Canadian Canola Growers Association (CCGA)

The Canadian Canola Growers Association (CCGA) is a farmer-founded, not-for-profit organization representing 40,000 canola farmers across Canada. With 84 employees in four provinces, CCGA advocates for farmers, delivers key programs like the Advance Payments Program, and is proud to be recognized as a Best Employer and one of Manitoba’s Top Employers.

The CCGA Coaching Program is a leadership development initiative that gives employees at all levels access to one-on-one professional coaching. What began as a small pilot for the Executive Team has grown into a program with 41 participants working with a network of 10 coaches, helping leaders strengthen communication, collaboration, and strategic thinking.

The program has boosted confidence, connection, and communication across CCGA and has helped shape a culture where people feel supported and heard. This is reflected in CCGA’s 2025 Employee Experience Survey results, with 94% participation and a 91% overall engagement score.

Initiatives for Just Communities

Initiatives for Just Communities walks with people with Fetal Alcohol Spectrum Disorder and intellectual disabilities, and those currently or previously incarcerated, to help them to achieve a better quality of life for themselves and their communities.

IJC started their focus on leadership development by first improving overall training, bringing in experts in a variety of areas, such as 2SLGBTQIA+ support and occupational therapy. They then introduced an initiative revolutionary in the non-profit sector, where they partnered with the University of Manitoba to offer formal post-secondary education to the leadership team in the areas of business and counselling. This included assessing current IJC internal training and ascertaining accreditation for 36 hours of pre-existing training.

The initiative is still in progress, but the expert trainings have given employees the tools to be successful in their positions and provide higher quality supports. The partnership with the U of M has already inspired many employees to continue their career growth, and is bringing perspective shifts such as improved decision-making, business acumen, and well-rounded approaches to difficult situations.

Payworks

Payworks is proud to be a Canadian success story, rooted in a purpose-driven culture of “Doing Right by People.” With over 600 employees nationwide and a vibrant new headquarters in Winnipeg, we continue to grow while investing deeply in our people and communities.

Recognizing the evolving needs of a modern workforce, Payworks launched a transformative Leadership Development Program in partnership with Padraig Leadership. This multi-level, 10-month initiative brings together leaders from every region and background, blending in-person workshops, certified coaching, and peer learning to create authentic connections and drive real change.

The program has helped reinforce leadership excellence throughout Payworks - shaping daily decisions, strengthening collaboration, and supporting their impact in the community. 

Perimeter Aviation LP

For over 60 years, Perimeter Aviation has served Indigenous communities with unwavering dedication, ensuring our efforts go far beyond transportation. Recognizing the deep connection between cultural understanding and exceptional service, we launched a tailored Indigenous Cultural Sensitivity Training Program in 2023 as part of our commitment to reconciliation and inclusivity.

Led by Sara Echakar, this program was thoughtfully designed through extensive research and collaboration with Indigenous leaders and experts. The training provides employees with an in-depth understanding of Indigenous cultures, histories, and the lasting impacts of historical injustices. It also equips our teams with tools for effective, respectful communication and actionable allyship. Reviewed and endorsed by respected figures like Dr. Carry Miller and Elders Roy Mason and Ken Wood, the program ensures a balanced and authentic perspective.

This initiative has profoundly impacted the organization and the communities they serve.

Rebelleyus Consultations RH

Rebelleyus HR Consulting is a bilingual, Manitoba-based human resources consulting firm providing comprehensive HR services to organizations across the province. Operating with a lean and flexible model, the firm delivers recruitment support, workplace investigations, training, policy development, and strategic HR consulting. Rebelleyus is known for its strong focus on inclusion, cultural competence, and the realities of minority-language workplaces. Its founder, Julie Belanger-Belley, was awarded the Prix de distinction – Entrepreneur by the Chambre de commerce francophone in 2024 and named Entrepreneur of the Year in 2025, recognizing her leadership and impact within Francophone business communities.

Advancing Linguistic Inclusion in Manitoba Workplaces is a pioneering initiative that delivers fully French-language HR services across Manitoba. Designed to remove systemic language barriers, the initiative supports Francophone organizations, Francophiles, newcomers, and employees who do not speak English. More than translation, services are delivered through a culturally informed approach that strengthens inclusive hiring, leadership practices, and workplace culture. This initiative represents the first full-spectrum, locally based French-language HR service of its kind in Manitoba.

The initiative significantly expanded Rebelleyus HR Consulting’s reach, visibility, and credibility, positioning the firm as a provincial leader in Francophone and bilingual HR services.

Arctic Beverages

Arctic Beverages employs approximately 150 staff, with 70% based in Manitoba and the remainder across other provinces in Canada. The HR team consists of two members supporting the company with all HR functions.

Payroll is a key biweekly activity for HR and Operations. As the company grew, manual processes for tracking employee hours became unsustainable, prompting the need for a system upgrade to improve efficiency. Previously, employees submitted hours on paper, and managers entered them into spreadsheets - a process that wasted time and resources. 

They presented a payroll system upgrade to leadership that aimed to reduce payroll processing time by at least 50% and eliminate paper usage. They engaged with vendors to confirm pricing, implementation details, and training requirements for HR, managers, and employees. 

Post-rollout, they monitored adoption through manager feedback and usage checks. Within a month, all employees were successfully using the system, and managers were approving timesheets online. This eliminated manual data entry for HR and significantly accelerated payroll processing.

Stand Out Staff

Curbridge is a forward‑thinking HR consulting firm founded in 2020, focused on simplifying HR for business leaders and improving the work experience for their teams. In 2023, Lyndsay identified a gap in the job market: resumes were often generic, outdated, and misaligned with job postings, leaving employers overwhelmed and job seekers under supported.

Drawing from her own hiring challenges, Lyndsay created Stand Out Staff (SOS), transforming the traditional paper‑based resume into a digital, engaging, and more meaningful application experience. SOS asks job seekers relevant questions that help them stand out, while giving employers clear, consistent, easy‑to‑evaluate applications.

The launch of SOS has strengthened Curbridge’s reputation as an innovative, client‑focused leader in HR consulting. By offering a more transparent, human, and effective approach to candidate evaluation, SOS has increased client trust and set a new standard for modern recruitment support.

DriveHRIS powered by DealerPILOT

In 2025, their HR team led the development of a Workforce Intelligence Framework to strengthen how we manage, support, and develop our people. Prior to the initiative, HR processes were largely manual and varied across teams. The framework standardized core HR practices such as onboarding, performance management, development planning, and compliance, and aligned them with operational needs and employee well-being. Built using existing tools and internal expertise, the initiative focused on process redesign, consistency, and better use of information rather than new technology investment.

The initiative transformed how the organization operates. Leaders now manage their teams with clearer expectations and more consistent practices, while employees benefit from greater transparency, fairness, and support in a fully remote environment. Administrative workload was significantly reduced, allowing HR to focus on strategic guidance and workforce planning. The organization has seen stronger retention, increased internal mobility, and improved psychological safety. Most importantly, the framework established a scalable foundation that positions HR as a strategic partner and supports sustainable growth as the organization evolves.