Information for Employers

So, you want to hire a professional to build a healthy, high-performing work culture but are not sure where to start? Or maybe you know where to start, but are not sure what competencies the ideal candidate should have. Or, you have someone in place, but aren't sure how to fully support them and set them up for success? Then you are in the right place!

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Keep reading to learn about the ideal scope of practice, what to pay, where to find talent, and how to support them.

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Scope of Practice / What the Role Entails

The main objective of a Workplace Well-being and Performance Practitioner is to facilitate a culture where people and business thrive. They are a strategic partner that works collaboratively with all stakeholders to prevent harm, manage risk, and promote a positive, healthy, safe, and productive work environment. They do this by dovetailing business unit strategies with people’s needs. They take a systems approach by assessing stakeholder priorities and employee needs to ensure that the workplace benefits, training, policies, daily practices, values, programs, and all other drivers of culture are measurably positioned to achieve the best possible solutions for all. Finally, they equip leaders with the skills they need to support people to thrive within their teams and departments.

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The practitioner acts as a consultant to senior leadership—a vice president, executive director, CEO, owner, or similar level to support a thriving and high-performing work culture. They are a key stakeholder in supporting all major business functions. The practitioner's role is to provide guidance and expertise in areas such as employee engagement and organizational development to help the senior leadership team make informed decisions that align with the company's goals. By collaborating closely with the leadership team, the practitioner can help create a positive work environment that fosters innovation, productivity, and growth. 

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Responsibilities 

• Dresser un tableau clair et unifié des mesures et des analyses relatives au personnel afin d'identifier, avec les parties prenantes, des stratégies permettant de répondre aux besoins des employés d'une manière mesurable et cohérente avec la vision, la mission, les valeurs, l'objectif général et les objectifs stratégiques de l'organisation.

• Consult with stakeholders and leadership teams on matters pertaining to culture, well-being, and performance.

• Influencer positivement les parties prenantes sur les principaux facteurs d'influence culturelle. Il peut s'agir de politiques, de pratiques quotidiennes, d'avantages sur le lieu de travail, de formation, de valeurs (équipe et/ou organisation), de programmes, de conception du travail, etc.

• Donner vie à l'objectif de l'organisation d'une manière qui soit conforme aux valeurs des parties prenantes en tant que principe directeur pour toutes les décisions, tous les objectifs et toutes les activités importantes.

• Augmenter la productivité et l'efficacité en instaurant une culture de la confiance et de la sécurité sur le lieu de travail.

• Contribuer à créer une impression favorable de l'entreprise en veillant à ce que l'ESG, la RSE, l'EDIB et tous les autres processus d'entreprise soient conformes aux valeurs des parties prenantes.

• Promouvoir la santé et la sécurité mentales en dotant les responsables des connaissances nécessaires pour mettre en œuvre les normes définies par le comité de santé et de sécurité psychologiques.

• Favoriser un environnement de travail prospère en donnant à chacun la possibilité de s'exprimer et en le responsabilisant.

• Constituer et encourager une équipe enthousiaste qui aime son travail et qui est bénéfique pour elle sur le plan physique, mental et créatif.

• Save money by decreasing such time-wasting occurrences as absenteeism, presenteeism, extra effort, disability claims (both temporary and permanent), disengagement, and more. 

• Work in tandem with upper management to anticipate problems with staff and provide advice and experience to aid in the formulation of novel solutions.

• Demonstrate genuine teamwork, shared leadership, inclusivity, and a coaching mindset in all interactions.

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Experience and Education

• 5 years or more of related experience OR

• A related university degree and a minimum of 3 years of experience OR

• A related post-graduate diploma and 4 years of experience

• A Workplace Health and Performance Practitioner Certification is an asset.

• Experience serving in a formal organizational well-being or workplace health promotion role, human resources and/or being a member of or chairing a worksite well-being and performance committee. 

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Competencies

• Communication: Effective communication skills to build relationships with stakeholders, convey complex information in a clear and concise manner and provide feedback in a constructive manner.

• Interpersonal skills: Ability to work effectively with diverse groups of people, build rapport, and develop positive relationships. 

• Empathy: Understanding of the needs, feelings and perspectives of others and the ability to respond appropriately.

• Adaptability: Ability to adjust to changing situations and respond positively to new challenges.

• Problem-solving: Ability to analyze complex situations and develop effective solutions.

• Leadership: Ability to inspire, motivate and guide others towards common goals and objectives.

• Organizational skills: Ability to prioritize tasks, manage time and resources effectively and meet deadlines.

• Continuous improvement: Willingness to continuously learn and improve oneself and to promote ongoing improvement within the organization.

• Ethical conduct: Ability to act with integrity, professionalism and ethical behaviour, and to maintain confidentiality.

• Customer focus: Ability to understand and respond to the needs of internal and external customers.

What to Pay

It is important to note that salary ranges for Workplace Well-being and Performance Practitioner may vary depending on factors such as location, level of experience, and specific job responsibilities. Additionally, organizations may offer additional benefits such as health insurance, retirement plans, and professional development opportunities. 

In Canada, a workplace well-being and performance practitioner can expect to earn a mean annual salary of $72,072, or around $36.96 an hour. The starting salary for entry-level employment  is $60,367 per year, with the maximum salary for a highly experienced worker being over $100,000 for a management level and $120,000 - $160,000 for Director level.

• Prairies (SK, MB)

• East coast (ON, QU) (Jobbank, 2023)

• West coast (AB, BC) - (AlbertaAlis, 2001-2023)

• Atlantic region

Hourly wages vary by community/area, ranging from low to median to high (Jobbank, 2023).

• Ontario - $21.54 - $39.42 - $56.41

• Alberta - $25.00 - $45.64 - $56.20

• British Columbia - $21.30 - $37.00 - $53.49

• Quebec - $21.00 - $41.00 - $59.83 

Where to Find Talent 

Employers can find talented Workplace Well-being and Performance Practitioner by searching for professional associations and organizations that specialize in this field. They can also look for referrals from other companies or from colleagues who have worked with successful well-being practitioners in the past.

Another option is to advertise the job opening on job boards or social media platforms that cater to HR and health and well-being professionals. This can help to attract a wider pool of candidates with diverse backgrounds and experiences in workplace well-being. Additionally, employers can consider partnering with universities or training programs that offer certifications or degrees in workplace well-being, as these individuals may be well-equipped to meet the needs of the organization. Ultimately, it is important for employers to carefully evaluate the skills, qualifications, and experience of each candidate to ensure they are the right fit for the job and can effectively support the well-being of their employees (Pratt, Thibodeau and Snider, 2017- 2023). 

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Furthermore, employers can also leverage technology to find talented Workplace Well-being and Performance Practitioner. There are various online platforms and tools that can help connect employers with qualified professionals in this field. 

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For instance, some websites offer a database of certified Workplace Well-being and Performance Practitioner, allowing employers to search for candidates based on their location, expertise, and experience. Additionally, some software solutions can help employers assess the well-being of their employees and identify areas for improvement, while also providing access to a network of trained professionals who can offer support and guidance. By utilizing these resources, employers can streamline the hiring process and ensure that they are able to attract and retain top talent who value a company culture that prioritizes employee well-being and support. This can ultimately lead to increased productivity, job satisfaction, and overall success for the organization (lumen, 2023).

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Supporting your Practitioner

The industry of workplace well-being and psychological health and safety is ever-growing.  Providing practitioners with opportunities for ongoing professional development will help keep them on the leading edge. Providing them with membership to Wellness Works Canada will help them liaise and learn best practice from fellow practitioners and thought leaders in the industry. If they are not yet certified, encourage them to become a Certified Workplace Health and Performance Practitioner.

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Of utmost importance, is giving them the authority to facilitate change. Their job is not to simply offer lunch and learns or fitness challenges. It is about making strategic and sustainable cultural shifts. For them to be successful, they will need to have access to senior leadership to facilitate meaningful change. They will be helping all leaders in the organization take a people-first lens to all decisions to ensure that there is no potential harm, and if there is, help to ensure there are protective factors in place to help all employees effectively do their jobs and thrive.

If you need support, please reach out to our team.