Managing through disruption: This year’s top 20 show the way
How we work has changed dramatically in the past couple of years, but Ottawa companies are finding unique ways to keep up. That’s why the Ottawa Business Journal and Ottawa Board of Trade are recognizing not 10, but 20 businesses for this year’s Best Places to Work awards.
“The workplace has really been disrupted in recent years,” said OBJ publisher Michael Curran. “That’s partially due to the pandemic and the rush to remote and hybrid work, but also because of many other factors: changing skill sets, technology innovation, the desire for diversity, etc.”
The annual program selects recipients after a thorough research project that includes extensive employer surveys and also employee engagement surveys, conducted on behalf of OBJ and OBOT by Workforce Research Group. This year’s top 20 came out of more than 2,500 responses.
Eligible firms are required to be in business for at least a year, as well as maintain an office and have a minimum of 15 employees in the National Capital Region.
“It’s really hard to be a great employer these days,” said Curran. “That’s why OBJ and OBOT are particularly excited to announce the 2024 Best Places to Work recipients. These companies are getting it right for the sake of their employees and the success of their business.”
TPH Plumbing and Heating is leading by example when it comes to prioritizing and supporting its team members. This year, the Ottawa company’s dedication to
that goal has allowed it to take the top spot in the 2024 rankings of Best Places to Work.
“TPH Plumbing and Heating is honoured to be considered for this year’s prestigious award,” the company said in its submission.
“As a company deeply committed to fostering a positive and supportive work environment, we prioritize the well-being and growth of our employees.”
This year’s recipients will be celebrated at an awards brunch on Oct. 17 as part of the Best Places to Work Employer Summit. The brunch will feature a keynote presentation from Sprott School of Business professor Linda Duxbury, entitled “How to Lead and Manage in Times of Disruptive Change.”
- OBJ staff
Emond Harnden: Employers should be proactive in supporting neurodiversity
Emond Harnden partner Sarah Lapointe encourages inclusion and education on neurodiversity
As awareness and acceptance of neurodiversity in the workplace grows, so too does the requirement for employers to educate themselves in order to effectively support and accommodate neurodiverse employees, according to Sarah Lapointe, a partner with Emond Harnden. Given that one in five people can be classified as neurodiverse, it is very likely that there are neurodiverse individuals in the workplace who may benefit from practices that support and promote understanding and inclusivity. There may also be neurodiverse individuals who require accommodation at work.
“There is definitely a need for employers to be more informed about neurodiversity in the workplace, and also in trying to be proactive to be able to encourage employees to reach their full potential,” says Lapointe.
Above all else is the necessity for employers to meet legal obligations and to refrain from discrimination in the workplace. So what does neurodiversity mean exactly, and what does this look like in an employment setting?
What is neurodiversity?
To start with, “neurodiversity” simply refers to the concept that there are differences in ways that people’s brains function, and that those differences are perfectly normal. In addition, Lapointe says, people who are neurodivergent or whose brains function differently should not be stigmatized. Neurodiversity can include autism, attention deficit hyperactivity disorder (ADHD) or anxiety, to name a few conditions.
It is important to remember that neurodiversity and disability are not the same thing. However, where a neurodivergent employee has a disability that needs accommodation, employers should understand their legal obligations. “The duty to accommodate under human rights has been in place for a long time, and it’s the same concept in terms of legal obligations. The legislation includes a right to be free from discrimination and a duty to accommodate to the point of undue hardship,” Lapointe says.
When there is a request for accommodation, it is incumbent on the employer to seek information about the individual’s limitations and restrictions, which can include medical documentation, to determine appropriate accommodations in the workplace. Employees requiring accommodation are responsible for participating in the accommodation process, including by providing the employer with required information. Each request for accommodation should be assessed on a case-by-case basis while following due process and should not be based on stereotypes or assumptions.
Customize communication styles
Even if there is not a formal need for accommodation, employers can take steps that would support and promote inclusivity for neurodivergent individuals. For example, managers should examine and customize their communication styles to individual needs. “It’s good to have in mind that individuals can function differently and to be
sensitive to adapting your communication to the needs of individual employees,” Lapointe says. For example, an individual with autism may not respond favourably to a lot of analogies or comparisons. They would often prefer direct and clear communication. Some people also communicate better in writing as opposed to a quick conversation in the hallway.
“Things like regular check-ins can be helpful as well as agendas before meetings, or a clear timeline. Instead of simply saying something is urgent, if you have a specific date or timeframe in mind, communicating that can make it a lot easier for the other person to organize their time and avoid any sort of misunderstanding. One way of being more inclusive for neurodivergent individuals is ensuring that clear communication and trying to adapt your approach to what works for each person,” Lapointe explains.
Notably, the types of communication that may be helpful for neurodiverse individuals often fall under best practices anyways, Lapointe says. And they don’t have to involve a cost for employers, she adds.
“It’s not a bad thing to be mindful of these things and to proactively foster an inclusive workplace both for business reasons, obviously because a productive workforce is a good workforce but also for equity and inclusion purposes.”
In addition, neurodiverse individuals can add a lot of value to the workplace, Lapointe says, as their minds may offer very creative strategies no one else thought of, or they may have certain abilities, such as being able to hyperfocus on their tasks.
SarahLapointe, partneratEmondHarnden
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TPH PLUMBING AND HEATING
TPH Plumbing and Heating has a team of more than 25 plumbers and staff. TPH’s technicians are fully certified to design and install both natural gas and oil heating systems and offer specialized services that can save customers money and time.
TPH is committed to fostering a positive and supportive work environment by prioritizing the well-being and growth of its employees, with a strong emphasis on life-work balance. TPH’s dedication to creating a great place to work is evident through its comprehensive benefits package, which includes competitive salaries, flexible scheduling options, and ongoing training opportunities.
It believes in recognizing and rewarding team members by fostering a culture of appreciation and empowerment. Strategies focus on open communication, professional development, and employee feedback, and allow TPH to maintain high levels of retention and engagement within the company.
Its strategy for recruiting and retaining a diverse workforce focuses on inclusivity, equal opportunity, and a supportive culture.
“Our strategy for recruiting and retaining a diverse workforce starts by actively sourcing candidates from various backgrounds through partnerships with diverse professional organizations, universities, and community groups. Job postings are crafted to be inclusive, emphasizing our commitment to diversity. During the recruitment process, we implement structured interviews and diverse hiring panels to minimize bias. Training on unconscious bias for all hiring managers ensures a fair evaluation of candidates.”
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SNOWED IN STUDIOS
Snowed In Studios is a video game development studio with experience working with top-level titles and independent games such as Forza Motorsport and Horizon 5, Dead by Daylight, and the Fallout franchise. Its people-first philosophy
Our strategy for recruiting and retaining a diverse workforce starts by actively sourcing candidates from various backgrounds through partnerships with diverse professional organizations, universities, and community groups.
prioritizes the health and happiness of its team. Company leaders are expected to understand the strengths and goals of each of their team members to challenge them effectively and guide their career growth. Snowed In Studios is dedicated to having transparency and honesty at all levels of the company.
The company wants its team to sign out at the end of the day and focus on life outside of work. However, when the team is in the office, it is a relaxing and fun environment with free snacks, staff tournaments, and a calendar of events.
Snowed In Studios targets diverse populations for recruitment by attending diversity-minded hiring events, such as
Immigration, Refugees and Citizenship Canada’s Tech Career Fair; the Women in Games Career and Networking Expo; and the Black Youth Action Plan’s Hiring Fair. It also has recruitment strategies for new immigrants.
“Our entire staff is set up to work remotely. We keep our remote team members engaged by making sure that our events and activities can be done in-person or remotely (when possible). For example, if we have a lunch-and-learn, we always stream the talk through Microsoft Teams and set up the speaker in our multimedia room for in-person viewers. We also take the time to find online activities for people to enjoy, like playing online games together.”
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The organization recognizes that having flexibility to choose where to work may meet a variety of interests, including: enhancing employee productivity and satisfaction, reducing commuting time, addressing space restrictions, and improving the quality of an employee’s professional and personal life. - OTTAWA TOURISM
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OTTAWA TOURISM
Ottawa Tourism highlights Ottawa as the perfect place to experience some of the country’s best attractions, celebrations and flavours in one city with a unique blend of urban and rural beauty, year-round outdoor activities, and vibrant neighbourhoods.
Ottawa Tourism is committed to its employees and community. With a retention rate of 94 per cent in 2023 and 100 per cent in 2024, it has created an environment that promotes work-life balance and provides comprehensive benefits packages and compensation. Its dedication to professional development empowers the organization’s workforce, driving both personal growth and organizational success.
Ottawa Tourism recruits and retains its diverse workforce by incorporating a comprehensive diversity, equity, and inclusion culture within the organization.
“Ottawa Tourism offers its employees a hybrid workplace where work can be done from home or at the office. The organization recognizes that having flexibility to choose where to work may meet a variety of interests, including: enhancing employee productivity and satisfaction, reducing commuting time, addressing space restrictions, and improving the quality of an employee’s professional and personal life. Ottawa Tourism recognizes that working
from home is completely voluntary and the office is available to anyone wishing to work from the office full time or part time.”
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STONEWORKS TECHNOLOGIES INC.
Stoneworks Technologies has been helping clients tackle IT challenges since 1999 by creating purpose-built IT to maximize efficiency and productivity.
Stoneworks encourages employees to learn and grow. It offers employees the opportunity to job shadow senior leaders to explore the field they are in and grow at their
dedicated to the group’s success as well as their individual accomplishments.
“Throughout the week we have regular email communications, as well as the adoption of Microsoft Teams for quick chats and team meetings. Teams are encouraged to have a regular team meeting once a week in order to stay connected. In addition, we bring the teams together for regular events such as a team lunch, BBQ, after-work drinks, community support or an afternoon activity like golf, bowling, or axe throwing. While working at home, each member is equipped with an equivalent desk setup in order to have the best-of-breed at-home or atwork experience.”
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DILFO MECHANICAL LTD.
Dilfo, a mechanical contractor in Eastern Ontario, is a second-generation family-owned business with more than 40 years of experience. The company delivers mechanical systems for projects of all sizes and complexity through collaborative partnerships.
Dilfo’s strategy to recruit and retain a diverse workforce includes striving for diversity in leadership and acting on feedback from employees. It is proud to have created a strong team culture that emphasizes team member wellness and a supportive atmosphere, with employees’ personal and career milestones celebrated throughout the whole team.
Team members at Dilfo know they can learn and challenge themselves through opportunities for mentorship and development. They can always ask questions or share their skills through the collaborative approach that Dilfo fosters in its highperforming, collaborative teams. Team members enjoy competitive benefits, regular social events, recognition programs, flexible work options, a commitment to safety, and continuous improvement.
own pace. Employees are challenged to set learning and development goals that have an impact on them personally, while also leading to team success.
Every employee is given the freedom to select the work/home balance that best suits their needs and are equipped with the resources needed to perform their jobs well from any location.
Stoneworks also implements a “pay it forward” philosophy by providing an excellent employee benefits package and yearround assistance for numerous community programs. Stoneworks is a team-oriented company, with every member of the team
“To improve communication we hosted our first in-person townhall to share updates on our teams, our work and overall company performance for the year. Topics included health and safety, participation in the Heavy Metal Summer Experience camp for summer 2024, and new personal protective equipment kits for all Dilfo team members. The event was scheduled during the workday to allow all team members the opportunity to attend. We introduced new software and invested in technological advances that made communication between construction sites and offices more efficient and improved project management flows.” 4
GIATEC SCIENTIFIC INC.
Giatec Scientific, an Ottawa-based cleantech firm that makes wireless sensors to measure the quality of concrete during construction projects, is hoping a recent federal technology grant will help it develop foreign markets for its product.
Giatec intentionally recruits from diverse talent pools by working with agencies that support newcomers to Canada, such as Invest Ottawa, Hire Immigrants Ottawa, Talent Lift, and World Skills. It does not
disregard international work experience but considers it an asset. Giatec highlights and celebrates its diversity and international talent on its website. Giatec fosters a creative and collaborative work environment. By bringing diverse perspectives and backgrounds to the table, its team members have been able to develop innovative products that are disrupting the concrete industry. This includes new technologies that allow the industry to operate more safely, efficiently and with a lower carbon footprint.
To improve communication we hosted our first in-person townhall to share updates on our teams, our work and overall company performance for the year. Topics included health and safety, participation in the Heavy Metal Summer Experience camp for summer 2024, and new personal protective equipment kits for all Dilfo team members. -
“Our strategy for recruiting generation Z employees is to partner with Ottawa’s postsecondary institutions in order to engage new grads and current students at the source. Giatec has developed a strong co-op program, welcoming 30-45 students each year. Our co-op program has acted as a strategic talent funnel for filling our entry-level roles (14 per cent of our full-time permanent employee population were once Giatec co-op students). When recruiting/retaining gen Z employees, it’s been very important that we continue to build on our flexible work policies. Learning and development is also something that we invest heavily in and it’s important that our gen Z employees are given growth opportunities throughout the year.”
RELAX MASSAGE GROUP
Over the past two decades, Relax
Massage Group (RMG) has offered clinical and luxury locations, as well as a learning facility for employees. RMG is dedicated to creating a workplace that allows its massage therapists to build flourishing and exciting careers. The vision at RMG is to create therapist-first clinics, where taking proper care of its therapists means they can take proper care of their clients. This philosophy has allowed RMG to expand to become one of the largest employers of registered massage therapists in Ottawa.
When a registered massage therapist is applying or already on staff, RMG works with them to create an accommodation strategy that supports their unique case, for instance, a religious accommodation to only treat female clients. RMG is a welcoming and accommodating workplace that allows it to attract and retain a diverse staff.
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“To attract and retain our generation Z employees we showcase our digital adoption and digital tools, as they tend to like workplaces that use these tools. This includes our clinic management system with online charting, our Slack channels are very popular with the gen Z employees, and our social media presence. We also offer unlimited time off, which is often attractive to the gen Z employee who wishes to travel or set their schedule according to their life.”
8INVEST OTTAWA
Invest Ottawa, the lead economic development agency for the City of Ottawa, has an extensive range of programs and services to assist companies launch, grow and scale-up their businesses. With the promise to all employees, veterans and new hires that they will make a big impact on their community, Invest Ottawa offers an inclusive and flexible work environment that fosters personal and professional growth.
It is an equal opportunity employer that knows diversity, inclusion and a sense of belonging are critical for globally competitive organizations.
Invest Ottawa has established a multiyear diversity, equity and inclusion strategy focused on each sector with clearly defined objectives. It is focused on implementing best practices to mitigate bias and prevent inequities in the hiring and recruitment process and has started to implement strategies to diversify candidate pools and establish a framework for equity in career development and inclusive leadership.
“Invest Ottawa has committed to provide
training to equip our people managers. We also hosted a series of wellness lunch-andlearn sessions for all of our employees with guest speakers. One focused on mental and emotional wellness and specifically outlined the importance of how to balance your life. All people managers additionally have access to our people managers toolkit where they can find resources/training to deal with different situations. The topic of burnout has specifically been spoken about during Women’s Circle and DE&I Talk. This gave a space for employees to share their experiences and also share ways that they have been combating burnout, stress and fatigue.”
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The topic of burnout has specifically been spoken about during Women’s Circle and DE&I Talk. This gave a space for employees to share their experiences and also share ways that they have been combating burnout, stress and fatigue. -
Inside Knak: A marketing software company that combines hard work with fun
Knak fosters a vibrant workplace culture, offers top-tier benefits, and prioritizes employee well-being—all while simplifying marketing for Fortune 500 companies like Google and Amazon.
Knak is a market-leading provider of no-code email and landing page creation software, specifically designed for enterprise companies. The company empowers users to create high-quality marketing assets without the need for coding, saving time and resources while ensuring brand consistency. Knak is trusted by industry giants like Google, Amazon, and Meta, and it turns out it’s also a pretty great place to work.
What is your recruitment philosophy?
“At Knak, we have focused our recruitment philosophy on hiring the best talent for both the role and for Knak,” says Zak Michalyshyn, senior talent acquisition specialist. “We approach every hire the same way: identify what experience, performance indicators and competencies set the ideal candidate apart and match that with the values and behaviours Knak values most. That’s our recipe for success.”
Job openings
Right now the company is hiring a VP of sales, senior events marketing manager, and cloud ops engineer.
Employee recognition
At Knak, they value long-term
commitment and celebrate anniversary milestones through their Knak Rewards program, which includes gifts such as spa cards, Apple watches, and round-trip flights. In their Ottawa office, their “original Knaksters” wall highlights employees’ tenure with a magnetic board that updates and moves head-shots to reflect years of service, honoring their dedication as they grow within Knak.
Wellness initiatives
Knak has a culture committee with wellness as one of its key pillars. “A lot of wellness is employee-driven,” says Sarah Crandlemire, Knak’s director of people and culture. “We’re working to build on this and are planning to introduce new wellness challenges this fall.” The company also offers half-day Fridays before long weekends in the summer and maintains flexibility with work hours. “All of our founders have families,” she adds, ‘and they deeply understand the importance of balancing high performance with prioritizing family time and personal well-being.
Employee
ownership
Every employee at Knak is an owner through their employee stock ownership plan (ESOP), with stock options available to all team members.
Have fun!
As the head of people, I want to foster a place where people love to come to work,” says Sarah Crandlemire, Knak’s director of people and culture. “That’s also being championed from the top. We’ve all worked in places where we’ve dreaded going in, watched the clock, and that’s not a place we want to be.
“We like to do a lot of things as a team,” Crandlemire says, adding that the company sponsors employee teams for basketball, the Hope volleyball tournament and golf tournaments, to name a few. It also holds quarterly socials that might include bowling and skiing or Hallowe’en and holiday parties.
As part of the Knak Gives Back Program, employees manage a fund to support charities and community initiatives. Additionally, the company donates all employee laptops to the Boys and Girls Club of Ottawa after three years of use.
Company career page knak.com/careers/
Modern Niagara: Preparing for Ottawa’s construction boom!
Region’s largest trade contractor offers a pension plan, great benefits and three weeks vacation to start.
Modern Niagara Ottawa Inc. is involved in pretty much every large infrastructure project in the city at the moment. As the city’s largest mechanical, electrical and controls contractor, with over 850 local employees, Modern Niagara’s currently involved in the redevelopment of Parliament Hill’s Centre Block, the construction of the new Ottawa Public
Library and the addition and renovation to the Hard Rock Casino in Ottawa’s South end.
In addition to being one of the largest multi-trade construction contractors in
Ottawa, Modern Niagara also employs one of the largest commercial & residential service departments within the city.
VP & area manager Lane Campbell says that even with the large team they currently have, they need to prepare for the future growth anticipated over the next five years.
“My hope is that being profiled through the Ottawa Business Journal
as one of the best employers in Ottawa exposes the benefits of working at Modern Niagara to a whole new group of potential candidates,” Campbell says. “Everybody out there has open job postings, but culture is key to Modern Niagara. It’s what we emphasize, above all else, when trying to recruit potential employees.”
What is your recruiting philosophy?
“Our philosophy is that it’s okay if prospective employees are young or don’t have a lot of experience,” Campbell says. “Targeting the right people and training them on the job is one of the best ways to develop highly successful individuals within the company. There is no course or manual you can read on how to build these complex infrastructure projects. It doesn’t matter if you get the basics from a trade certificate or an engineering degree or a business background. We are looking for professionals with dedication, passion, and a drive for the work we do.”
Job openings
“More than anything else, we need good tradespeople,” Campbell says. “We need to be the employer of choice for plumbers, electricians, sheet metal workers and building technicians. We want them to choose to work at Modern Niagara over our competitors. We want to be the employer of choice for tradespeople.”
Vacation and leave policy
The company offers three weeks or 15 days as starting vacation leave for new hires. They receive four weeks after five years of service and five weeks after 10 years. It provides six sick days a year as well as bereavement leave.
Benefits
The company provides 50 per cent dental, vision, life insurance, travel insurance, flexible spending accounts and supplemental medical coverage for employees and dependents.
Wellness initiatives
Employees can participate in community service during normal business hours and the company hosts food, clothing and toy drives, matches employees’
charitable donations and donates each month to a different charity. Managers are also trained to deal with stress and burnout. They also receive ongoing mental health first aid training and yearly webinars on suicide prevention, fostering a supportive environment.
Retirement savings
Modern Niagara offers a registered pension plan as well as a deferred profit sharing plan. For the pension plan, the company matches employee contributions by a ratio of three to one.
Have fun!
Every July, there’s a summer teambuilding event. This year, it was a whitewater rafting day for the 250 people who chose to participate. The company Christmas party is an annual event at the Westin Hotel. Employees and their spouses are offered a hotel room or a drive home. In addition, teams have their own activities throughout the year.
MP Lundy Construction, which built Ottawa developments such as the Dow’s Lake Pavilion and the Ottawa Little Theatre, has been one of the leading construction companies in Ottawa since 1967. With the company motto “relationships over bricks,” no matter what size the project, Lundy’s teams of professionals prioritize client’s needs.
The company’s purpose is to safeguard and protect its clients during the planning and execution of complex construction projects. The Lundy culture attracts and rewards team members who love learning, taking on challenges, and honouring commitments. It strives to maintain a smallfamily feel where a bond of trust can form. In keeping with the family feel, the birth of future MP Lundy employees is recognized via company-wide emails as well as a special gift for the new parents.
MP Lundy Construction prides itself in being not just a great place to work, but retire from, recognizing employee loyalty with longevity awards.
“To keep our people engaged, we promote a steady, predictable rhythm of communication across all teams. The company CEO leads a quarterly, all-hands meeting to discuss progress on annual company goals, safety statistics, business wins, and overall company financial performance. Once a year, a company town hall brings the entire team together to refresh goals, celebrate wins and share lessons learned. Our social committee organizes at least one fun event each quarter, such as bowling, billiards, escape rooms, or golf. Throughout the work week, we encourage team members to collaborate at the head office. Finally, our senior leadership team regularly visit teams at the various project locations, simply to remain connected with them.”
10 AMSTED DESIGN-BUILD
Amsted Design makes custom home design dreams become reality. For 35 years, being a part of Amsted has meant being a part of a passionate team of people who love to design and build livable spaces and homes. The company strives to be an attractive company to work for, which has allowed it to grow to 50 employees as the company expands to work on projects beyond Ottawa.
Amsted is a workplace that fosters
Throughout the work week, we encourage team members to collaborate at the head office.
- MP LUNDY CONSTRUCTION
cooperation and strong relationships within its staff. A recent internal survey showed that all employees said being part of the team is the best thing about working at Amsted. Amsted offers opportunities to socialize with coworkers by hosting an annual event called Celebrating our Success.
The Amsted team is also committed to helping its community by hosting a Camp Smitty Volunteer Weekend. This annual event fosters a compassionate and collaborative workplace by allowing staff and their families to donate time and skills to improve infrastructure at the Boys and Girls Club Camp.
“Due to the nature of our business, our entire workforce does not ever work from the same location. Therefore, we’ve always been
hyper-focused on breaking down barriers between departments, bringing individual teams and the whole team together for events, and actively promoting a team culture through things such as staff newsletters, email shout-outs, etc. We hold company events at minimum once per month and individual team events are held at minimum every quarter. This allows employees to engage on a personal level, even if they haven’t seen each other in person for some time.”
11 REWIND
Rewind is on a mission to protect all business-critical cloud data. More than 25,000 organizations trust Rewind to safeguard their data from changes, attacks, and compliance faults, and that trust evolves from the diverse skills and perspectives of the Rewind team. Rewind’s company culture values work-life balance while prioritizing career growth by offering career tracks for all roles and $5,000 annually for professional development.
Our flexible work policy includes hybrid work options, flexible hours, every other Friday off in the summer, and an employee favourite: our work abroad program. - REWIND
Rewind also offers employees flexible healthcare plans, three weeks of vacation, a fourweek paid sabbatical, summer Fridays off, and a $1,000 annual wellness allowance.
Rewind is not just a team but a community that loves collaborating in a supportive and engaging work environment. Rewind is committed to acknowledging and celebrating the personal milestones of its employees to make them feel valued and appreciated. A strong company commitment to diversity, equity and inclusion and goals that are shared online through annual progress reports make Rewind accountable to its employees and stated values.
“We have a comprehensive strategy to recruit and retain generation Z employees. Career growth is particularly important to this group, so we provide growth plans for managers to understand their team members’ career goals and career paths mapped
out for every role, highlighting the skills and competencies needed to advance. Our flexible work policy includes hybrid work options, flexible hours, every other Friday off in the summer, and an employee favourite: our work abroad program. We also offer generous parental leave top-ups, supporting those wanting to grow their families — a benefit heavily utilized by our gen Z employees.”
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KNAK
Knak is one of Canada’s fastest growing SaaS (software as a service) companies and a leading martech (marketing) platform that allows marketers to build on-brand, no-code, marketing campaigns quickly. Before Knak became an expert in developing no-code email and landing page creation, the company believed that marketers’ natural creative talents should be at the forefront of all that they do. Knak believes in unleashing the creativity of all its employees.
The company has been built around four key pillars: Product, Growth, Customers and Culture. Knak has created a diverse team by promoting an inclusive work environment. It has
created a Women in Tech committee focused on developing a supportive work environment to attract and retain women, along with a Culture Committee. The committees play a vital role in shaping strategies for retaining and attracting employees, regardless of gender, ethnicity, or background.
“Knak utilizes Slack as a primary communication tool, ensuring seamless connectivity among team members. Our Culture Committee, supported by a subset of remote representatives, exemplifies this commitment. Whether orchestrating events or planning initiatives for the in-person team, we prioritize the inclusion of our remote colleagues, bridging the gap and ensuring everyone’s voices are heard.”
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Creating the best place to work: A goal at Ottawa General Contractors
As a young entrepreneur with a booming general contracting business, Fares Elsabbagh received plenty of accolades as well as financial rewards for the hours he spent building his business. But the one that means most to him came this year, 15 years after he founded Ottawa General Contractors, along with Moe Abbas, Andrew Jabbour, Nick Karrandjas and Bryan Sim.
“I’ve had many accolades — Top 30 Under 30, Top 40 Under 40 — but getting a Best Place to Work designation was the most meaningful,” Elsabbagh says. “What was important to me was building a company that people enjoyed being at and that they were proud to work at, and that delivered a value proposition that clients actually saw the value in.” His company, a design-build firm boasting a team of 15 skilled carpenters and a total of 40 staff members, subcontracts to various trades to complete its award-winning renovations and new construction projects. “It takes daily
care. You’ve got to water those flowers every day.”
What is your recruiting philosophy?
Elsabbagh’s approach to hiring is refreshingly simple: “If you’re smiling during an interview, you’re almost guaranteed the job. It stems from the idea that in construction we deal with so much conflict and so many disputes. I’ve always wanted to build a team of people who are collaborative and pleasant to work with and who will approach conflict with a positive attitude.”
Job openings
“We’re always looking for key talent and we’re always hiring,” Elsabbagh says.
“Generally, it’s project management and sales — we call them project consultants.”
Vacation policy
Employees start with ten days of vacation and get an additional week after three years and another week after
five years. Ottawa General Contractors is also flexible if staff members need to take some extra leave without pay. The company also shuts down for two weeks in December, and those days off don’t count as vacation.
Benefits
Ottawa General Contractors’ employees receive dental coverage, long-term care insurance, life insurance, long-term disability benefits and supplemental medical coverage, for themselves and their dependents.
Wellness initiatives
To promote well-being, the company provides ergonomic furniture, encourages movement through teambuilding events. It also offers flexible hours that allow staff to balance work and life, for example, allowing them to leave for appointments or their dependents’ appointments or events. It offers workshops in stress management, and managers learn how
to support the emotional well-being of their team members.
Retirement savings
The company is looking at developing a profit-sharing program and a comprehensive retirement plan package.
Have fun!
“We do a lot of team-building activities,” Elsabbagh says. One such event was to take the entire team to an obstacle course in the country. Another was an archery day. During each excursion, professional coaching and training are provided to strengthen teamwork. Another highlight was filling two tables at the 40 Under 40 event, where longtime employees joined in to celebrate. The company also hosts healthy catered team lunches every two weeks.
Company career page
https://ottawageneralcontractors.com/ careers
When applicable, we also pay for remote team members to come to the local office from time to time to have the opportunity to bond and work in person with their teammates and other members of the local organization.
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POMERLEAU CONSTRUCTION
Pomerleau Construction has grown from its roots in Quebec to become one of the largest shopping centre designbuild companies in Canada. It prioritizes a culture that promotes well-being and growth. It views itself as not just a company, but a community through its commitment to ensuring employee success and happiness.
Despite its continuous growth, Pomerleau stays true to its foundational family values of a solid work ethic by embedding those values deeply in its daily operations and company ethos.
Pomerleau has implemented flexible work arrangements including hybrid work and flexible hours to ensure it is accommodating its employees’ diverse needs and lifestyles. A planned renovation of its offices will include building a private room for employees to use for prayer, or as a space for nursing mothers.
“As we work in construction, we work hybrid or on-site for the most part. We have implemented a number of initiatives to keep the total workforce (remote and hybrid) engaged through organizing social events outside of work by our designated social committee, we have implemented a flexible work schedule to accommodate individual needs, our managers and team members set up regular one-on-one check-ins, and we include both remote and in-office team members in discussions to ensure everyone has a voice at all times. When applicable, we also pay for remote team members to come to the local office from time to time to have the opportunity to bond and work in person with their teammates and other members of the local organization.”
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FELLOW INSIGHTS INC.
Fellow Insights is an AI meeting management firm that helps companies with strategies to keep their remote teams connected.
Fellow Insights honours employee loyalty with a special vacation upgrade. Once an employee has five years of service, they are given an
additional one-time bonus of 160 extra hours of vacation (four weeks) called a Shen-cation, in honour of Shen Li, the first employee at Fellow and also the first to reach the five years of service milestone.
The company cares about its employees through the employee assistance program, which provides employees and dependants with access to confidential counselling and information services for issues including: marital/relationships, family (including child care/elder care concerns), personal and emotional, alcohol/drug misuse and/ or abuse, violence, single parenting, bereavement, work and career, stress, smoking cessation, legal issues, information on some financial issues, nutrition information, and health coaching. Fellow also has workplace facilities to promote
exercise and fitness.
“Our organization has weekly all-hands calls which are CEO-led and feature different members of the company presenting on various initiatives and feature developments week to week. Additionally, twice annually we fly all staff to Ottawa for our all-hands hackathon and social events over three days, including our holiday party during the winter all-hands session.”
OTTAWA GENERAL CONTRACTORS
Ottawa General Contractors (OGC) offers homeowners affordable and successful renovation projects within the Greater Ottawa region.
on page 22
Supercharge your career on October 17th
You’re invited to the biggest and best career and training expo in Ottawa and Eastern Ontario
The Best Places To Work Career and Training Expo is a one-stop resource to take your career to the next level. Meet dozens of the region’s ‘best places to work’ employers and hear from experts about hiring trends, the local job market, the future of work and what makes Ottawa and Eastern Ontario the best region in Canada to work, live and play.
About the event:
• Thursday, October 17, 2024 at the Shaw Centre, 55 Colonel By Drive, 3rd floor, Canada Hall 2
• Doors open at 1130 am
• Doors close at 600 pm
• 75+ exhibitors
• Professional headshots (free, but limited)
Why you should attend:
• Meet face-to-face with employers from technology, homebuilding, manufacturing, professional services, public sector and more!
• Explore education and training opportunities with all of Ottawa’s universities and colleges
• Main stage presentations on career trends and the future of work
Sponsored by
Meet with 75+ exhibitors, employers, educators and trainers.
Relax Massage Group: Fostering a healthy work-life balance
Relax Massage Group: a therapist-first clinic supporting work-life balance and professional growth.
F
or over two decades, Relax Massage Group has been a leader in advancing the career paths of the next generation of registered massage therapists. Owner Melissa Gardner acquired her massage therapy license in 2000, and four years later, opened her first stand-alone, two-room treatment clinic. After practicing for 17 great years, Gardner switched her focus to the business side of operating.
“I started seeing common themes in
terms of many challenges that massage therapists faced in the industry, and it really inspired me to change my focus to be a problem-solver for massage therapists. They tend to struggle a lot with tax planning, marketing and advertising, and they were finding all of the extra time-consuming work took away from what they actually enjoyed, and of course, also what was earning them money,” says Gardner.
Today the group has over 50
employees and seven locations all over Ottawa and the Valley. Gardner has focused on making the company an appealing place for those who want to start a family, or travel the world. She has done that by adding better benefits and flexible work hours.
What is your recruiting philosophy?
Compared to other massage clinics, Relax Massage Group is not multidisciplinary, meaning it does not
have various professions under one roof. Relax Massage Group emphasizes who they hire, ensuring staff are heard, since they know the industry and the therapists’ needs better than anyone.
“The vision at Relax Massage Group is a therapist-first clinic. By taking great care of our therapists, they can take great care of their clients,” says Gardner. “This philosophy has grown the company to become one of the largest employers of RMTs in Ottawa.”
Vacation and leave policy
Unpaid unlimited time off is offered to staff, which gives them the flexibility to work when they wish and vacation for as long as they want. Gardner said
many of its staff work just enough to travel several times each year, and make money to travel. Varied needs of the therapists are accommodated as much as possible and time away is encouraged by management to promote longevity and satisfaction in their profession.
Benefits
Staff at Relax Massage Group have the option of becoming a full-time employee or a part-time contractor. Either way, they receive 100 per cent support from management.
They also promote diversity and inclusivity with a body-positive environment, and have a strict dress code to ‘be comfortable’. “We like to see our RMT’s personalities shine through at work, so you won’t see uniforms here,” says Gardner.
Wellness initiatives
Relax Massage Group has recently launched relax.University, a program that offers free or discounted courses, workshops, mentorship and “lunch and learns”. Gardner said when she started the company, one of her goals was to create an education space that would
uplift their employees and provide them with the tools to alleviate unnecessary stress, promote longevity and fulfillment in their career. Every year, massage therapists must take part in a program called STRIVE in order to keep their license.
“We provide as much free support to our staff as possible to help support them through this task. It’s an important requirement to ensure you are up to date with all your skills and legal obligations as a regulated health professional,” says Gardner. “It’s an opportunity to talk through different opinions and debate different scenarios. When you have a mix of experienced and brand new massage therapists, it’s a wonderful opportunity to share wisdom and group support.”
Have fun!
Every summer, Relax Massage Group hosts an annual summer cottage party for its staff, and a much-anticipated holiday party with employee recognition awards. Individual clinics also offer team-building outings and social events.
Company career page https://www.relaxmassagegroup.com/
Relax Massage Group prioritizes registered massage therapists by offering flexible work hours, unlimited unpaid time off, and a therapist-first approach. With seven locations in Ottawa, Relax Massage Group provides career advancement, wellness programs, and a supportive, inclusive work environment. Explore how Relax Massage Group fosters professional growth and work-life balance for its team.
Recognizing gen Z’s reliance on digital channels, we prioritize recruitment efforts on platforms such as LinkedIn, Indeed, and niche job boards frequented by this demographic. - OTTAWA GENERAL CONTRACTORS
Continued from page 16
OGC takes pride in an organizational culture centred around teamwork and collaboration. The company prioritizes team bonding and staff development by enlisting corporate trainers to enhance employee skills monthly and by arranging team-building outings.
OGC attracts and retains a diverse workforce by investing in cutting-edge technology and digital tools to enhance employee productivity, communication and collaboration.
The company recognizes that the gen Z cohort seeks continuous learning and growth opportunities, so it provides access to online courses, mentorship programs, and personalized development plans to support their employees’ professional advancement.
OGC also promotes a supportive work environment by celebrating the achievements
and milestones of its team members, including an end of year annual recognition party.
“Recognizing gen Z’s reliance on digital channels, we prioritize recruitment efforts on platforms such as LinkedIn, Indeed, and niche job boards frequented by this demographic. We also leverage social media platforms like Instagram and TikTok to showcase our company culture and opportunities. Gen Z seeks continuous learning and growth opportunities. We provide access to online courses, mentorship programs, and personalized development plans to support their professional advancement. Gen Z is tech-savvy and expects modern tools and technology in the workplace. We invest in cutting-edge technology and digital tools to enhance productivity, communication, and collaboration.”
16 KRP PROPERTIES
KRP Properties owns and manages 33 buildings in the Kanata Research Park and Kanata North Technology Park.
KRP Properties puts a “human approach” at the core of its operations with its tenants and staff. The company retains high-calibre individuals and professionals by providing employees with the tools needed to succeed through a constant cycle of training.
KRP recognizes diversity brings innovation, drives creativity, and fuels collaboration. It offers training on diversity
and equity and inclusion for employees, ensuring a healthy work environment.
KRP has a comprehensive external health and wellness service that covers all mental health issues. The company promotes exercise and fitness by providing a fitness and wellness program within the workplace, flexible work hours and ergonomic furniture.
It also creates opportunities for its employees to socialize and support one another through quarterly team get-togethers, where top performers and milestone employees are recognized. As well as offers a wide range of engagement
activities such as axe throwing, musical performances and games to encourage team spirit in the company.
“We actively look for and seek talent regardless of age. From an outright mention in each and every job posting that clearly states KRP is an organization that searches for and seeks talent based on the right combination of experience and education or skill sets. We also ensure that all our job postings are placed on prominent social media channels, which are predominantly being consumed by the gen Z age group. Add to that, we also look at hiring co-op students from universities across Canada.”
17
J.L. RICHARDS & ASSOCIATES LIMITED
The story of J.L. Richards & Associates (JLR) unfolds in 1955 with three young entrepreneurs and some rented space in downtown Ottawa. These three engineers had a vision to provide consulting engineering services. Almost 70 years later, they are an employee-owned multidisciplinary firm of more than 400 employees, spanning seven offices across Ontario, with completed projects in more than 75 countries.
JLR prioritizes work-life balance with flexible work hours and remote working options. JLR is committed to cultivating a culture where all employees are included, treated with dignity and respect, and placed in positions to contribute to collective future successes. JLR’s leadership team believes
fostering diversity, equity and inclusion leads to better decision-making and stronger teams.
Employees enjoy competitive salaries and annual reviews, including a merit-and-profit bonus program. As well, social events such as galas, golf tournaments, sports teams, and BBQs help build a fun and rewarding work environment.
“One hundred per cent of our staff are eligible to work remotely up to 15 hours (two days) per week. Our employees work in a hybrid environment, so coming to the office occasionally is helpful to foster an engaged workforce. We also employ communications technology and a digital employee hub to ensure that staff can stay in touch and work
effectively. A stipend is provided to help with home-related expenses for remote work.”
18 COLONNADE BRIDGEPORT
Colonnade BridgePort is a real estate investment and management company that maximizes its clients’ real estate asset potential beyond the balance sheet because of a commitment to creativity and fresh thinking.
One of its core values is to have a positive impact on the communities in which the company operates throughout Ontario and Atlantic Canada. Its commitment to enhancing the communities it serves helps
to make its properties places where people want to be and makes Colonnade BridgePort a place where people want to work.
Colonnade BridgePort’s approach to cultivating and retaining a diverse workforce is comprehensive, including a flexible work policy aimed at assisting employees in achieving harmony between work and personal responsibilities. The company believes that employees that have integrity and are accountable to their clients and the business should have flexibility in how and where work is done. This promotes mutual respect, employee autonomy and a healthy work-life balance.
Continued on page 26
Giatec breaks down barriers in the concrete industry
Hiring boom leads to improved employee benefits and culture.
When Giatec founders Pouria Ghods and Aali Alizadeh came to Canada from Iran in 2005 to pursue PhDs in science and engineering, they could never have imagined running a 150-person company.
Giatec was founded in 2010 by the two friends, who identified a significant gap in
infrastructure and the concrete industry.
“There are three components and pillars that are part of our culture. The first is safety: you need to feel comfortable making mistakes so you can try new things,” says Ghods. “The second is sharing vulnerability. None of us always has the answers, but we have a
culture where everyone feels comfortable sharing weaknesses and asking for help. That helps people be the best version of themselves. The third is purpose. It’s about working hard to make the planet a better place for the next generation. We want to reduce the carbon footprint of the concrete industry.”
What is your recruiting philosophy?
When Giatec started, its founders focused on hiring the best talent they could find. Today, the company’s leadership team is comprised of 50 per cent men and 50 per cent women. The team is also diverse, representing numerous cultural backgrounds and
diversities of age and gender. In fact, the team is made up of staff from over 20 countries.
“Giatec has been recognized multiple times for its commitment to leadership in diversity, equity, and inclusion (DEI) practices,” says Alizadeh. “By bringing diverse perspectives and backgrounds to the table, our team members are able to develop innovative products that are disrupting the concrete industry. We have developed new technologies that allow the industry to operate more safely, efficiently, and with a lower carbon footprint. The concrete industry is one of the world’s largest contributors to CO2 emissions.”
Job openings
Over the past 18 months, Giatec has added 50 new staff to its growing team. The focus is now on maintaining the strong culture with an expanded workforce.
Vacation and leave policy
Giatec offers 10 employer-paid statutory
holidays each year, along with 15 vacation days for entry-level employees. All staff are also entitled to five paid life days per year which allows flexibility for employees to have paid time off to attend to a variety of life events and commitments (including child care, moving, study, etc.).
Benefits
The company provides a flexible benefits program, including spending accounts for health and wellness related expenses. The benefits were customized by the company to provide ultimate flexibility and meet the diverse needs of the team. In addition, the company provides an RRSP matching program.
Wellness initiatives
Giatec has a budget to recognize significant achievements with gift cards, flowers, lunches, and other benefits at the manager’s discretion. During monthly all-staff meetings, professional achievements such as promotions and role changes are highlighted.
Have fun!
The annual Giatec holiday party in December features dinner, dancing, and games. In the summer, the company hosts an annual backyard anniversary party with music and food trucks. There is also an annual family winter event
for employees and their families, with activities such as skating or snowtubing.
Company career page https://www.giatecscientific.com/ careers/
Continued from page 23
“We have made significant investments in resources geared toward career development and fostering transparency of career trajectories within our organization. This ensures that all employees have equal access and feel empowered to navigate their professional paths. We conduct training programs for both remote and on-site employees to ensure that everyone enjoys equal opportunities for growth and access to training initiatives. Within our ESG Strategy, equitable learning opportunities is
a top priority, alongside the overarching goal of embracing diverse perspectives.”
19 SEOPLUS+
Seoplus+ is a digital marketing partner for companies that want to utilize data to grow and expand their businesses. It helps companies set marketing goals and achieve those goals. Its culture, encapsulated by its PACT values — Play, Accountability, Collaboration, Transparency — fosters a
supportive and enjoyable work environment.
Employees thrive through clear career progression paths, regular feedback, and an annual training credit.
The company prioritizes mental health and maintains high engagement through team-building activities. Seoplus+ offers a generous compensation package, with extended health benefits, mental health support, and a flexible work policy.
Seoplus+ celebrates individual employee milestones through a variety of formal
recognition programs. Employees who contribute exceptional work receive tangible rewards such as spot bonuses and gift cards. The company also provides certificates and awards during company-wide meetings to honour achievements and promote a culture of appreciation and recognition.
“seoplus+ attracts and retains generation Z employees by offering flexibility through our Work from Anywhere policy, stateof-the-art technology, and clear career development paths with an annual training credit. Additionally, we partner with local colleges and universities like Algonquin College, University of Ottawa, and Carleton University to recruit emerging talent, ensuring meaningful and growth-oriented career opportunities.”
20 MODERN NIAGARA OTTAWA INC.
Modern Niagara helps building owners and managers by meeting all the needs of their properties across six major centres in Canada: Vancouver, Calgary, Edmonton, Toronto, Southwestern Ontario, and Ottawa. Modern Niagara combines capacity and agility to successfully complete the biggest and most complex jobs. Leading the way in the construction of health-care facilities and the decarbonization of buildings, Modern Niagara’s people push the norms and develop new and important advancements.
It prioritizes diversity and inclusion by collaborating with organizations such as the World Skills Employment Centre and participating in Indigenous-focused career fairs and by forming partnerships with industry counterparts on reserves.
Modern Niagara also has a Career
We understand the importance of early engagement, so we visit high schools to showcase the trades, igniting interest from a young age. Furthermore, we offer comprehensive co-op programs for university and college students, with an average of 30 participants annually. -
MODERN
NIAGARA
Path Planning Program. Through this program, individuals identify their strengths, interests and career aspirations. By aligning personal goals with available opportunities, employees can pursue educational, training and advancement paths that resonate with their passions and ambitions. This approach fosters growth, development and fulfillment within the organization, contributing to the success of employees and the company.
“Modern Niagara actively pursues a recruitment and retention strategy tailored to generation Z employees. We understand the importance of early engagement, so we visit high schools to showcase the trades, igniting interest from a young age. Furthermore, we offer comprehensive co-op programs for university and college students, with an average of 30 participants annually. Many of these participants seamlessly transition into full-time roles upon graduation. At Modern Niagara we consistently attempt to keep up with trends, such as recruiting on social media platforms such as Instagram, Facebook, Twitter and LinkedIn.”
A trusted name in plumbing since 1986 that fosters employee growth
With a commitment to a supportive work environment, diverse recruitment, and a wide range of certified services, TPH Plumbing & Heating ensures quality and care for both employees and customers alike.
Since 1986, TPH Plumbing & Heating Inc has been deeply committed to fostering a positive and supportive work environment while prioritizing the well-being and growth of its employees.
To save their customers time and
money, TPH offers a wide variety of regular and specialized services such as: steam trap testing, boiler replacement, coils repair, medical gases and all of your regular commercial plumbing needs. All technicians are certified to design and install natural gas and oil systems,
as well as test and repair backflow preventers (BFP).
“We believe in recognizing and rewarding the hard work and dedication of our team members, fostering a culture of appreciation and empowerment. By implementing
strategies focused on open communication, professional development, and employee feedback, we strive to maintain high levels of retention and engagement within our organization. At TPH Plumbing and Heating, we are a team of highly passionate and knowledgeable individuals committed to raising the bar in the skilled trades industry,” says Patrick Taillefer, who took over from his father, who started the business.
What is your recruiting philosophy? TPH prides itself on having a diverse and inclusive workforce. Many of its candidates are selected through
partnerships with professional organizations, universities, and community groups. Structured interviews and diverse hiring panels are in place to minimize bias.
“We offer mentorship programs and professional development opportunities, to support individuals. This holistic approach ensures we not only attract but also retain a diverse and talented workforce, fostering innovation and growth,” says Taillefer.
On the first day of work, employees are told to come in at 10 a.m. to help ease any stress and anxiety. They will meet with human resources for the first half of the day in order to reinforce that they will be supported in the workplace, as well as to go over rules and procedures.
“I was not as nervous as a result the night before. You don't have to worry about getting a good night's sleep or getting up on time. You can slow down, have a shower, eat breakfast, and take your dog for a walk. Morning traffic is usually gone by then,” said Alana Parr, an executive assistant at TPH Plumbing & Heating for the last six months.
Vacation and leave policy
Employees are given nine employer-paid statutory holidays off each year, and also have paid sick leave. Each new hire is also given four weeks paid holidays in their first year. Staff are able to finish at 2 p.m. on Fridays during the year and 12 p.m. on Fridays during the summer.
Benefits
The company provides 50 per cent dental, vision, life insurance, travel insurance, and supplemental medical coverage for employees and dependents.
Have fun!
There is no shortage of events at TPH Plumbing & Heating. The list includes: barbeques, golf days, axe throwing, go-karting, holiday parties and ski days. There are also Friday afternoon socials for new hires and an exercise in initiative for everyone to win prizes.
Company career page https://tphinc.ca/careers/
seoplus+ rises as a top employer with focus on employee growth
Digital marketing agency sets the standard for workplace culture with extensive training, wellness programs and a commitment to work-life balance.
Seoplus+ is a 48-employee digital marketing agency with clients throughout Canada, as well as in the U.S. and Europe. Founded in 2012, and headquartered at Ottawa’s trendy Lansdowne Park, its target clients are multi-location businesses that need
marketing management across different spaces.
“For us, our mission is to make life better for our team, our clients and the community,” says co-founder Brock Murray, who adds that’s why the “Best Places to Work” designation is
important. “We take a lot of pride and spend a lot of time making sure our employees are growing. We want to help them develop their careers and enjoy what they do, even if they eventually go on to work somewhere else.”
Murray says the company spends
$500 per year per employee on training and has a kudos program through which staff members can give each other public pats on the back that end up accumulating through a point system and can be monetized.
What is your recruiting philosophy? “We make sure the people we hire are a fit culture-wise,” Murray says. “We look at whether they align with our values, more than what their tech know-how or experience is. We’ve had people start as interns who are now leading teams.”
Job openings
seoplus+ currently has roles for an SEO specialist role and a bilingual content writer and an account co-ordinator.
Vacation policy and leave policy
The standard starting vacation for all employees is two weeks. It goes up to three weeks after three years. The company also offers five sick days and two personal days.
Benefits
For employees and dependents, the company provides dental, vision, long-term care insurance, and supplemental medical coverage, all at 50 per cent. For employees only, it also provides long and short-term disability benefits.
Wellness initiatives
The team volunteers at the Ottawa Food Bank’s Harvest Farm every year and employees are also allowed to do their own volunteering on company time. There’s a virtual yoga class once a month and seoplus+ hires a trainer to do virtual HIIT classes for the team as well. Employees can access a subscription to
Fitbod, an app that helps track workouts and builds custom workout plans for subscribers. Monthly team meetings also include a catered or restaurant lunch for employees. Finally, there’s a budget for mental health wellness and managers are trained to watch for and address signs of mental stress, fatigue and burnout and they hold regular oneon-one meetings with team members to check in on these issues.
Retirement savings
Murray says the company is working on getting a retirement savings plan up and running and, in the meantime, there’s a company profit-sharing plan.
Have fun!
“We do a monthly social event, which might be virtual trivia or bingo,” Murray says. “We also do in-person events such as archery tag or mini-putt or a golf tournament or Redblacks game. We have seoplus+ socials, too, where we invite people from the community to join us.”
Company career page seoplus.com/careers/
JLR celebrates employee engagement
Multidisciplinary firm reinforces its “Best Places to Work” reputation through creative benefits and wellness initiatives.
J.L. Richards & Associates Limited (JLR), an engineering, architecture, and planning firm, provides multidisciplinary consulting services to its clients. Vice-president René Lambert says that all the efforts and resources that go into being a “Best Place to Work” are important for the firm, and they drive positive outcomes like engagement and retention. “It is validating to see our efforts recognized in such a big way through this award,” says Lambert.
What is your recruitment philosophy?
“We are looking for the top tier of talent in the engineering, architectural, and planning worlds,” Lambert says.
“Employees stay here for a long time and enjoy what they do, where they work, and the relationships they forge.”
Job creation
“In all of our disciplines, we have openings for new talent,” Lambert says.
“We’re in a good growth cycle and every new hire is an opportunity to explore new and exciting work.”
Mentorship, training, and development
JLR has a strong focus on career mentorship and technical development, with programs and initiatives that support both. “Our career mentorship program pairs a senior leader with an employee in an entirely different
discipline,” says Kristin McCartney, human resources manager. “This program helps diffuse and propagate our culture, and teaches both parties about another perspective,” she adds.
Paid time off
JLR has a strong focus on work-life balance. Employees have access to ample paid time-off banks, including vacation, sick time, medical appointment leave, and even banked time—a policy whereby anything worked over and above 37.5 hours in a week can be banked and either paid out or used for extra time off.
“Employees who want to immerse themselves in a project will accumulate banked time if they work more than a
regular work week,” says Lambert.
“It is one of the big reasons that people feel valued for their time here,” adds McCartney.
Wellness initiatives
JLR has a full calendar of wellness initiatives, focusing on mental, financial, and social well-being. In January, for example, the focus is on mental health to align with Bell Let’s Talk Day. In August, employees received a 20-minute massage in the office, on office time. Employees also enjoy a reduced rate with GoodLife Fitness and a virtual tele-medicine service for quick prescriptions and referrals.
Employee ownership
The cornerstone of JLR’s culture is its broad-based employee-ownership model. Approximately two-thirds of its 470+ employees are shareholders, and none of its shares are held by external
parties. “Every policy, every program, every step we take corporately is defined by the fact that we are proudly employee owned,” says Lambert.
Have fun!
“JLR allots ‘fun funds’ each year, discretionary team building budgets for managers to use however they see fit,” says McCartney. “We started this practice in the pandemic and never stopped.”
The firm also organizes company-wide and department social events, which are a long-standing tradition and always generate a lot of energy and excitement. Employees are also empowered to lead their own events, including dragon-boating, volleyball, and hockey tournaments along with philanthropic initiatives that give back to the communities employees live in.
Company career page jlrichards.ca/careers/
KRP Properties has a “human approach” for employee well-being
From cutting-edge real estate to exceptional employee benefits, see how KRP Properties blends a high-tech environment with a “human approach”, solidifying they are more than just space.
KRP Properties is a foundational real estate company in Ottawa’s high-tech scene and business community at large. KRP Properties owns and manages 31 buildings spanning over three million sq. ft. of space in Kanata North. KRP Properties is affiliated with the philanthropic organization Wesley Clover International, founded by high tech pioneer Sir Terrence Matthews. The company, which has over 60 employees, prides itself on bringing a “human-approach” that is at the core of the company’s value system. Martin Vandewouw, President of KRP Properties, says that the company has worked hard to ensure employees are happy. “It has been reinforced certainly from the people that we have hired in the last five years. It is interesting, in the comments that they make about how much they appreciate it here. They are so happy to be here based on where they were before,” he says.
Vandewouw says that the company often underestimates just what a positive workplace it has created. “We are really hard on ourselves in terms of creating what we think is the right environment for our people and we always question whether it is enough, right? So, I think this confirms that we are doing the right things,” he says.
What is your recruiting philosophy?
Vandewouw says that there is no formal philosophy, rather it is a vibe from a potential recruit that seals the deal. “We’re always looking for people who have a sense of humor, who are team players. It is important that people fit in here and appreciate our culture and values,” he says.
Job
openings
Frontline security workers are needed right now, as is a building operator, Vandewouw says.
Vacation policy and leave policy
The company pays all statutory holidays, six sick days per year with flexibility when uncontrollable circumstances arise. There are three weeks of vacation in the first year of employment with extended weeks as you progress throughout employment. Ten personal days per year are also made available.
Benefits
KRP’s coverage is extensive with a policy with Canada Life Insurance. All full time employees are enrolled from the first day of employment. With company paid premiums, everything is covered: from health, dental, and vision for employees and dependents; accidental care insurance; life insurance; disability benefits and mental health.
Wellness initiatives
KRP provides a range of initiatives that support employee wellness, including: fitness and wellness programs; ergonomically correct furniture; financial planning workshops, mental health options, marriage and family counseling; daycare options; tickets to sporting or other entertainment events, museums, or amusement parks.
Retirement savings
The company provides an RRSP matching program.
Have fun!
KRP plans several events every year for employees to enjoy. These include an annual company BBQ, and a holiday party at the Brookstreet Hotel or Marshes Golf Course. There are quarterly get-togethers where KRP
recognizes top performers with our KRP KUDOS program and celebrates milestone employees along with health and safety recognition. The company also invests and attends community golf tournaments and other year-round events.
Explore how KRP Properties stands out in Ottawa’s real estate and tech scene by fostering a positive workplace culture. Learn about their extensive benefits, wellness initiatives, and commitment to creating a supportive and diverse environment for their team.
Calling all employers: Get ready to tackle workplace challenges at Best Places to Work event on Oct. 17
Being an employer is tough and getting tougher.
When the pandemic accelerated remote and hybrid work, it added to a complex workplace already full of challenges for employers.
Keeping employees engaged, dealing with generational change, controlling inflationary wage pressures and promoting diversity rank among those challenges.
This complexity compels employers to think carefully and act proactively to create a happy and productive workplace.
To support local employers, the Ottawa Business Journal is working with local economic development partners to create an entire day dedicated to identifying and developing talent.
EMPLOYER SUMMIT HIGHLIGHTS
Thursday, Oct. 17th @ Shaw Centre, Canada Hall 1
9:00-11:00 am: Awards Brunch and keynote from Dr. Linda Duxbury of Sprott School of Business
12:00-12:45 pm: How AI is Set to Transform HR (free session)
1:00-1:45 pm: Recruiting Reimagined ~ How to Attract and Recruit Top Talent (free session)
2:00-2:45 pm: Building Tomorrow’s Leaders (free session)
3:00-3:45 pm: Employment Law Updates ~ What You Need to Know Now (free session)
4:00-6:30 pm: DisruptHR cocktail and presentations
To view detailed agenda and register, visit www. eventbrite.ca/e/best-places-to-work-employersummit-future-proof-your-workforce-tickets
CAREER EXPO HIGHLIGHTS
Thursday, Oct. 17th @ Shaw Centre, Canada Hall 2
Doors open at 11:30 am and close at 6:00 pm
EMPLOYER SUMMIT
Free to attend with advance registration
75+ employers from technology, real estate, homebuilding, manufacturing, professional services, health care, public sector and more www.bestplacestoworkexpo.ca
Businesses looking to exhibit can email cindy@obj.ca
