Q&A with Marriott Hotels of Canada’s Candice Li

A: We’re considering providing more flexibility and inclusive benefits in our health coverage, family support program and paid leave plans to better meet the diverse needs of our employees and their families. Mental health remains a crucial pillar of our wellness program and we’re committed to expanding our network of practitioners for greater accessibility and support.

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

A: We consistently monitor participation rates, utilization statistics and engagement scores to ensure our employees are both aware of and satisfied with the benefits provided. Our intranet hosts all benefits programs, allowing us to monitor the number of visits, which helps us understand our employees’ needs and tailor our communications strategy accordingly. We also share employees’ personal experiences through videos and stories, which are widely distributed internally across Canada.

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Q: What programs do you consider most successful/you’re most proud of?

A: With an increasing number of generation Z employees, we recognize student loans are a significant burden for them. To address this, we designed a student debt repayment program with employer matching up to five per cent. The program has generated significant interest across Canada, with several employees already paying off their loans since joining.

Q: What top challenges do you face in your role?

A: As a benefits manager, I constantly have ideas for new benefits that could be offered to employees and their families. However, not all of these ideas can come to fruition due to budget constraints or shifting priorities. I’m very grateful for our exceptional leaders who never dismiss my ideas outright. Instead, they prioritize and reassess all potential options annually. For instance, this year we successfully increased dental and mental-health coverage, which has proven to be highly valuable to our workforce.

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

A: With gen Z becoming a growing segment of our workforce, they’re seeking alternatives to traditional benefits, such as flexible work options, mental-health support and personalized benefits that align with their lifestyles. Companies will need to innovate their offerings to attract and retain this demographic. Additionally, the economic slowdown will require organizations to balance competitive total rewards offerings with cost management to maintain employee satisfaction and engagement.

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

A: Travel is definitely my No. 1 passion, which is why I chose to work in the hospitality industry. Exploring the world with my loved ones provides the best opportunity to understand different cultures and values, helping me maintain an inclusive mindset. Disconnecting and shifting focus during travel also significantly contributes to our mental well-being. When I’m not travelling, my little one year old and eight-year-old dog always keep me busy.

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

A: Our Explore by Marriott Bonvoy program provides access to discounts across our entire portfolio of more than 35 hotel brands and 8,500-plus properties. It allows us to experience the power of travel with discounted room rates, food and beverage discounts, unique experiences and more. Plus, we can share the hotel room discount with friends and family. This benefit allows me to plan memorable family vacations and enjoy quality time with loved ones.

Jennifer Paterson is the editor of Benefits Canada and the Canadian Investment Review.