, 10 paid sick days, flexible work schedule, downtown location, health benefits as of Day 1, health spending account, wellness account, transit/ parking allowance, group RRSP with company contribution, incentive bonus, referral bonus, patent bonus, rewarding internship program, employee stock purchase plan, Nuance University, in-house French classes, subsidized tuition.

APPLICATION PROCESS: Jobs.nuance.com worked on this project’ once it reaches the media, such as Tangerine’s recent release on its new banking application that utilizes voice authentication.”

This story was produced by Postmedia’s advertising department on behalf of Nuance for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

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Join us at jobs.nuance.com Montréal’s Top Employers 2015

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MONTREAL’S ALBERTA’S TOP TOPEMPLOYERS EMPLOYERS2015 2015 SPONSOR CONTENT

Vigilant Global searches for best and brightest

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icholas Osadchuck is the newlyhired talent acquisition specialist for Montreal-based technology dynamo Vigilant Global.

He says his mission is to make Vigilant a recognized name on the campuses of schools with high-tech and finance reputations.

“Our goal is really to bring to Vigilant the best talent available in Montreal, and also the rest of Canada,” he says.

Founded in 2005, Vigilant Global is a software developer in the field of microtrading, the automated, high-speed processing of financial transactions on markets around the world.

To stay ahead of its competitors in the frenetic, high-stakes world of low-latency trading, Vigilant recruits software developers, network administrators, systems integrators, network architects and a few supporting general business professionals.

“I think I was employee No. 52, about four years ago,” says communications manager Marilena Varano. Now, she says, employees number 120 — and rising.

Vigilant is expanding its internship programs with partner schools and “so far, I think we’ve hired every single intern,” Varano says. “We need a lot of talent to fulfil the mandate that we have.”

Luke Potter was a student who worked part-time at Vigilant while finishing his degree as a software engineer and was then hired on full-time. He says every project is on the leading edge of his field, requiring

Vigilant Global

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

constant innovation. And his project teammates have become close friends, thanks in large part to the Vigilant culture.

To attract the best, and keep them creative and content, Varano says Vigilant has embraced corporate techno-culture. That includes a games room with a monster, wide-screen monitor for video games. It also boasts a foosball table and ping pong.

There are also free, catered breakfasts and lunches for all employees.

Khaled El-Badawi, a mechanical engineer with a minor in computer science and a “passion” for the field, says he heard about Vigilant from his friends.

“I didn’t believe them,” El-Badawi recalls.

“But it’s true. The perks are incredible.”

He lists the catered meals, team activities and fantastic social life with work-

mates as major attractions — but he insists it’s really about the work.

“I feel that I’ve grown exponentially since coming here. And everyone is accessible.”

Even the founding partners make time for impromptu discussions with employees who have ideas or questions, he says.

Varano says Vigilant was started by a group of whiz kids — “really a bunch of pretty young guys.”

But the average age of employees is now 33 and the company has developed fully competitive wages and benefits including maternity-leave top-up payments to 100 per cent of salary; five weeks of paternity leave, plus a further six weeks of fourday weeks with full pay for new parents; gym subsidies and partial funding for any

YEARS IN BUSINESS: 10 NUMBER OF EMPLOYEES: 120 LOCATIONS: Montreal HEAD OFFICE: Montreal POSITIONS EMPLOYED: Software developer, network administrator, systems administrator, systems integrator, network architect.

HIRING INCENTIVES: Three weeks of vacation from start, smartphone (for work/private use), catered breakfast & lunch, gym membership, $500 annual activity allowance, Lufa Farms organic produce subsidy, maternity/paternity leave top-up payments, daycare subsidy, transportation allowance.

WAGE RANGE: $50, 000 to $80,000 APPLICATION PROCESS: Apply through the corporate website, by submitting your resume to yourfuture@ vigilantglobal.com, visit the Vigilant booth at local university career fairs. activity involving five or more employees.

There are transit and parking subsidies, plus the usual health-care and dental programs.

Varano says Vigilant is also a strong supporter of the wider community. Before Christmas, she says, the games room was filled with non-perishable food donations for the annual Spirit of Giving campaign.

This story was produced by Postmedia’s advertising department on behalf of Vigilant Global for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

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Montréal’s Top Employers 2015

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MONTREAL’S ALBERTA’S TOP TOPEMPLOYERS EMPLOYERS2015 2015 SPONSOR CONTENT

Zodiac Aerospace helps employees take flight

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ince 1896, C&D Aerospace has been a leader in the manufacturing of commercial interiors, and has since expanded into the ever-growing market of corporate business jets. The source of its growth has come mainly from within, and this has enabled it to develop the capability to provide the airframe manufacturers and the airlines with a completely integrated interior.

In 2005, C&D Aerospace embarked on a new journey with its acquisition by Zodiac, and a new company, Zodiac Aerospace, was created.

Zodiac Aerospace’s mission is to design, certify, manufacture and support the world’s most innovative aircraft interiors and composite structures. It is a multinational organization that has mastered all of the elements; from boating technology to aeronautical products, and is a world leader in aerospace equipment and systems for commercial, regional and business aircraft, as well as helicopters and space applications. Moreover, Zodiac Cabin and Structures is the world’s leading provider of integrated cabin interiors.

“Zodiac Aerospace emerged uniting 15 facilities in six countries under one name,” says Tanya Mayar, HR generalist/ recruiter. “Despite tremendous growth, Zodiac Aerospace has steadfastly maintained a resolve to build the highest quality interiors with the spirit of a private, local business. What defines our company even more than our signature products

Zodiac Aerospace

Zodiac Aerospace employees work on a piece of aircraft interior.

are our strong personal relationships.”

Despite its large size (Zodiac Aerospace has almost 1,000 employees), the company boasts a close-knit team that shares a similar work philosophy and culture.

“We have a young, dynamic, friendly, high energy growth-orientated work environment filled with team spirit,” says Mayar. “We remain professional but still foster a casual work environment... We are a close-knit family. You can walk into the cafeteria and chit chat with five different people from five various departments while warming up your lunch.”

This positive work environment is partly due to unique programs Zodiac Aerospace offers its staff. For instance, it subsidizes staff education to enhance

workers’ skills for their current positions and potential future growth. It also nominates an employee of the month, as well as holds employee recognition events throughout May to promote team-building and encourage employee morale.

Zodiac Aerospace also offers paid and unpaid student internships. Other perks include flexible work hours, matched employee RRSP contributions, discounts on cellphones and insurance as well as summer and winter shutdowns.

With its array of perks, it’s small wonder most employees are there for the long run.

“The average length of employment of all our employees is 4.5 years and the employee with most seniority has been here for 20 years,” says Mayar.

YEARS IN BUSINESS: Founded in 1896 NUMBER OF EMPLOYEES: 930 employees at the Kirkland facility and 30,000 worldwide.

LOCATIONS: 98 sites in total including Canada, United States, France, Germany, Mexico and Brazil.

HEAD OFFICE: Plaisir, France POSITIONS EMPLOYED: Material control, production/manufacturing, engineering, quality assurance/control, administration, maintenance, procurement.

HIRING INCENTIVES: Expert Engineering program, EAP, competitive bonus structure, Lotus Mobility (intracompany transfers), car pooling incentives, flexible work hours, paid personal/ sick days, employee recognition incentives and activities, insurance benefits with paid premiums, RRSP employer matching contributions, summer hours, possibility for travel, five- & 10-year club to recognize those with long-term seniority, organized employee motivating activities throughout the year, open door policy in HR department, summer and winter shutdown pending business activity.

APPLICATION PROCESS: Online at zodiacaerospace.com

This story was produced by Postmedia’s advertising department on behalf of Zodiac Aerospace for commercial purposes.

Postmedia’s editorial departments had no involvement in the creation of this content.

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EMPLOYERS

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