Q&A with Manulife Canada’s Michelle DeBeyer

A: A core part of my role is ensuring Manulife Canada is constantly evolving and continually looking for different ways to provide the best leadership and experiences for our employees from coast to coast. Our industry is transforming at a rapid pace, so ensuring leaders develop the skills and capabilities they need to effectively manage change is critical. To achieve this, we need to always have the right mindset and organizational readiness to support rapid transformation.

Q: What new programs or initiatives are you looking to implement?

A: We’re excited about the beneficial effects that artificial intelligence technologies can have within an organization. We’re embracing these technologies and are running a few pilot projects across the company. We’re also strongly encouraging our employees to test out and try using AI-powered tools to see how it can help them evolve how they work. There are a lot of opportunities to leverage AI tools within the HR space; however, as with all new technology advances, we need to ensure we have the right leadership capabilities to manage and guide our teams through change and transformation.

Read: ChatGPT a game-changer for benefits communication, but risks remain with full automation: expert

Q: What programs do you consider the most successful or that you’re most proud of?

A: I’m proud of our Podium recognition program, a digital tool that enables employees to recognize and show support to their peers, teams and leaders. Every full-time employee is given a set number of rewards and points to give away every year, which can be redeemed for a number of items and gifts or rewards can be donated to certain charities. Podium has helped Manulife create a culture of gratitude that equally helps foster collaboration across teams. In fact, at Manulife globally, someone is recognized in Podium every 63 seconds, with more than 290,000 recognition awards received in the program as of Sept. 1, 2024.

Q: How do you judge the success of a program or initiative?

A: In today’s day and age, data is everything and the same holds true for HR. I believe we should use data for every aspect of the HR function — benefits plan member utilization, employee surveys and anecdotal feedback. If a program is universally used and loved, then it’s successful.

Q: What key HR issues do you expect in the coming year?

A: As I look to the next 12 months, I’m most focused on how I can continue to support our employees’ well-being and growth amid rapid transformation. This continues to be one of the biggest challenges for all HR leaders and needs constant evaluation and attention.

Read: 2023 Consultants Report: How are consultants helping plan sponsors make the most of their benefits, retirement data?

Q: What do you like to do in your free time? What are your hobbies?

A: I love to spend time with my family, especially at our cottage where we go swimming and hiking, enjoy a good book and share family meals together. I have three daughters who are now young adults, so any time I get to spend with them is extra special.

Q: What’s your favourite employee benefit and why?

A: My favourite benefit would have to be the company’s mental-health benefit, which provides $12,000 in coverage per year to each eligible employee, as well as the same amount for each of their dependants. Life can often feel overwhelming, which is why supporting mental health is very important to me. I know my family appreciates this support as well.

Lauren Bailey is an associate editor at Benefits Canada and the Canadian Investment Review.