Q&A with the HRPA’s Sachi Kittur

A: We’re doubling down on two key areas that reflect where the world of work is heading. First, we’re focused on future-ready upskilling for the adoption of artificial intelligence. We want to build our internal teams’ confidence — not fear — in emerging tools and ensure they’re equipped to work alongside AI and future-proof their careers.

Read: Impacts of AI, upskilling, flexible work among employers’ HR priorities for 2025: expert

Second, we’re reimagining total rewards through personalization. With four generations in the workforce, a one-size-fits-all model no longer works. We’re building a flexible, values-based rewards framework that allows employees to choose the benefits that matter most to them, whether that’s fertility support, eldercare, mental health or financial wellness.

Q: How do you define success when launching a new initiative?

A: For me, success starts with energy and engagement. Whether we’re piloting a new benefit or hosting a lunch and learn, the real test is how quickly people show up and lean in. You can’t fake genuine participation — it’s the clearest sign something is resonating and creating traction.

Q: Which recent program are you most proud of?

A: We recently launched a quarterly company roundtable. It’s a two-way dialogue built into our all-hands meetings that allows employees to submit anonymous questions ahead of time and also highlights great work across teams. Feedback from the pilot was very positive. People appreciated the casual, inclusive format and the space it created for curiosity, honest discussion and recognition. It’s already becoming a valued part of our workplace culture.

Q: What’s the biggest challenge you face in your role?

A: We’re operating in an environment shaped by constant disruption — economic shifts, geopolitical tensions and accelerating technology adoption. The real challenge is helping our people stay grounded and focused when the world feels anything but. Building a stable, resilient culture in uncertain times is a shared priority, and I believe we’re equipped to navigate it.

Q: What key HR or total rewards issues are you focused on this year?

A: We’re expanding support in two areas that have historically been under-resourced. One is women’s health — including reproductive care, menopause support and fertility navigation. The other is mental well-being. We’re evolving beyond traditional employee assistance programs to offer 24/7 access to virtual therapy and digital-first support tools.

Read: The Plan Sponsor’s Guide to Women’s Health

We’re also extending these benefits to dependants and family members and rolling out more flexible policies to proactively reduce burnout and support long-term well-being. These aren’t perks — they’re essentials in creating a healthier workplace.

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

A: Our AI-enabled, on-demand mental-health support. It gives employees private, immediate access to care when they need it. That kind of accessibility can make a real difference in today’s fast-paced workplace.

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

A: When I’m not building tech — I’m also the founder of an AI startup in the [consumer packaged goods] space — you’ll usually find me outdoors. I love discovering new hiking trails outside Toronto and the hidden foodie spots that come with them. Nature and food are my go-to ways to reset.

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