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 (2018):
- 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 (2018)
By Kristina Leung and Richard Yerema, Mediacorp Canada Inc. staff editors (Feb 8, 2018)
Here are some of the reasons why Ceridian HCM Inc. was selected as one of Canada's Top Employers for Young People (2018):
- Ceridian offers New Grad Boot Camp, a 6-week curriculum for university interns and new grads in technical, project or business streams -- participants receive product configuration and skills training, are assigned 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 People Organization team members to receive career counselling and feedback on topics such as resume preparation and review, interview preparation and networking tips from an HR professional
Talent is Ceridian's business, so it treats talent well
When software engineer Ben Sweett left a small Ottawa startup to join Ceridian in March 2016, he not only made a major career move, he significantly improved his quality of life. While working for a startup can be exciting, he says, the hours can be long and the future uncertain.
Ceridian, on the other hand, is an innovative and growing human capital management technology company with an enviable track record. With expertise in helping organizations across the globe attract, develop and pay top talent, Ceridian is in a prime position to ensure its own employees enjoy a healthy work-life balance.
"I have the flexibility to work from home when I need to," says Sweett. "I do that when I have a dental appointment because my dentist's office is much closer to where I live than the Ottawa office where I work. Ceridian is always open to being flexible and that makes things just so much easier."
For Paul Sandusky, Vice President of Talent Channels, empowering employees with technology allows for this very type of work-life flexibility.
The line between work and personal has become blurred, he says. "When our employees -- myself included -- need to take care of personal or family business we simply take the time to do so without regret, because in the end we put in the time to do what's needed to get the job done. We treat people like professionals, capable of making good decisions."
Employees have the technology and resources they need to deliver results to the customer, whenever and wherever they're working. In Sweett's case, Ceridian has supplied him with a MacBook and virtual access to its network files. He's part of a team developing iOS mobile software applications for Dayforce, the company's award-winning, cloud-based human capital management technology.
Being flexible is just one way Ceridian's "Makes Work Life Better" brand promise is, in fact, a day-to-day reality. Ceridian offers programs and benefits as varied as employee assistance programs, healthy snacks, treadmill workstations, volunteer days, social and team building events, and comprehensive medical, vision and dental coverage. The common thread is how each contributes to an employee's well-being.
While most young workers typically change jobs every three years, Sandusky notes that Ceridian has an extraordinarily low attrition rate of less than 10 per cent. Essential to attracting and retaining these valued employees, he adds, are opportunities for career growth and professional development.
Ceridian has plenty. A range of online and in-house training programs helps employees develop both technical and interpersonal skills. The Career Path site provides the means to learn about career options within the organization and build a personal career plan. The new Developing Leaders Program focuses on nurturing potential managers' leadership skills.
Ceridian's leadership also appreciates that not everyone is interested in or suited to climbing the corporate ladder. "It's old school to tell people that they have to move up or out," says Sandusky. "Ceridian offers a wide variety of options that can lead to career advancement and success. It would not be uncommon for a product or domain expert to make as much money as a manager."
Ceridian is a global company with nine offices in Canada, including three in the Greater Toronto Area, so employees can explore its operations in different locations. That and job rotation programs enable employees to gain experience in different divisions. For those who prefer to advance within their chosen fields, Ceridian offers tuition assistance and subsidies for professional development.
These types of options appeal to Sweett, who aspires to becoming a senior developer. "I love programing, problem solving and trying to push the product as far as it will go," he says. "The development process here is as challenging and exciting as it comes.
Add in the super friendly atmosphere and the long list of benefits and you've got a winning combination."