Lori Sone-Cooper CEC, PCC, CHRL

When budgets are limited, how can you still attract and retain top talent? The answer lies in reframing your total rewards strategy beyond compensation alone. Today's professionals seek a holistic value proposition that includes flexibility, career development, recognition, and cultural alignment. HR leaders who help employees see the full value of their employment experience foster deeper trust and stronger engagement than those focused solely on pay. https://lnkd.in/geRswz4j Benefits Canada

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In her latest article for HRM Outlook, our Chief People Officer, Cerys Cook, explores why culture is foundational to business success. From strategy execution to innovation and retention, intentional culture-building drives performance at every level. Discover how leaders can shape culture to unlock their organization’s full potential. 📖 Read the full article: https://lnkd.in/g2yRNunJ #CompanyCulture #Leadership #HR #PeopleandCulture

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Are you leaving money on the table at work? 77% of Canadian professionals don’t fully utilize their workplace benefits. These benefits aren’t just perks—they’re a key part of your total compensation and can help boost cash flow, support your savings goals, and build long-term wealth. In our latest article, we break down: ✔️Common employer benefits ✔️Smart ways to maximize their value ✔️How to make them work harder within your broader investment strategy Read the full article here: https://lnkd.in/g2ZMwUAc

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87% of U.S. employers and 79% of Canadian employers have job security policies in place, including upskilling, flexible staffing, and emergency funds. So why do nearly half of hiring managers in both countries say employees are more worried than last year? Uncover the full story and see what leaders can do differently at the links below: 🔗 https://bit.ly/45Z8MXp (America) 🔗 https://bit.ly/488Ggns (Canada) #AmericaEmployed #CanadaEmployed #EmploymentTrends

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AI for HR: A Game-Changer, not a Replacement I recently explored AI for HR by CPHR BC & Yukon, and I couldn't agree more with its approach—rather than avoiding AI, we should embrace it strategically, maximizing its benefits in a way that’s clear and comprehensible. When ChatGPT first launched years ago, data privacy was a major concern and the connotation that anyone who uses AI are lazy haunts me. Opening the application before just to paraphrase a commentary post makes me extremely nervous. 😅 While these concerns are valid and are still true at present, I've always believed that AI is here to stay. The key is using it wisely and creating avenues for people to leverage it effectively. What I loved about AI for HR is its structured guide to effective prompts, making HR work not only more efficient but also more impactful. The detailed prompts for each competency ensure HR professionals can harness AI while keeping data protection, plagiarism, and copyright a priority. AI, after all, should enhance human knowledge and output—not replace it entirely. Interestingly, this discussion ties into our WakeUp HR session last Friday, where we tackled an important question: "What do employers think about the use of AI?" The responses were as diverse as HR itself—some leaders welcome AI for its efficiency, while others remain cautious about data security, job displacement and accuracy of information. This conversation reinforced the critical role HR plays in guiding responsible AI adoption within organizations. No matter how advanced AI gets, HR will never lose its heartbeat—because it's called Human resources for a reason. 😉 #AIforHR #HumanResources #FutureOfWork

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In uncertain times, leadership matters more than ever—and HR is at the helm. This piece by @LaurenJohnson of @HRD Canada featuring Carlie Bell, our Director of Consulting, explores how HR teams can guide organizations through turbulence with confidence, clarity, and care. From crisis response to culture-building, it’s a reminder that HR isn’t just a department. It’s a driver. 📰 Read it here: https://hubs.li/Q03CMgmj0 #HRLeadership #CitationCanada #FutureOfWork #PeopleFirst #HRSolutions

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This book is that leap—for HR leaders, executives, and middle managers ready to move beyond performative change and into real, courageous leadership. We face a critical opportunity in Canada’s push to reboot and future-proof our economy. One of our greatest untapped natural resources? The leadership potential of women in STEM (science, tech, engineering, math). Yet women still make up less than 25% of the STEM workforce, and fewer than 15% hold leadership roles. This isn’t just a social gap - it’s an economic liability that worsens labour shortages and stifles innovation. Why does progress stall? Not due to lack of talent, but because of persistent cultural barriers - and the decisions made in the shadows by those in power. I've seen how executives can unknowingly (or deliberately) redirect teams toward a façade of transformation, draining trust and momentum. The Emboldened Warrior speaks directly to this. It explores: - The pack mentality that suppresses voices and fuels toxic norms, - How to identify and replace toxic leadership with inclusive, high-performing leadership, - The true forms of allyship that create meaningful change, - And why social intelligence: empathy, self-awareness, collaboration, navigating difficult conversations with positive outcomes - isn’t just soft skills; it’s the hard edge of future-ready leadership. I share my “living lab” journey of leading sector-wide culture change. It's not theory - it’s field-tested insight on what it takes to lead with courage, clarity, and purpose. This book is a call to action for leaders who believe in productivity and positivity, performance and inclusion. Because when women lead, economies grow. And when social intelligence becomes the norm, workplaces thrive. Got to: www.centreforsocialintelligence to be added to the pre-order list. It will be launched this fall. Also by clicking this link you can take advantage of the dynamic and impactful online training that will help you immediately improve your workplace culture. Let’s stop confusing motion with progress - and start building cultures that are bold, inclusive, and built to last. Rechie Valdez Frances McRae Joanna Baker Timothy Hodgson Michael Vandergrift Glenn Hargove Amélie Roberge Ray Edwards Kyle Harrietha Todora Rogelja Barbara Bomfim, PhD Matthieu Perrotin Marco Mendicino Staffan Norin Tracey Ramsey Alicia Cramer Marilou McPhedran Shannon Stubbs Paulette Senior, ICD.D Julie Ireton Leisha Grebinski Pierre Gratton Lisa McDonald Gordon Murray #TheEmboldenedWarrior #WomenInSTEM #InclusiveLeadership #SocialIntelligence #CultureChange #WorkplaceTransformation #Allyship #LeadTheChange

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Globally, 40% of new managers quickly seek to change roles, whether or not the new role involves management. In Canada, organizations are facing the same challenges. Recruiting or promoting managers has become a difficult task, and keeping them in these roles is proving to be just as challenging. These findings raise important questions about compensation strategies and talent management. Here, we explore the key factors affecting the attraction and retention of new managers and offer practical solutions to address this issue. https://lnkd.in/eeZvH8Kx

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Artificial intelligence is rapidly transforming HR practice. Yet an important question remains. How do HR professionals actually experience AI driven people analytics systems in their everyday work? I am grateful to share our research, posted on SSRN following the McGill University and UCW Business Tech Symposium and developed while I was at University Canada West. Co-authored with Hamed Taherdoost and Mitra Madanchian, Ph.D., the paper examines AI driven People Analytics Platforms in HR through a critical discourse analysis lens. We examined how tools designed to support “data-driven decision-making” also shape professional identity, power relations, and everyday HR practice. The paper contributes to ongoing research on AI in HR by foregrounding how analytics systems are experienced, interpreted, and navigated in practice, rather than evaluated solely through technical performance. The paper is available on SSRN: https://lnkd.in/dadKEyKr #AIinHR #PeopleAnalytics #ethicalAI #HumanResources #Symposium McGill University McGill University – Faculty of Law

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AI can screen resumes, schedule interviews, and even suggest personalized training paths in seconds. But there’s a catch…AI can’t read the room. It can’t spot soft skills or build trust. And 84% of candidates still prefer a human for resume review and first-round interviews. For HR leaders, the challenge isn’t whether or not to use AI anymore. The challenge is figuring out how to use it without losing the human element. Our recent blog breaks down the practical ways AI is shaping recruitment, onboarding, and professional development. Plus, how to keep people at the center of every decision. Read Artificial Intelligence in HR: Examples, Statistics, How to Use it, & Where it’s Headed here: https://bit.ly/4mF3kOt

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I'm thrilled to announce that Integral HR Solutions Inc. is partnering with Lambton County Developmental Services to create a robust Succession Plan. Collaborating with Nick Salaris and the executive leadership team, we are developing sustainable leadership for tomorrow's challenges. LCDS serves some of our community's most vulnerable populations. We are tasked with ensuring seamless leadership transitions that preserve both operational excellence and the compassionate culture that shapes their impact. Our partnership extends beyond identifying potential successors or creating organizational charts. We're developing a leadership growth ecosystem that nurtures multiple levels of impactful leaders while maintaining the organizational wisdom that makes LCDS highly effective. The succession plan will ensure that LCDS continues to thrive despite personnel changes, economic challenges, or shifting community needs. When community organizations invest in systematic leadership development, the benefits go well beyond internal operations. Stronger leadership capacity leads to more innovative programming, improved community partnerships, and ultimately better outcomes for the individuals and families LCDS supports. At Integral HR, we believe that lasting community impact depends on sustainable leadership development. Our long-term partnership with LCDS demonstrates our dedication to empowering organizations that strengthen our communities. #SuccessionPlanning #CommunityLeadership #LeadershipDevelopment

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Stronger leadership, stronger inclusion. The CMA 2025 EDI Report reveals significant progress in Canadian marketing: 17% more organizations strengthened diversity in their senior leadership teams this year compared to 2024. Why does this matter? Organizations with diverse leadership consistently: ✅ Drive stronger inclusion outcomes ✅ Experience fewer declines in employee engagement ✅ See reduced preventable staff loss This year’s data highlights a clear trend: when organizations embed equity at the leadership level, they create more resilient, engaged, and high-performing workplaces. Explore the full findings: https://lnkd.in/enasrtge #EDI #Leadership #Inclusion #CMACanada #MarketingLeadership #FutureOfWork

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