Three years ago, I stood at a crossroads—one that many professionals face at some point in their careers. I had a fulfilling role in local government, a secure career path, and the unwavering support of an organization that genuinely valued me.
And yet, something inside me kept whispering:
“There’s more for you to build.”
For years, I had balanced my passion for HR & immigration consulting with my government role. I loved the work, the people, and the mission—but deep down, I knew I wanted to create something of my own. I wanted to make HR accessible to businesses of all sizes, create smoother immigration pathways for businesses and individuals, and support organizations and people through complex work transitions.
Leaving the security of a stable job to step into the unknown world of entrepreneurship was terrifying.
“Would I succeed? Would I find enough clients? Was I truly ready?”
The Reality of Entrepreneurship
I wish I could say the journey has been perfect, but the truth is—entrepreneurship is a constant learning experience.
I’ve had to pivot my business multiple times based on market demand, refining services and adapting to what my clients truly need. Balancing business growth with life outside of work has been another challenge, and I’ll admit—I still sneak into my home office during evenings and weekends when I probably shouldn’t.
“While I know HR & immigration inside out, running a business has been an entirely different learning curve.”
Marketing, finance, operations—none of these were my area of expertise when I started. But every challenge has led to growth, and every lesson has shaped Evoke HR & Immigration into what it is today.
Why It’s Worth It
Despite the ups and downs, I can say with absolute certainty:
“It has been worth it.”
Evoke HR & Immigration has grown year after year, not just in size but in impact. Over the past three years, I have worked with incredible clients, helped businesses and individuals navigate complex HR and immigration processes, and even reconnected with colleagues who have reached out for guidance and support.
"More than anything, I’ve been able to make a difference across many organizations instead of just one—and that has been the most rewarding part of all."
If You’re Thinking of Taking the Leap…
If you’re standing at the edge of a big career change, wondering if you have what it takes, here’s what I want you to know:
📌 “It’s okay to be scared. Fear means you’re stepping into something meaningful.”
📌 “You don’t have to have it all figured out—business evolves, and so will you.”
📌 “Courage isn’t the absence of fear—it’s taking action despite it.”
There will be challenges, pivots, and moments of doubt. But if you are driven by passion, purpose, and a willingness to learn, the rewards of building something that is truly your own are immeasurable.
Gratitude & Looking Ahead
This blog isn’t just about my journey—it’s about the people who have supported me along the way.
To my clients, colleagues, and friends who have believed in Evoke HR & Immigration—thank you. Your trust and encouragement have meant everything.
“As I step into the next chapter, I am excited to continue growing, learning, and making an impact.”
If you’re considering a career shift or stepping into something new, my advice is simple:
📌 “Trust yourself. You don’t need all the answers to get started.”
📌 “Be willing to pivot. Your path may change, and that’s okay.”
📌 “Surround yourself with support. Find mentors, colleagues, and a network who believe in your journey.”
How We Can Support You
🚀 If your business needs HR or immigration support, check out Evoke HR & Immigration to see how we can help you navigate the complexities of people and work.
📩 If this story resonated with you, connect with me on LinkedIn or reach out via email—I’d love to hear your thoughts!
🙏 To everyone who has been part of my journey—thank you. I look forward to what’s ahead!
Published On
February 5, 2025
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HR Trends for 2026: What Research Is Telling Us and What We’re Seeing on the Ground
January 5, 2026
As organizations step into 2026, many are carrying a familiar mix of optimism and fatigue.
Leaders are navigating constant change — economic uncertainty, evolving employee expectations, rapid advances in AI, and increasing pressure to do more with less. At the same time, employees are feeling the cumulative impact of transformation after transformation.
The McLean & Company HR Trends 2026 report reinforces what many organizations are already experiencing: HR is no longer reacting to change — it is expected to help lead through it. What stands out most is not just what the priorities are, but how human they have become. Leadership capability, culture, collaboration, and change resilience are no longer “soft” considerations — they are strategic imperatives.
Below are four key themes from the research, paired with real-world observations from Evoke HR & Immigration’s work with organizations across British Columbia.
1. HR’s Role Has Shifted: From Support Function to Change Leader
Developing leaders remains the top HR priority for 2026, while innovation continues to rise as organizations adopt new technologies and rethink how work gets done. At the same time, many organizations are experiencing change fatigue, even when the changes themselves are necessary.
What the research highlights — and what is consistently seen in practice — is that change rarely fails because people resist it. More often, it falters when organizations move too quickly without fully embedding what they have already built.
What this looks like in practice:
In one organization undergoing significant growth and modernization, leadership introduced several foundational people initiatives within a relatively short period: a new compensation framework, a job evaluation system, merit-based pay, a competency framework, and updated performance review and goal-setting processes aligned to organizational values. Each initiative was strategically sound and necessary for the organization’s future.
The challenge was not direction, but pace. The organization needed time to absorb, understand, and consistently apply these new frameworks. The focus shifted away from introducing additional initiatives and toward embedding the fundamentals — supporting leaders, reinforcing expectations, and giving employees the time and clarity needed to adapt. Establishing a solid foundation became essential to sustaining future success and bringing people along through meaningful change.
Insight for Leaders
When organizations introduce multiple foundational people initiatives at once, progress depends less on what is launched and more on what is embedded. Pausing to stabilize the foundation is often the most strategic move leaders can make.
2. People Leadership Fundamentals Are Under Pressure
The research makes one reality clear: expectations of people leaders have expanded significantly, while their capacity and preparation have not always kept pace. Many leaders are promoted because of technical expertise, not because they have been equipped to lead people.
In consulting and professional services environments in particular, leaders often carry revenue targets, client portfolios, and operational responsibilities alongside people leadership. When complex people issues arise, the impact on time, confidence, and effectiveness can be substantial.
What this looks like in practice:
In one consulting organization, technically strong leaders found themselves overwhelmed by emerging performance issues within their teams. These situations became more time-consuming not because they were insurmountable, but because leaders lacked shared language, tools, and confidence around performance management.
Targeted one-on-one support helped leaders navigate performance conversations in the moment, while parallel work focused on building a performance coaching and optimization framework. This included tools, training, and clear guidance on what effective performance looks like, how to distinguish between culpable and non-culpable performance concerns, and how leaders should respond appropriately. Over time, leaders gained confidence, consistency, and clarity in their people leadership role.
Insight for Leaders
Technical expertise does not automatically translate into people leadership capability. Practical frameworks give leaders the confidence and consistency needed to address performance issues early and effectively.
3. Culture Isn’t a “Nice to Have” — It’s a Change Enabler
One of the strongest findings in the 2026 research is the link between values-aligned leadership and organizational resilience. Culture becomes most visible — and most vulnerable — during periods of pressure and change.
Employees closely observe what leaders tolerate, address, or ignore. Over time, these behaviours shape what becomes normalized.
What this looks like in practice:
In a local government organization, a newly appointed department leader sought to establish a baseline understanding of engagement and culture. Survey results revealed deep concerns related to respectful workplace practices. Supervisors were widely perceived as unsupportive, with patterns of behaviour that contributed to an unhealthy and disrespectful workplace culture.
The supervisory layer held significant influence and frequently stepped into vacant management roles, unintentionally perpetuating the culture. Through the engagement process, three priority areas emerged:
Respectful workplace: clarifying expectations, providing training, and ensuring policies, reporting processes, and supports were accessible and understood.
Role clarity: addressing multiple layers of supervision with overlapping responsibilities, leading to a department-wide restructure grounded in operational need and updated job descriptions.
Communication: introducing skip-level meetings, clearer meeting structures, and regular forums for dialogue and questions.
This work required care and collaboration, particularly in a unionized environment. A follow-up engagement survey is planned for 2026, with leadership expecting meaningful cultural improvement as these changes take hold.
Insight for Leaders
Culture is shaped by what leaders tolerate. During periods of change, addressing harmful behaviours quickly and clearly is essential to restoring trust and engagement.
4. Collaboration — and HR’s Seat at the Table — Matters More Than Ever
A consistent theme in the research, and a long-standing observation in practice, is that organizations are stronger when HR has a voice at the decision-making table.
When HR is brought in late, decisions may appear efficient in the short term but often create downstream impacts — disengagement, turnover, performance issues, or loss of trust. People are an organization’s most important asset, and when that perspective is absent, the ripple effects are felt across the organization.
This is why selecting and empowering the right HR leadership is foundational. HR must be positioned as a strategic partner, not an afterthought.
Evoke Insight
Organizations that treat HR as a strategic partner — not a downstream function — make better decisions, move through change more effectively, and reduce people-related risk.
What This Means for Organizations Heading Into 2026
The message from the research aligns closely with what Evoke HR & Immigration sees every day:
HR must be proactive, not reactive
Leaders need practical support with the human side of leadership
Culture and values matter most under pressure
Embedding foundational systems is more important than launching something new
Evoke Insight
In periods of sustained change, progress comes from strengthening clarity, leadership capability, and alignment — not from adding more initiatives.
2026 is not about adding more programs. It is about strengthening the foundation — clarity, leadership capability, trust, and alignment — so organizations can adapt without burning people out.
Let’s Talk
Evoke HR & Immigration works with organizations to translate strategy into people practices that actually work — from leadership support and workforce planning to compensation, performance, and change management.
If your organization is heading into 2026 with questions about its people strategy, support is available.
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Key 2025 Changes to Canadian Immigration Policies
January 21, 2025
What Workers, Students, and Employers Need to Know
Canada’s immigration policies are evolving in 2025, introducing significant updates for temporary residents, work permits, LMIAs, economic immigration programs, and international students. These changes reflect a strategic focus on addressing labour shortages, ensuring compliance, and managing infrastructure demands.
At Evoke HR, we’ve analyzed these updates to help individuals and employers stay informed and prepared.
Major Updates to Work Permits for Temporary Residents
Spousal Open Work Permits
Eligibility for spousal open work permits has changed, now focusing on specific roles in high-demand sectors. Principal applicants must work in TEER 0, 1, or select TEER 2 and 3 occupations experiencing labour shortages.
"Applicants must hold a valid work permit with at least 16 months of remaining validity at the time of their spouse’s application."
Spouses of workers under Free-Trade Agreements or those tied to Permanent Residency programs remain exempt from these new restrictions.
Impact on Dependent Children
The two-year pilot program for work permits for dependent children of temporary foreign workers has not been renewed. However, dependent children with existing permits tied to their parent’s status can still apply for renewals.
End of Flagpoling
As of December 24, 2024, flagpoling is no longer an option. Temporary residents can no longer leave and re-enter Canada for same-day immigration processing. Instead, applications must be submitted online through IRCC, which means longer processing times for those seeking extensions or status changes.
"Applicants should expect delays and plan their renewals accordingly."
Stricter Compliance Rules for LMIA Applications
Employers who rely on Labour Market Impact Assessments (LMIAs) must now meet stricter compliance requirements. One of the key changes is the removal of a lawyer or chartered professional attestations – as an alternative; employers may provide direct bank attestations to prove their financial stability and legitimacy.
"Higher wage thresholds now require employers to pay 20% above the provincial or territorial median wage for high-wage LMIAs."
For example, in British Columbia, the new threshold for high-wage LMIAs is $34.62 per hour.
For low-wage LMIA approvals, the employment duration has been reduced to one year instead of two, and LMIAs will no longer be processed for positions in areas with an unemployment rate of 6% or higher. However, agriculture, food manufacturing, and healthcare roles remain exempt.
Beginning May 1, 2024, LMIAs must be activated within six months of issuance rather than the previous one-year timeframe. Exceptions apply to construction and healthcare roles, where recruitment timelines tend to be longer.
Express Entry Change Coming in Spring 2025
A major shift is coming to Express Entry, where job offer points will be eliminated to reduce fraud and refocus the program on skills and qualifications rather than employer sponsorship.
"This change has not yet come into effect but is expected by spring 2025. Until then, job offer points remain valid under Express Entry."
Priority categories for 2025 Express Entry draws will emphasize applications from individuals in healthcare, skilled trades, and French-speaking professions.
Updates for International Students
Canada is taking steps to manage study permit intake and align student immigration with labour market needs. The total number of study permits issued in 2025 has been capped at 437,000, a decrease from 509,390 in 2023. To apply, students must now obtain a Provincial Attestation Letter (PAL) from their province of study.
In addition, Post-Graduate Work Permit (PGWP) eligibility has changed, with new language proficiency requirements now in place:
University graduates must demonstrate CLB 7 proficiency.
College graduates must meet CLB 5 proficiency.
"PGWPs are now tied to programs in high-demand fields such as agriculture, healthcare, and STEM."
Visitor-to-Work Permit Policy Ends
As of August 28, 2024, visitors to Canada can no longer apply for employer-supported work permits while inside the country.
"Work permit applications must now be submitted from outside Canada or at a port of entry where applicable."
Exceptions remain for certain applicants, including those eligible for Bridging Open Work Permits (BOWP) or open work permits under specific programs. Applications submitted before August 28, 2024, will still be processed under the previous rules.
Reinstatement of Visa Requirements for Mexican Citizens
Canada has reinstated visa requirements for Mexican citizens, effective February 2024.
"Exemptions apply to individuals holding valid U.S. non-immigrant visas or those with a prior Canadian visa, provided they enter Canada by air."
DIY Immigration Applications Are Becoming a Thing of the Past
With immigration policies evolving rapidly, self-managed applications have become significantly more complex and risky. The elimination of flagpoling, new LMIA compliance requirements, and shifting Express Entry priorities mean that small mistakes can lead to costly delays or rejections.
"Policies are changing fast—ensuring compliance is now more critical than ever."
For anyone navigating the immigration system, seeking professional support ensures applications remain accurate, timely, and aligned with current regulations.
What Workers, Students, and Employers Need to Know
For Workers and Students
To navigate these changes effectively:
Understand the Updates: Familiarize yourself with new eligibility requirements for work permits, Express Entry, and PGWPs.
Plan Ahead: Budget for increased fees, adjust to new criteria, and prepare for potential processing delays.
Seek Professional Guidance: Immigration policies are complex, and expert support can ensure compliance and success.
For Employers
Ensure Compliance: Adapt to stricter LMIA rules, including direct bank attestations and increased wage thresholds.
Strategize Recruitment: Focus on TEER occupations and align hiring practices with provincial and federal priorities.
How Evoke HR Can Help
At Evoke HR, we specialize in guiding workers and employers through Canada’s evolving immigration policies. Our services include:
LMIA Applications: Helping businesses secure talent while meeting compliance standards.
Work Permits and Economic Immigration: Assisting individuals in navigating the complexities of Canadian immigration programs.
Customized Solutions: Tailored strategies for adapting to 2025’s changes.
Contact us today to ensure your application meets the latest requirements and compliance standards.
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The Future of Work: 7 HR Trends Shaping 2025
January 6, 2025
The Workforce is Changing—Is Your Business Ready?
Work is evolving rapidly, and businesses that don’t adapt risk falling behind. From AI-driven automation to shifting leadership expectations, staying ahead in 2025 requires agility, technological integration, and a focus on workforce innovation.
The organizations that thrive won’t just keep up with change—they’ll lead it. Here are the seven HR trends shaping 2025 and what businesses must do to stay competitive.
1. AI, Automation & Emerging Technologies
Artificial intelligence (AI) is no longer a futuristic concept—it’s transforming HR operations today. Companies are leveraging AI-driven hiring tools, virtual assistants, and even VR-based training to improve efficiency and workforce development.
"AI-powered hiring tools like SkyHive and Kira Talent use predictive analytics and machine learning to screen candidates, reduce bias, and improve hiring speed."
AI-driven HR solutions include:
Chatbots that handle employee inquiries and onboarding in real time.
VR & AR training that enhances employee learning and engagement has already been adopted by companies like Walmart and Accenture.
💡 HR Action Step: Evaluate HR processes that can be automated or enhanced with AI-driven insights. Consider pilot programs for VR-based employee training.
2. People Analytics & Data-Driven HR
HR is becoming increasingly data-driven, allowing companies to make strategic workforce decisions based on real-time insights.
"Predictive analytics can forecast workforce trends, measure employee engagement, and reduce turnover risks."
Companies like Royal Bank of Canada (RBC) have successfully implemented people analytics to align HR initiatives with business goals.
However, with data-driven HR comes growing concerns around privacy and ethics. Organizations must prioritize transparency and ensure data privacy policies align with ethical AI practices.
💡 HR Action Step: Implement people analytics tools like Visier or Tableau to measure HR performance while ensuring compliance with ethical AI practices.
3. Skills Over Degrees & Workforce Agility
Hiring trends are shifting away from formal degrees and toward skills-based recruitment. Employers recognize that prioritizing experience and competencies often leads to better hiring outcomes.
"Many companies are turning to AI-powered talent assessments to evaluate candidates based on skills and potential rather than traditional credentials."
Businesses are also embracing flexible workforce models, incorporating full-time employees, gig workers, freelancers, and fractional HR solutions to scale more efficiently.
"Fractional HR and flexible hiring models allow businesses to scale HR support without committing to full-time hires."
💡 HR Action Step: Remove unnecessary degree requirements from job descriptions and focus on skills-based hiring. Build on-demand talent pools to enhance agility.
4. Longevity & Career Evolution
With life expectancy rising, traditional career trajectories are changing. Employees are working longer, transitioning into consulting roles, or pursuing portfolio careers rather than retiring at a set age.
"Companies that offer phased retirement programs and intergenerational mentorship will retain experienced talent and enhance knowledge transfer."
Organizations must redesign career paths to accommodate longer work lifespans and offer flexible career models.
💡 HR Action Step: Introduce flexible career pathways, phased retirement, and mentorship programs to engage experienced talent while supporting younger employees.
5. Employee Experience as a Competitive Advantage
Workers today expect more than a paycheck—they want purpose, flexibility, and well-being. Organizations that prioritize employee experience (EX) will have a clear advantage in attracting and retaining top talent.
"A strong employee experience strategy includes meaningful work, career growth opportunities, and comprehensive well-being programs."
Employees now demand flexibility in work arrangements, as well as support for mental health and financial wellness.
💡 HR Action Step: Conduct an employee experience audit to assess workplace engagement and satisfaction. Implement strategies to enhance company culture and well-being programs.
6. The Rise of Human-Centric Leadership
Leadership expectations are evolving. Employees seek leaders who are empathetic, adaptable, and transparent—qualities that define human-centric leadership.
"Companies like Salesforce and Patagonia have successfully adopted people-first leadership models, prioritizing employee well-being and workplace flexibility."
Modern leaders must focus on coaching, vulnerability, and fostering trust rather than traditional top-down management approaches.
💡 HR Action Step: Train leaders to adopt a coaching mindset and implement people-first leadership strategies to strengthen employee engagement.
7. Transparency & Equity in Total Rewards
Employees now expect greater transparency in compensation, benefits, and career advancement. Companies that proactively disclose salary ranges and ensure equity in pay will gain a competitive edge in talent attraction.
"The Pay Transparency Act (Canada) and Federal Pay Equity Legislation are requiring businesses to eliminate wage gaps and disclose salary ranges."
Organizations are also personalizing benefits to better meet diverse workforce needs. Equity-based incentives such as profit-sharing and stock options are becoming essential retention tools.
💡 HR Action Step: Conduct pay equity audits and develop customizable benefits packages that cater to different employee needs.
The Business Risks of Not Adapting: Why Staying the Same is No Longer an Option
Workplace trends are shifting faster than ever, and businesses that fail to embrace change risk more than inefficiency—they risk their future success.
"Companies that resist workforce transformation are likely to experience higher turnover, outdated operations, and compliance risks."
Successful businesses in 2025 will embrace agility, automation, and people-first strategies.
How Evoke HR & Immigration Helps Businesses Stay Competitive
The workplace is changing fast—your workforce strategy should, too. Evoke HR & Immigration provides on-demand, strategic HR solutions to help businesses scale, adapt, and lead without the risks of full-time hiring.
"We help businesses implement agile HR strategies that drive results, streamline processes, and improve talent retention."
Our expertise includes:
Fractional HR Leadership – Senior HR support without full-time costs.
HR Team Augmentation – Expanding HR capabilities with specialized expertise.
Immigration & Global Talent Support – Helping businesses secure and integrate international talent.
Why Leading Organizations Choose Consulting Over Full-Time Hiring
Many organizations are moving toward flexible HR solutions instead of hiring full-time staff.
"The right expertise, at the right time, without long-term overhead—this is why consulting is becoming the go-to HR strategy."
Businesses benefit from:
Specialized Expertise – Access to high-level HR knowledge and strategies beyond in-house capabilities.
Scalability & Flexibility – Adjust HR support as your business grows, restructures, or faces new challenges.
Faster Impact – Gain immediate access to HR leadership and support without the delays of full-time hiring
"The future of work is here—are you ready? Let’s build an HR strategy that drives results, strengthens your business, and positions you for long-term success."
📩 Contact Evoke HR todayto develop an HR strategy that keeps your business competitive in 2025 and beyond.
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