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Information for Employers

Scope of practice

The scope of practice for a workplace well-being and performance practitioner includes identifying and assessing workplace stressors, developing and implementing strategies to promote mental health and well-being, and providing education and support to employees. The standards of practice require practitioners to adhere to ethical principles, maintain confidentiality, and engage in ongoing professional development. 

In addition, Workplace Well-being and Performance Practitioner must have a comprehensive understanding of mental health and well-being, as well as the various factors that contribute to workplace stress. They must also be skilled in communication, conflict resolution, and problem-solving, as they will be working closely with both employees and management to create a positive and healthy work environment. Furthermore, practitioners must be able to adapt to the unique needs of each workplace and tailor their strategies and interventions accordingly. Specifically, the role entails:

  • Supporting stakeholders to co-develop a vision, mission, values, general purpose, and strategic goals 

  • Set up objective criteria for the knowledge, attitudes, and motivations that should be used to plan, carry out, and evaluate health promotion; 

  • Assist companies and their management in defining health promotion roles and responsibilities.

  • provide a means of learning about career development and training requirements; increase the number of healthcare workers who can switch between jobs and organizations;

  • incorporate training into the regular tasks of the workplace;

  • build curriculum and certificates to better represent the demands of the business;

  • provide more accurate and open methods of evaluating employee performance;

  • Spreading awareness of health promotion's key ideas and approaches may improve cross-disciplinary collaboration and communication.

  • Help people understand why health promotion is important and what the role of a health promotion practitioner is. 

  • Protect the profession of workplace well-being by encouraging, accepting, and taking part in responsible critical conversation. 

  • Recognize and appreciate that individuals have diverse values, attitudes, and beliefs towards their health and well-being as a whole, and act accordingly.

  • A well-being program's primary objective should be the improvement of participants' health. They are also responsible for steering stakeholders and advising them on how to conform to internal policies and external regulations.

 

What to pay

It is important to note that salary ranges for Workplace Well-being and Performance Practitioner may vary depending on factors such as location, level of experience, and specific job responsibilities. Additionally, organizations may offer additional benefits such as health insurance, retirement plans, and professional development opportunities. 

 

In Canada, a workplace well-being and performance practitioner can expect to earn a mean annual salary of $72,072, or around $36.96 an hour. The starting salary for entry-level employment  is $60,367 per year, with the maximum salary for a highly experienced worker being over $100,000 for a management level and $120,000 - $160,000 for Director level.

 

Hourly wages vary by community/area, ranging from low to median to high (Jobbank, 2023).

  • Ontario - $21.54 - $39.42 - $56.41

  • Alberta - $25.00 - $45.64 - $56.20

  • British Columbia - $21.30 - $37.00 - $53.49

  • Quebec - $21.00 - $41.00 - $59.83 

 

Where to find talent 

Employers can find talented Workplace Well-being and Performance Practitioner by searching for professional associations and organizations that specialize in this field. They can also look for referrals from other companies or from colleagues who have worked with successful well-being practitioners in the past.


Another option is to advertise the job opening on job boards or social media platforms that cater to HR and health and well-being professionals. This can help to attract a wider pool of candidates with diverse backgrounds and experiences in workplace well-being. Additionally, employers can consider partnering with universities or training programs that offer certifications or degrees in workplace well-being, as these individuals may be well-equipped to meet the needs of the organization. Ultimately, it is important for employers to carefully evaluate the skills, qualifications, and experience of each candidate to ensure they are the right fit for the job and can effectively support the well-being of their employees (Pratt, Thibodeau and Snider, 2017- 2023). 

Furthermore, employers can also leverage technology to find talented Workplace Well-being and Performance Practitioner. There are various online platforms and tools that can help connect employers with qualified professionals in this field. 

For instance, some websites offer a database of certified Workplace Well-being and Performance Practitioner, allowing employers to search for candidates based on their location, expertise, and experience. Additionally, some software solutions can help employers assess the well-being of their employees and identify areas for improvement, while also providing access to a network of trained professionals who can offer support and guidance. By utilizing these resources, employers can streamline the hiring process and ensure that they are able to attract and retain top talent who value a company culture that prioritizes employee well-being and support. This can ultimately lead to increased productivity, job satisfaction, and overall success for the organization (lumen, 2023).

Applicants in the waiting room
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