Q&A with SE Health’s Matt Snyder

A: One of the most exciting initiatives we’ve recently launched is a caregiver benefit that’s designed specifically for our employees who are balancing care responsibilities at home and at work — and double-duty caregivers. It provides respite support from a certified personal support worker at no cost to them. This benefit and other caregiver peer support and tools were built with direct input from our staff and that makes a difference. We also introduced an earned wage access program, which lets employees access a portion of their earnings ahead of payday. It has helped staff avoid high interest loans and manage unexpected expenses more confidently.

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

A: There are three things I look for: utilization — if people are using a benefit, we know it’s meeting a need; qualitative feedback — we hear stories from employees about how a program helped them or their families and those stories matter deeply; and engagement — when employees feel heard and see tangible action in response to their feedback, it builds trust and a stronger culture.

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

A: The caregiver benefit is one of our proudest accomplishments — it provides employees with peace of mind and real help. For newcomers to Canada, our virtual care program bridges a gap in the current healthcare system by providing timely access to primary care. We also introduced the SE flex program, which allows eligible employees to take a flex day each month for religious holidays, medical appointments or personal time — a small but powerful way of saying we trust them to manage their time.

Read: 6.1 million Canadian workers juggling jobs and caregiving: report

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

A: Navigating the evolving health human resources landscape is a major challenge. With increasing retirements and rising demand, there’s a widening gap in supply. We’re responding with a diversified rewards strategy and by leaning into our People Everything philosophy. It’s about making SE Health a place where people feel valued and supported — where they want to stay and grow. Engagement scores matter, but at the end of the day, it’s about building a culture where people know they come first.

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

A: Sustaining momentum. We’ve introduced some great benefits and now we need to maintain that level of innovation and delivery. One area we’re exploring is workforce housing — not just affordable rent in high-cost regions, but also initiatives that support pathways to home ownership. We’re investigating how we can partner to promote access to housing opportunities, as well as how we can adjust our benefits offerings to encourage and contribute to saving opportunities.

Read: Survey finds Canadian employers investing in innovative wellness benefits to drive attraction, retention efforts/

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

A Family time is my priority. I’m also passionate about health and fitness. I stay active through sports, which helps me recharge. I love to read and have become an avid podcast and audiobook listener, especially around leadership and HR. I follow thought leaders like Josh Bersin to stay ahead of trends in the HR space.

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

A: Our virtual care program stands out for me. It has made an incredible difference in giving our team — especially those without a family doctor — fast access to care. It reduces reliance on emergency services and supports better health outcomes, all while aligning with our mission to bring hope and happiness to people in need.

Sonya Singh is an associate editor at Benefits Canada and the Canadian Investment Review.