Recognized as one of Canada's Top 100 Employers (2018)
By Richard Yerema and Kristina Leung, Mediacorp Canada Inc. staff editors (Nov 6, 2017)
Here are some of the reasons why Ceridian HCM Inc. was selected as one of Canada's Top 100 Employers (2018) and Manitoba's Top Employers (2017):
- In addition to the company's existing scholarship program, Ceridian recently created the Dave MacKay Memorial Scholarship (in memory of the company's late President) to reward excellence in education and community involvement -- the new program includes two generous $10,000 scholarships, open to children of employees who pursue post-secondary studies
- Beyond their defined contribution pension program, Ceridian employees can take advantage of a variety of helpful financial benefits including new employee referral bonuses (up to $5,000), a personal computer purchase plan, subsidized home internet, discounted home loans and auto lease rates, and even discounts on pet insurance
- Ceridian established the registered charity "Ceridian Cares" to assist individuals and families in communities where the company operates -- over $370,000 was raised through payroll deductions, fundraising activities and an annual corporate contribution last year, with funds distributed to over 240 individuals, families and other registered charities -- the unique initiative has already distributed over $1 million since its establishment less that 4 years ago
Trust and teamwork underpin Ceridian's culture
When Ceridian introduced a three-month trial program called Take2 in May, at least one of the managers at the human capital management technology organization was dismayed. Take2 would allow employees to take two hours off once a day, any day, without prior approval. "She was predicting chaos," Lisa Sterling, Chief People Officer, says of the supervisor's reaction.
Sterling, however, had faith in the company's people. While some employees simply relaxed -- a perfectly fine use of the time as far as Sterling is concerned -- others followed more practical pursuits such as doctor and dental appointments. The overall result was far from chaotic; workers returned recharged and productive.
"People were happier and feeling more engaged, respected and loyal," says Sterling. "That's good for the company and for our customers as well." The trial went so well, in fact, that Take2 has been extended throughout 2018.
For Zain Jaffery, Application Support Manager in Ceridian's Toronto office, the trust and respect intrinsic to such a program are nothing new. He joined the company in 2011, and says the leadership has always regarded him and his colleagues as people capable of making good decisions. "As long as you're getting the work done, nobody's watching to see what you're doing every minute," says Jaffery.
With nine offices in Canada, including main offices in Toronto and Winnipeg, Ceridian helps organizations to attract, develop, manage and pay their people. Ceridian is a global company, serving organizations of all sizes, in various industries including retail, financial services and manufacturing, to name a few.
It offers a diverse array of careers in technology, sales and marketing, customer services and corporate fields such as finance and legal affairs. Underpinning them all is a people-centric organizational philosophy, an organic outgrowth of Ceridian's grassroots culture of excellence.
The company is dedicated to work-life balance, with a wide range of programs and benefits aimed at helping employees achieve it. This includes a number of workplace flexibility programs, of which Take2 is the latest iteration, so workers can take care of family or personal business. Ceridian also supports employee health and fitness with a variety of on-site and subsidy programs.
For a change of pace, Ceridian's Fun at Work program offers activities such as its national Office Olympics, local events such as ice cream socials, and team sports like soccer so employees can interact with one another in a relaxed setting.
Being people-focused also means Ceridian places great significance on empowering its employees. From the leadership's perspective, this means being accessible and trusting your people to do the right thing. "My job is to let people do their jobs and get involved only when I have to," says President and Chief Operating Officer Paul Elliott.
To this end, Ceridian ensures employees have all the tools, training, resources and management support they need to perform their jobs well, and lead others. For example, with TeamRelate -- an integral part of Ceridian's Dayforce HCM solution -- managers and employees at all levels learn about their communication style and the best ways to interact with team members who have different styles.
Empowering employees also means accepting that people will sometimes make honest mistakes. "We don't play the blame game," says Elliott. "The important thing is how we learn from our mistakes and move forward. We want to keep pushing trust to the next level."
For Jaffery, Ceridian's modus operandi makes work highly satisfying. "Empowerment is only positive," he says. "Everyone gains from it."
Recognized as one of Canada's Top Employers for Young People (2017)
By Kristina Leung and Richard Yerema, Mediacorp Canada Inc. staff editors (Jan 9, 2017)
Here are some of the reasons why Ceridian HCM Inc. was selected as one of Canada's Top Employers for Young People (2017):
- Ceridian offers New Grad Boot Camp, an 8-week curriculum for university interns and new grads in technical, project or business streams -- participants receive product configuration and skills training, a departmental buddy and a dedicated mentor, and participate in "day-in-the-life" experiences, job shadowing, team-building and networking events
- Through the Career Talk program, Ceridian employees can meet with HR team members to receive counselling and feedback on topics such as resume preparation and review, interview preparation and networking tips
- Ceridian's Top Talent Program provides employees with an opportunity to develop leadership and business acumen skills through dedicated training, mentorship and project management -- participating employees are matched with a senior leader for 6 months, attend two in-person workshops with senior leaders and work in a team environment to address a chosen project (with results presented to the company's senior leadership team)
At Ceridian, career growth starts on Day 1
When Jesaiah Mills joined Ceridian just two days after graduating from university, he was keen to work for an employer known to offer a wealth of opportunities for career growth. With three promotions in just over four years, things have turned out even better than Mills had hoped. He now leads implementation project teams at the human capital management technology company.
"Ceridian has provided me with a career program I never could have dreamed of," says Mills. "They have given me the opportunity to grow and develop, personally as well as professionally."
Implementation is the second of three key stages in Ceridian's relationship with its customers. After the sale is completed and before customer support takes over, Mills' team is responsible for configuring, testing and modifying Ceridian's cloud-based Dayforce Human Capital Management solution. "No two customers are alike," says Mills, whose degree in mechanical engineering reveals a predilection for analysis and problem-solving. "I really enjoy making sure each customer has exactly what they need."
Up next for Mills, who has already benefitted from several of Ceridian's development programs, is its Top Talent Program. This program provides participants with opportunities to develop leadership and business acumen skills as well as enhance their career through training, mentorship with senior leaders and project management experience.
With nine offices in Canada, including main offices in Toronto and Winnipeg, Ceridian offers careers in technology, sales and marketing, customer service and corporate fields such as finance, HR and legal affairs. Ceridian is a global company, serving small, medium and large organizations across the world.
Lisa Sterling, Chief People Officer, describes how Ceridian pays special attention to the on-boarding stage, which is crucial to each employee's success. "We make sure people get acclimatized not just to their job, but to our culture," she says. "We're setting them up to be connected and productive before they arrive on Day 1. It's also a time for them to collaborate with others and start building relationships throughout the organization."
For university interns and recent graduates, Ceridian offers New Grad Boot Camp. In the four- to six-week intense program, employees learn about the company's culture and products, take part in team-building and networking events, job shadow in different departments and develop rapport with a dedicated mentor.
As well as formal training and development programs, Ceridian has an array of methods for employees to get the experience they need. These include financial educational assistance and subsidies for professional accreditation, job rotation programs and opportunities to explore careers elsewhere in some of Ceridian's global operations.
This focus on career growth is key to attracting and retaining today's young workers, notes Sterling. So too is employee engagement, for which Ceridian has multiple strategies, including flexible benefits, providing recognition and rewards, and encouraging open communication and collaboration.
Ceridian also believes a little workplace levity goes a long way. At each location, the company funds "Fun at Work" committees, run by employee volunteers whose initiatives create opportunities for teamwork and fun. They have included everything from shuffleboard tournaments and gingerbread house competitions to "shorts Fridays" where employees donate $2 to wear shorts at work with the money going to charity.
Sterling says there is a clear message behind all the measures Ceridian takes to make employees' work life better - the company truly cares about their well-being. "We work hard, we play hard and we celebrate life's wins," says Sterling. "We want people to feel they're a part of something amazing: the Ceridian family."
According to Mills, it's working. "I feel valued knowing the company would go to such lengths for me," he says. "It's clear Ceridian values me not only as an employee, but as a person."