Christine Rupp is an accomplished HR professional with 20 years of experience in talent management, employee development, and strategic leadership. She began her career as an HR representative in the consumer packaged goods industry, focusing on performance appraisals, onboarding, talent acquisition, and coaching managers. She was key in implementing a new HRIS system and led learning and development initiatives across Canada, the US, and Mexico.
Transitioning to an HR manager role in the footwear and apparel industry, she supported distribution and manufacturing while beginning her people leadership journey. Christine then became the HR lead for an HVAC and refrigeration company, overseeing employees including highly technical service teams. Her diverse industry experience and strategic approach to HR leadership have shaped her expertise in employee engagement, operational efficiency and organizational growth.
In an interview with Manage HR Canada, Christine Rupp highlights Canadian Tire Corporation's commitment to innovative HR solutions, maximizing benefits utilization and staying ahead of trends to remain an employer of choice.
Can You Describe Your Daily Responsibilities And Key Focus Areas As An HR Business Partner At Canadian Tech Corporation?
As an HR business partner at Canadian Tech Corporation, I provide strategic HR solutions to support the business. My client groups rely on me to help interpret policies and procedures, resolve challenges and drive HR-related initiatives. Beyond advisory responsibilities, this position involves a significant amount of project work.
Currently, I am leading our second round of supervisorlevel assessments. I designed the assessment tool, developed a data collection and analysis system and prepared reports to share insights with the organization. I also created training materials to help employees develop key competencies identified through the assessment process.
We Focus On Connecting Employees With Benefit Providers To Maximize Program Utilization.
In this role, I support the Marks Commercial and Sport Chek divisions and the distribution centers in Ontario and Alberta. My day-to-day responsibilities vary, from partnering with leaders on workforce planning to coaching managers on employee relations and engagement strategies. Every day presents new challenges and opportunities to contribute to the company’s success through strategic HR initiatives.
What are the key challenges and pain points currently affecting the benefits administration industry?
In my role supporting the business, I have noticed that employees often don’t fully understand or utilize their benefits, which extend far beyond medical and dental coverage. Our buffet-style program offers flexibility, yet many employees don’t take full advantage.
From a benefits administration perspective, cost is a constant challenge—determining how much the organization should cover versus what employees contribute. Another challenge is finding ways to avoid a one-size-fits-all approach. Striking a balance that allows employees to choose the best options for themselves and their families is key.
Increasing engagement with lesser-known benefits, such as employee assistance programs or our partnership with Vengo, is another challenge. Promoting these perks effectively and integrating them into the workplace culture remains an ongoing effort.
Given These Challenges, What Emerging Trends Or Technologies Are Helping To Bridge This Gap In The Benefits Administration Industry?
External collaboration is a key way providers are addressing these challenges. Our providers are eager to engage directly with employees and promote their products and services. Organizations can benefit by leveraging these partnerships instead of managing everything internally.
Have You Implemented Any Initiative To Enhance Benefit Education And Help Employees Maximize Their Available Resources?
We focus on connecting employees with benefit providers to maximize program utilization. For example, our RSP program partners offer one-on-one advisory sessions during work hours, ensuring employees can engage without sacrificing personal time. Also, we host wellness fairs, essentially vendor expos, where providers visit our buildings to showcase their products and services, helping employees fully understand and leverage their benefit plans.
What Trends Do You Foresee Shaping The Benefits Administration Industry Over The Next 18 To 24 Months?
The future of benefits administration will see organizations setting a defined per-employee investment and shifting toward health savings or wellness accounts. This approach empowers employees with the flexibility to allocate funds based on their individual needs. While some options may be taxable and others not, the key trend will be granting employees greater control over their benefits, allowing them to choose what works best.
What Advice Would You Give To Peers And Colleagues On Creating A Seamless Process Within Their Organization?
I appreciate how our organization and the benefits admin team actively engage with HR business partners to serve as the voice of employees. This collaboration ensures a deep understanding of their needs and challenges. My advice is to stay ahead of industry trends and emerging developments.
