Supporting Employee Health and Wellness: A Conversation with Jen Zaroski, Chief People Officer

In recent years, workplace wellness has become a major focus for HR teams – and for good reason. Over 70% of Canadian employees are concerned about mental health in the workplace, and nearly 90% believe their employer has a responsibility to support their well-being. As expectations shift, HR leaders are facing a new reality: it’s no longer just about managing benefits and policies; it’s about championing a culture that prioritizes employee health and wellness. 

So, how can HR rise to the challenge? In this interview, Jen Zaroski, Chief People Officer at VC3, shares how her team is leading the way. Over the past year, Jen and I have worked together to implement impactful wellness initiatives that support her team. She offers practical strategies and real-world insights into ways HR teams can create a more resilient, engaged, and supportive workplace.

Read on to learn how your HR team can implement meaningful employee wellness programs and make a lasting impact on your company culture.

TT: Could you tell us a bit about your role as Chief People Officer and the challenges you encounter in managing a diverse team?

JZ: My role involves aligning people strategies with the organization’s broader goals. One of the biggest challenges in managing a diverse team is creating a space where everyone feels valued and included. It’s also understanding that diversity does not only refer to demographics, but also shows up in work styles, expectations, and communication preferences. As a leader, you need to be able to navigate those nuances and create a psychologically safe workplace.

TT: What are some of the key challenges HR professionals face when it comes to supporting employee well-being?

JZ: While mental health awareness is growing, the stigma can still be a barrier. Creating a psychologically safe workplace where a team member can share with their leader or HR team that they are struggling is so important. Everyone’s well-being looks different and one size does not fit all.

TT: How do you approach professional development for your team? Why do you believe it’s important for their growth and well-being?

JZ: Our organization provides opportunities for professional development and growth through career pathing support, job shadow and mentorship programs, regular one-on-ones, and quarterly conversations with leaders. As we continue to grow, there are more opportunities for our employees that we try to foster. I believe that when employees feel they are learning and growing, it leads to higher engagement, reduced burnout, and greater job satisfaction.

TT: What role do you see mindfulness playing in the workplace, especially in terms of managing stress and improving employee engagement?

JZ: Mindfulness helps manage life and workplace stress, which can help foster engagement. When people are mindful, they tend to have better emotional regulation, which helps reduce tension and improves relationships with colleagues. Mindfulness also helps employees stay present, which can boost focus, creativity, and productivity. Overall, it creates a more positive and resilient workforce.

TT: How has wellness support evolved within your organization, and what kinds of wellness initiatives do you think have the most impact?

JZ: I think our biggest initiative that has had an impact on employees' well-being is our transition to mostly remote work. It removes the stress of a daily commute and can give employees more time to focus on their well-being, their family, etc. We also did quarterly learning sessions in 2024 with a focus on employee well-being. These one-hour sessions facilitated by you, Trish, focused on personal well-being. Employees could attend, as well as their family or anyone that they wanted.

TT: What are the most effective ways HR teams can foster a culture of well-being and resilience among employees?

JZ: One effective way is to lead by example. When HR and leadership actively foster this culture and demonstrate resilience or care for their own well-being, it sends a clear message that it’s a priority. Creating a supportive work environment that encourages open communication is key. Also, offering coaching around resilience and flexible work arrangements where possible can help employees better manage stress and build long-term well-being.

TT: Can you share any insights or examples of how mindfulness practices have been beneficial in your organization, either for you personally or for your team?

JZ: I find that mindfulness helps me stay grounded during challenging situations and allows for better decision-making, focus, and I am then more able to help others as needed.

TT: What advice would you give to other HR leaders looking to incorporate mindfulness or other wellness programs into their workplaces?

JZ: Understand that everyone is different and has different needs. If leaders understand this, they can try to support people in the way that they need.

TT: How important is it for HR leaders to prioritize their own well-being while managing the well-being of others?

JZ: It's incredibly important. There’s a saying that “you can’t pour from an empty cup,” meaning we need to keep our cup full so that we are able to support our leaders, team members, and overall organizations. HR leaders are often the go-to people for support, and if we neglect our own well-being, we can’t be effective in helping others. Prioritizing self-care not only sets a positive example, but also ensures that HR leaders can maintain the energy and emotional resilience needed to handle the challenges that will come their way.

TT: Are there any trends or shifts you’re seeing in HR regarding wellness and professional development that you think will shape the future of work?

JZ: The integration of technology into wellness—such as mental health apps and virtual counselling—is becoming increasingly popular. Also, the line between professional development and well-being is blurring, as more organizations recognize that personal growth and career fulfilment are key components of overall employee happiness and retention.

Ready to Foster Employee Health and Wellness?

Over the years, I’ve partnered with leaders like Jen to help HR teams prioritize employee well-being, build a culture of psychological safety, and enhance their overall workplace wellness. Discover how my employee wellness programs and Mindful Workplace Training can support better mental health in the workplace so your team stays engaged, resilient, and motivated—no matter the challenges they face.