Andrew Rasheed is the Director of Human Resources and Operations at Manning Elliott LLP, a leading accounting firm in Vancouver, British Columbia. His career has brought important changes to his firm, positioning it as a leading employer in the accounting industry. Andrew’s commitment to employee growth, innovative policies, and building a lively company culture continue to inspire success within his team.
Q: Tell us about your journey into human resources. How did it lead you to your current role at Manning Elliott?
ANDREW RASHEED: My career in human resources was driven by a strong interest in how organizations can work best, along with a passion for people. I began with roles centered on finding and developing talent, which gave me helpful knowledge about the HR world. When I joined Manning Elliott, as Director of Human Resources, my goal was to create an innovative and supportive culture. I’ve been lucky to help shape programs that improve employee satisfaction and add to the company’s overall achievements.
Q: What new HR programs have you implemented to attract and retain top talent at Manning Elliott?
ANDREW RASHEED: Bringing in and retaining talent requires a combination of many approaches. One of the most powerful steps has been our diversity and inclusion programs, which help all employees feel important and respected. We’ve also focused on professional growth by offering strong opportunities for continued learning and mentoring. Flexible work setups, like remote work options and adaptable schedules, have supported our employees’ individual needs. Additionally, our investment in the latest office and communication technology has helped staff reach their full potential. These efforts have improved our workplace atmosphere and strengthened Manning Elliott’s reputation as a preferred employer.
Q: How do you promote a positive work-life balance within the company?
ANDREW RASHEED: Work-life balance is key to our employee engagement strategy. We know that a happy and healthy employee is more productive, so we’ve put policies in place that put personal well-being alongside career growth. Flexible schedules and remote work options let our team handle personal and family duties without hurting their professional roles. Besides these policies, we aim to build a culture where employees feel comfortable taking time for themselves, knowing they have full support from the company. This approach has lifted employee spirits and led to a more energetic and dedicated team.
Q: How has your leadership changed Manning Elliott’s corporate culture?
ANDREW RASHEED: When I joined Manning Elliott, the mission was clear: to turn our HR department into a key player for drawing in and retaining top-tier talent. Over the years, we’ve brought actions focusing on inclusivity, professional growth, and employee well-being. These steps have built a culture where employees feel recognized and driven. For example, our mentoring programs and community engagement opportunities have created a sense of belonging and purpose within the team. As a result, Manning Elliott has developed into a company where people work, grow, and find happiness.
Q: What advice do you have for other HR professionals looking to create a lively and engaging workplace?
ANDREW RASHEED: Start by listening to your employees. Understanding their needs, challenges, and dreams is key to creating policies that matter. Focus on building a culture that values inclusivity, professional growth, and work-life balance. Offer opportunities for growth and push collaboration at all levels. Keep in mind that your employees are your greatest asset. By creating an environment where they feel supported, valued, and empowered, you’ll improve their overall work experience and drive your organization’s success.
Follow – https://businessbymoney.com for More Updates
