Darra Black, CPHR  
Supervisor - Education & Staff Development, Prairie Mountain Health

Darra Black assumed leadership of the Staff Development Department for Prairie Mountain Health in March of 2014. During this time, she has transformed HR processes and Staff Development initiatives within the organization and Provincially in the Health Care System.

Not only has Darra helped PMH fulfill their strategic priorities, she also has been influential on a Provincial level by assisting the Government of Manitoba in making strides towards their new strategic direction related to health system transformation. Darra has led teams of executive level leaders across the province in the recruitment of individuals into new key positions that were created to support the implementation of the Clinical and Preventative Services Plan. Her HR leadership and expertise ensured selection of the best candidates for these key roles which are essential to the development of a sustainable health care system for Manitobans.

Darra was selected and sponsored by her organization’s executive management team to participate in the 2020/2021 Academic Health Sciences Leadership Program provided by the Centre for Health Care Innovation. She is now a member of the program’s alumni which includes high profile leaders in health care such as Dr. Brent Roussin.

Jenna Book, CPHR  
Vice President, Human Resources, Red River Mutual

Jenna demonstrates an incredible ability to lead the HR and people practices. Her enthusiasm, resilience and ability to adapt to change throughout her career are contagious. She has fostered strong trust and respect as an advisor in the five years since her hire to build the HR function within the company. Jenna has spearheaded many strategic initiatives that supported the company's growth plans and has emulated the company's purpose, vision and values.

Jenna connects across all levels of the organization as she works and supports behind the scenes, on the front lines and in the spotlight. She consistently goes above and beyond and has been an inspiration for the rest of the HR team as well as others in the company. Her leadership has been unwavering as they develop, grow, refine and implement strong policies, practices, and governance around people and culture. She is a mentor and sounding board both within and outside the HR department as proven in her achievement one of the top five rated leaders in the company.

Her passion and drive are endless as she jumps in and achieves anything she sets her mind to. From her volunteer work on the various boards she sits on, dedication to her children's school and daycare, and her continued investment in her personal development and continued education - she is inspiring.

Dale Camuyong, CPHR Candidate  
Senior Manager, Organizational Management, 24-7 Intouch Inc.

In his role as a Senior Manager of Talent Management at 24-7 Intouch, Dale has sparked global change in two critical areas: leadership development and, in diversity, equity, and inclusion (DEI) programming. As a BPO company undergoing rapid growth around the globe, a top priority was identified to reimagine the annual review process to include more intentional opportunities for coaching and career development. As such, Dale was a critical leader in designing, implementing and sustaining a completely new performance management and succession planning program. Dale’s approach to design, implement, and sustain global standards was no small feat, as it required his leadership in all aspects of the project. This included: conducting consultations with senior leaders, facilitating process design workshops, configuring the performance management system by pushing the vendor to think outside the (nine) box, developing an entirely new role-based competency model, running a pilot, launching the program to our global teams in over nine countries and engagement with over 1,000 operations leaders. Because of Dale’s leadership in this project and his approach to continuous improvement, the company experienced an 89% completion rate for initial launch (+33% from the pilot phase). This allowed 24-7 Intouch to identify, develop and reward high performers. The program he designed includes elements of continuous performance management that are also seeing incredible adoption rates, including monthly check-ins with dedicated focus on career growth, planning and leadership bench strength assessment tools. Dale has also been integral in scaling up our DEI and employee resource group programming globally.

This past year, he created and launched a framework for employee resource groups (ERGs) that saw participation from all levels and all locations in the company — from agents to the founders. This required his leadership in defining a vision for three ERGs, identifying and engaging with executive sponsors, selecting and training over 30 ERG Champions, and designing and building an inclusive community across the organization.

Kent Blackmon
Manager, Organizational Safety Services, City of Winnipeg

Kent is known as the safety expert and is a passionate, enthusiastic safety champion for the City of Winnipeg. His energy and efforts are unparalleled and outstanding accomplishments were achieved by the team under his leadership. The City has embarked on SAFE Work Certification; a process that involves external audits of our departments. His Worship Mayor Brian announced the City’s commitment to becoming SAFE Work Certified at the 2018 Day of Mourning Ceremony. Certification through the SAFE Work program has helped the City of Winnipeg prevent workplace incidents and promote a culture of safety. Kent led the Administrative Standard and framework creation to make this work possible and has provided critical oversight and guidance. Winnipeg Fleet Management Agency, Community Services the Water Services Division in theWater and Waste Department were the first areas to certify in 2019. Since then, many other departments have achieved certification.

Additionally, since 2018, the Human Resource Leadership Team has been focused on a full review of the human resource function as part of the strategic priorities. Safety & Health is one of the five essential HR areas reviewed, approved and finalized in the last three years. Kent also took the lead in the assessment and audit process for City-Wide Health & SafetyPrograms creating audit tools, processes and report cards used to review safety programs within each department. He also led the first successful review, audit and report at Winnipeg Transit in 2020.

Alison Moist, CPHR
Human Resources Manager, Maple Leaf Foods

Alison is an individual who leads with passion and compassion. She leads with autonomy and supports her team in every way possible. This happens through monthly one-on-one conversations and meetings with the entire HR team. Alison is approachable and truly cares about each person on her team. She cares about co-workers as people and not just as professionals. She also takes interest in other employees’ families and what they do outside of work. Important initiatives and projects Alison has been a part of include improving employee retention through a greater HR presence and strategically implementing alternative ways to attract talent. In the end, Alison is a passionate learner, both personally and professionally who is always seeking and sharing new knowledge.

Reena Varshney, CPHR
People Operations Manager, Invenia Technical Computing Corporation

Reena has initiated and completed many projects for Invenia, including work to implement a performance feedback process, onboarding and offboarding processes, and professional development initiatives. She has also spearheaded and supported the development of a new Diversity and Inclusion Committee and is passionate about promoting opportunities for women and minority populations in Computer Sciences. All that said, Reena's greatest strength is her leadership and mentorship abilities. She has grown the team from two to four in little over a year, and no matter how busy she gets, she is always there to listen, talk, coach, guide and support her team, as well as any other team member who needs a kind ear or a helping hand.

Reena’s exemplary leadership skills have been identified by the executive team, and she has been tasked twice now with coming in to assist struggling teams with their needs and to provide support and knowledge to other team leads with kindness and compassion. 

Reena has an extensive breadth of knowledge in Human Resources, and is always excited to share, teach and inspire those around her.

Anumeha Baldner, CPHR  
Director, Talent & Culture, International Institute for Sustainable Development (IISD)

Anu is a progressive Human Resources leader who is strongly committed to driving the people agenda within IISD. ‘People’ are a core value of IISD, and the People Plan is an integral component of IISD’s strategic plan.

At the start of the pandemic, Anu as the Head of Talent & Culture, partnered with the senior leadership team to implement IISD’s COVID-19 pandemic response. People were at the front and centre of our response. Under her leadership, IISD was able to revise its benefits package and flexible work policy, as well as beef up our mental health resources and wellness initiatives for staff. In her tenure at IISD, Anu partnered with internal and external stakeholders and launched new HR initiatives such as ‘Employer of Record’ model (which is a new way of managing talent), launching a Diversity, Equity and Inclusion initiative, an Ethics hotline, career paths within streams, succession planning, revamped IISD’s Total Rewards and helped expand operations in the U.K & Germany.

As part of continuous learning, Anu completed her Certified Canadian Compensation Professional designation that included passing nine exams over a span of two years (2020 & 2021). This designation is considered a world standard in the field of compensation. In addition, Anu volunteers her time on the boards of the Youville Diabetes Centre and CPHR Manitoba.

Sandra Conrad, CPHR
Professional HR Advisor, DealerPILOT HR

The automotive field is one, due to tight sales margins, deadlines and other industry-related challenges, that has been slower to adapt to progressive human resources practices, which has shown in their unusually high turnover rates (over 50% consistently annually). Sandra has worked diligently the last few years to inspire change and has earned the trust of not only our clients but also the CADA which is the national association for dealers. DealerPILOT HR continuously receives feedback from dealerships, their executive teams, their internal human resources, and supervisors on how much Sandra has inspired them to champion this "new" way of seeing their employees as human assets and capital and fostering a culture change across the Canadian auto dealer climate.

Olivia Doerksen
Movement Centre of Manitoba

Olivia Doerksen joined the Movement Centre as Executive Director in May of 2018. In three short years she has implemented many projects and initiatives with client and employee wellness and development as the cornerstone. Olivia has increased employee base pay to make working at our privately funded charity organization long-term a more realistic option; implemented an extended benefits program; joined ACENA (Association for Conductive Education in North America) as the Director of Advocacy to promote our industry; and committed to providing internal and external development opportunities for our employees, including adding dedicated professional development days throughout the year. She recently implemented an internal employee education program, in conjunction with a training facility in the UK. This training provides our employees with industry specific training they would not otherwise have access to in Canada, resulting in promotions, increased job satisfaction, and the longevity of the Movement Centre. Olivia herself has pursued her MBA with intentions to use her education to continue to provide exceptional leadership for the company.

Richard Florizone
International Institute for Sustainable Development

Richard is a visionary leader and a strong supporter of the Human Resources function. ‘People’ are a core value of IISD and the People Plan is an integral component of IISD’s strategic plan.

At the start of the pandemic, Dr. Florizone along with the Head of Talent & Culture, spearheaded IISD’s COVID-19 pandemic response. People were at the front and centre of our response. Before any government subsidies were announced, Richard went to the IISD Board and sent a notice to staff to communicate IISD’s commitment to its staff and that no one should have to worry about their job security during this pandemic. In fact, IISD has grown over the last two years.

Under his leadership, IISD was able to revise its benefits package and flexible work policy, as well as improve their mental health resources and wellness initiatives for staff. During 2019 & 2020, Richard provided his support, and approved the necessary funds to launch many new HR initiatives such as an ‘Employer of Record’ model (which is a new way of managing talent), launching a Diversity, Equity, and Inclusion initiative, an Ethics hotline, career paths and succession planning.

This year, Dr. Florizone has been named one of Canada’s Clean50 award honourees. He penned numerous op-eds on sustainability and has also led the task force on a Resilient Recovery for Canada post COVID-19.

Kim Nelson
Gateway Resources Inc.

Kim Nelson has been with Gateway Resources for approximately 18 years. She has developed through Gateway Resources and brought her leadership style and energy to her current role as CEO. In the past three years, Kim has actively led the organization through multiple changes, growth and development. The team has grown by approximately 18% in the past three years and is an employer of choice. Kim manages the relationship between various teams and the Board of Directors. Kim has been proactive in promoting the organization in the community, encouraging diversity, mentoring her executive team and taking an active role in changing the focus from just hiring people to hiring great people with potential. She participates in and promotes continuous learning. In the past year, she has taken the executive and coordinators team through Crucial Conversations which has been a six month learning process.

Kim was also instrumental in supporting the drive to have DISC learning provided to all managers to enhance their understanding of their own management styles. Gateway is known in the community as a leader and despite the challenges the past two years has brought to the organization, she has helped steer the course with support for everyone. This has included working with HR on ways to support team members who are experiencing increased stress, anxiety and other mental health challenges. Her primary focus with employees and  HR efforts is that the team members feel valued and respected.

Karen Wood
Interlake Eastern Regional Health Authority 

Karen is a corporate leader when it comes to collaboration with her Human Resources/Labour Relations partner. She is an advocate for alternative solutions, continually seeking, supporting, embracing and promoting Human Resources initiatives with all parties. She has created a climate of openness and support. Her leadership has empowered her team, program, and the organization to navigate unprecedented challenges with transparency and openness. When considering changes or solutions Karen engages all her partners early on and embraces the support of her Human Resources Partners in collaborating to find creative and strategic options or solutions that not only mitigate the negative impact but recognize her staff needs and talents while always keeping in mind that quality of care must prevail. She has championed several respectful workplace initiatives including site assessments, training, mediation, emotional intelligence, coaching and mentoring. She also promotes work-life balance and collaboration.

As a LEADs facilitator and a leader, she is a firm believer in furthering education and knowledge. She incorporates this value in her everyday practice by supporting growth and seeking alternative resources as required.

Barbara Bowes, FCPHR

Barbara Bowes was awarded the FCPHR in 2003 and also holds a Bachelors and Masters of Administration in Education degree. She was a Certified Management Consultant (CMC) from 1998 until 2019.

Following her initial start-up of Bowes Leadership in 1984, Barbara eventually partnered with Paul Croteau, a search professional to create Legacy Bowes Group which has grown into a premiere HR and management consulting firm with clients across Canada. Today, the firm offers services in four areas including HR Consulting, Leadership Training, Executive Search/Recruitment and Truth and Reconciliation training.

Barbara has always been a strong advocate for the HR profession, offering client workshops, coaching and mentoring. For many years, when the Manitoba HR association did not offer an annual conference, Barbara created her own conference and also partnered with a local law firm to provide annual updates for HR professionals and general managers. Barbara’s professional motto has always been “Helping leaders lead” and she has taken this driving purpose to the Winnipeg Free Press where she has written a weekly column directed to both managers and employees for over 20 years. In addition, her seven-year stint as a CJOB radio host and continuing guest has helped to broadcast the importance of effective human resource services to all regional listeners.

With the help of the Free Press, Barbara published both an employer and an employee guidebook on managing effective human resources and has since gone on to publish three additional books, namely: “Cracking the People Code”, “Cracking the Management Code” and “Taming the Workplace Tigers”, all of which provide human resource advice to readers.
Over the past several years, Barbara and her firm have established strong relationships with Canada’s Indigenous population. With Human Resource training in mind, Barbara developed and implemented a now well-respected Indigenous Human Resources Essentials Certificate program which is currently being considered for accreditation with Red River Polytech and the Aboriginal Finance Officers Association. The Certification program is also accompanied by a three-day Indigenous HR Skill Builder Conference attracting participants from across Canada.

In addition, Barbara has been engaged in many community volunteer roles where she has created events to raise funds for scholarships supporting HR students, financial support for a rural hospital in NW Ontario and program development for local universities.