Q&A with Seaspan’s Hamed Heydari

A: In alignment with our commitment to diversity, equity and inclusion, we’re expanding our family-building and support programs to better meet the evolving needs of our employees and their families. These enhancements include increased coverage for fertility and surrogacy-related medical expenses, extended paid maternity and parental leave to include foster parents and wider access to childcare benefits for eligible employees.

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

A: We evaluate the success of our programs and initiatives by focusing on both impact and employee experience. We regularly analyze plan utilization trends and year-over-year changes to understand how effectively our benefits support employees’ needs. In addition, employee feedback provides valuable insights into participation levels and overall satisfaction, helping us continuously refine and enhance our offerings.

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

A: In 2024, we increased our mental-health coverage limit by five-times to ensure employees have meaningful access to the care they need. We also launched targeted communications to raise awareness about the importance of mental well-being and how employees can take full advantage of the available resources. As a result, utilization rates have grown significantly and we’ve received strong positive feedback from employees.

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

A: The benefits landscape is becoming increasingly complex as employees’ needs evolve and competition for talent intensifies. Benchmarking is difficult because, unlike compensation, benefits offerings vary widely and often include qualitative elements that are hard to measure. Since the pandemic, benefits costs have risen faster than inflation, making it essential to balance affordability with programs that genuinely support well-being.

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

A: Employees’ benefits preferences — particularly among younger generations — are shifting towards programs that promote greater work-life balance and overall well-being. Recent surveys show flexibility and paid time off have become top priorities, with employees increasingly valuing time to rest, recharge and spend with family. In response, organizations are expanding paid time off. Finding the right balance between employee expectations, cost management and maintaining productivity remains a key challenge.

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

A: I’m passionate about playing soccer and usually play once or twice a week. It’s a great way to stay active and connect with friends outside of work. I also enjoy playing online chess — I find it both relaxing and intellectually stimulating, as each game presents a unique puzzle to solve.

Read: Employers seeing paramedical claims return to pre-pandemic levels

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

A: My favourite benefit is our paramedical coverage. I really value the flexibility it offers to access a wide range of practitioners — from massage therapists and chiropractors to physiotherapists and dietitians. As someone who plays soccer regularly, I find preventive massage therapy and post-injury treatments especially helpful for recovery and maintaining overall well-being.

Blake Wolfe is the managing editor of Benefits Canada and the Canadian Investment Review.