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Meet the Team
Salvina Steel, HR Manager
Kayla Steel, HR Advisor
Braedon Bray, HR Generalist
Cole Holmes, HR Generalist
Aneesha Gaba, WHVP HR Specialist
Celina Deneault, WHVP HR Specialist
Ron Tronson, Health and Safety Advisor
Paul Emmons, Health and Safety Assistant
What HR Does
HR supports the heart of our organization by:
- Attracting & Hiring Talent
- Compensation & Benefits: We collaborate with managers and payroll to manage pay, administer benefits, and promote fairness and transparency.
- Employee Relations: We mediate conflicts to help work towards a positive work environment and support employee well-being.
- Legal & Compliance: We ensure policies and practices comply with laws and workplace standards.
- Health and Safety: HR works in partnership with managers and supervisors to ensure that safety standards are met.
- HR Strategy and Planning: HR works on long-term goals such as succession planning, organizational growth, and enhancing company culture.
Workplace Harassment and Violence Prevention Program (WHVP)
We are proud to announce the launch of our Workplace Harassment and Violence Prevention Program, made possible through dedicated funding from Employment and Social Development Canada. As part of this initiative, we have welcomed two full-time specialists to our team who will lead a comprehensive review of our workplace policies and procedures. Their work will focus on strengthening our commitment to a safe, respectful, and inclusive environment for all.
In addition to policy review, the program includes the development and delivery of specialized training for both managers and employees. This training will help ensure our team is equipped to recognize, prevent, and effectively respond to all forms of workplace harassment and violence.
HR MythBusters / FAQ
Myth #1 Reporting an issue to HR always gets someone fired or in trouble
Reality:
Nope. Not even close. HR’s job is to investigate thoroughly and fairly. Sometimes, the outcome is a conversation. Sometimes, it’s additional training. Rarely is it immediate discipline.
Why It Matters:
Fear of consequences can silence real issues. We want people to feel safe speaking up because that’s how workplaces improve.
HR often mediates, educates, and resolves issues without anyone getting “in trouble.” A mediated conversation can go a long way.
Myth #2: “You only talk to HR when there’s a problem.”
Reality:
We hope you talk to us before there’s ever a problem! Whether you need help navigating your benefits, advice on handling a tricky situation, clarity on a policy, or just someone to listen, we’re here to support.
Myth #3: “Company policies never change.”
Reality:
HR regularly reviews and updates policies based on feedback, changes in the law, and how people actually work.
Why It Matters:
If something feels outdated or unfair, speak up! Your voice can shape better systems for everyone.
Myth #4: “HR makes all the hiring decisions.”
Reality:
HR helps facilitate the hiring process, but final decisions are made by the hiring manager and interview team. We coach, coordinate, and ensure fairness, not call all the shots.
Why It Matters:
Understanding who’s involved helps you better navigate applications and prep for interviews.
HR might run the process, but your future team helps choose their next teammate.
Myth #5: “Feedback to HR disappears into a void.”
Reality:
We track, analyze, and often act on feedback, whether you see it or not. Confidentiality sometimes limits what we can share, but it doesn’t mean your input vanished.
Why It Matters:
Silence ≠ inaction. We’re often working behind the scenes to drive change, even if it’s slow or quiet.
Real changes from real feedback:
- After receiving feedback that our wage grid was outdated, we took action to revamp it from the ground up. We introduced a modernized, organization-wide wage structure and developed a new job evaluation tool designed to promote equity, transparency, and growth opportunities across all roles.
- Feedback has also led to updated job evaluation forms, new training topics based on both management and employee input, a revamped orientation process, and updated benefits.