Industry execs share their hiring and retention strategies
Bart Willmore, vice-president of human resources, Calgary Co-op: “Calgary Co-op is taking a multi-pronged approach to attract and retain talent. Beyond the basics of making sure wages and incentive plans are attractive and competitive, we are actively searching for talent at job fairs—both virtually and in person—and making sure we are reaching out to new Canadians and underrepresented groups. We are also putting significant investment into leadership development and training to develop existing managers and their skillsets to create a talent pipeline for our organization.”
Gaétane Wagner, chief human resources officer, Saputo: “We attract and retain talent by fostering an inclusive workplace that prioritizes well-being, offers competitive compensation and encourages professional growth. We support work-life balance through flexible schedules, hybrid work options, where possible, and paid time off. We also provide opportunities for our teams to engage with their local communities through our Volunteer Time Off program, giving employees a paid day to support a cause close to their hearts. This ensures our employees feel valued and motivated, helping us build a talented and dedicated workforce.”
READ: How grocers can tackle employee turnover
Shauna Wilkinson, vice-president, people and culture, Federated Co-operatives Limited: “At Federated Co-operatives Limited, and across the Co-operative Retailing System, we value our people and remain focused on a positive employee experience. This investment leads to attracting and retaining talent, improving productivity, and enhancing our brand reputation. Our employee promise is: ‘You’re at home here. At Co-op, you will find success, community and purpose.’ This promise is at the core of our recruitment and retention strategy and guides an employee’s experience throughout a rewarding career at Co-op.”
Megan Martinelli, chief people officer, Flashfood: “At Flashfood, we focus on mission alignment and hiring individuals passionate about our goal: feeding families, not landfills. This connection drives a highperforming team, ready to scale and grow with us. Our leadership prioritizes trust, transparency and open communication, encouraging feedback and celebrating accomplishments across the organization. We’re also intentional about developing future leaders by offering personal and professional growth opportunities, ensuring our team feels valued, supported and empowered to succeed.”
Palle Knudsen, senior director of retail operations, Georgia Main Food Group: “Our strategy prioritizes retention first with a focus on culture, growth from within, monitoring and enhancing engagement. We inspire a shared vision [by] establishing trust, listening to concerns, and looking for win-win solutions. Of course, competitive pay and benefits play an important role. In attracting talent, we feel culture and brand can do a lot of heavy lifting. Selecting candidates that fit our culture and have a desire to develop their skills is critical to our success.”
This article was first published in Canadian Grocer’s February 2025 issue.
