Employee Spotlight: Justine Preventis

Justine Preventis, CCL, Senior HR Business Partner

Meet Justine Preventis, Kii Health’s Senior HR Business Partner. Justine plays a key role in aligning Kii Health’s HR initiatives with business goals and provides guidance on HR policies, supports change management, and drives initiatives that enhance employee engagement and well-being. With a deep understanding of employee and business needs, Justine offers invaluable insights into ensuring HR strategies are positioned to drive the overall success of your organization.

1. How do you see the role of HR evolving in supporting employee well-being, especially in today’s fast-changing work environment?

Well-being is a concept that continues to evolve, creating opportunities for HR professionals to focus on emerging trends and diverse needs. The role of HR changes with that, in that we need to actively listen, learn, and understand these unique themes to better support employees.

Our key responsibility in HR would be to coach leaders on fostering a safe and open space where employees feel comfortable sharing their needs and aspirations. By cultivating trust, HR leaders can help create a more supportive and responsive workplace. I see a significant opportunity for HR to bring creativity, active listening, and thoughtful strategies into the process of employee well-being, ensuring that initiatives are tailored and effective.

2. What are some key trends in workplace health and wellness that HR leaders should be paying attention to?

First and foremost, mental health support continues to be a critical priority, with an increasing focus on providing resources for things such as stress management, burnout prevention, and access to counseling services. Employee and family assistance programs (EFAPs) and mental health days are becoming more common as companies recognize the impact of mental health on overall well-being and productivity. There is also a growing emphasis on work-life balance, especially as remote and hybrid work models have become more prevalent. At Kii Health, we focus on creating work policies and promoting flexibility to allow for healthy boundaries between work and life while fostering a culture that respects employees’ time away from work.

Physical health initiatives are evolving as well, with a shift towards holistic wellness programs that go beyond gym memberships. Companies are offering wellness stipends, promoting physical activity challenges, and focusing on ergonomic workplace designs to reduce physical strain.

Finally, diversity, equity, and inclusion (DEI) initiatives are being integrated into wellness programs. Companies are recognizing that employee well-being is deeply tied to creating an inclusive environment where all individuals feel valued and supported. As these trends continue to shape the Canadian workplace, HR leaders should stay proactive in listening to employees, adapting to new needs, and fostering a culture of well-being that reflects these evolving priorities. Offering flexible programs that help support the needs of our employees can go a long way. An example of that is in the Diversity Days we offer to all Kii Health employees. Outside of the regular stat days, we recognize that there are other important events and celebrations that take place, and we offer these as a way to support our team members in taking time off without worrying about using their vacation days. We also recently expanded the use of Diversity Days to include volunteerism where employees can dedicate one Diversity Day to a volunteer initiative. For example, every December I use one of my days to volunteer with Holiday Helpers. It’s so fulfilling and just another example of adding balance.

3. In your experience, what are the most impactful ways companies can support employees’ mental health and overall well-being?

By creating robust support systems that ensure employees feel they are in a safe space, no matter where or how they are working. This includes offering accessible mental health resources, fostering open communication, and building a culture of trust where employees feel comfortable discussing challenges without fear of judgment. Whether in the office, working remotely, or in hybrid setups, it’s crucial that employees know they have support and that their well-being is a priority. For example, all employees at Kii Health have access to our self-guided CBT program, a resource for managing their mental health in their own way with flexibility and privacy.

4. What are some of the biggest challenges HR professionals face today when it comes to supporting employee well-being?

One of the biggest challenges for HR professionals is recognizing that employees have diverse needs and learning styles. Just as people learn in different ways, their well-being needs vary, which makes it difficult to create one-size-fits-all solutions. Having the right support systems in place to address these unique needs is crucial but challenging. Additionally, being selective in the programs and resources offered can sometimes lead to feelings of exclusion, as not every initiative will resonate with every employee. Balancing the need for broad support while ensuring that no one feels left out is a constant challenge for HR.

5. What role does leadership play in fostering a culture of well-being, and how can HR help ensure that well-being initiatives are supported from the top down?

There needs to be strong buy-in. Having programs in place that leadership genuinely believes in, promotes, and actively advocates for is key to ensuring their success. When leadership leads by example and prioritizes well-being, it signals to employees that these initiatives are a priority for the organization. HR can support this by working closely with leaders to help them understand the importance of well-being, equipping them with the tools and language to promote these initiatives, and ensuring that well-being remains top of mind in all employee interactions. By aligning leadership with wellness goals, HR can create a more cohesive and supportive culture for all employees.

6. What advice would you give to HR leaders who are looking to strengthen their approach to employee health and wellness?

Embrace the possibility of making mistakes. It can be intimidating, but those moments often lead to valuable insights and opportunities for growth. The key is to remain adaptable, listen closely to employees’ feedback, and continuously assess what’s working and what isn’t. By being open to learning from missteps, HR leaders can create more effective, responsive wellness programs that truly meet the needs of employees.

7. What inspires or motivates you in your day-to-day work?

This is my favourite question. What inspires and motivates me in my day-to-day work is the opportunity to learn from everyone I interact with. Each day brings something new, and I find energy in connecting with people at all levels, which constantly enriches my understanding and perspective. The chance to help make a difference, no matter how big or small, drives me forward. However, my absolute favourite moments come from shaping the employee experience—whether it’s sending that exciting “you’re hired” message or delivering the “congratulations on your promotion” letter. Those moments of impact are what truly make my work feel meaningful.

8. How do you think workplace needs are evolving when it comes to health and wellness support?

One of the key ways workplace needs are evolving when it comes to health and wellness support is the growing focus on work/life balance. As remote and hybrid work models become more common, employees are seeking greater flexibility to manage both their professional and personal lives. This shift means companies need to offer more than just traditional benefits; they must support employees in maintaining healthy boundaries, managing stress, and prioritizing their well-being. Providing flexible schedules, mental health resources, and fostering a culture that respects personal time are all important in addressing these evolving needs.