Stacy Depratto

Stacy Depratto serves as Director of Human Resources at Marcil Lavallée, where she has transformed the firm’s workplace culture through flexibility, innovation, and care. With more than a decade of experience across manufacturing, brewing, and professional services, she blends strategic insight with empathy to build strong, sustainable organizations. Her leadership reflects a belief that lasting success begins with valuing people as the heart of every business.

Charting a Path in HR

My journey into human resources did not follow the typical route. It began more than 11 years ago when I entered the field directly as an HR Director at Grey Hawk, a manufacturing and trades company in Hawkesbury. The organization had no HR structure in place, so the task was to create everything from scratch that included developing policies, an employee manual, training programs, and an HRIS system. I even conducted train-the-trainer programs for working at heights, lockout, tagout and other workplace safety requirements.

That first role became an education in every dimension of HR. The responsibilities ranged from designing payroll structures and establishing compliance systems to creating safety protocols and fostering a workplace where people felt valued and supported. Later experiences in manufacturing environments like KP Windows, Ivaco, and eventually a brewing company helped deepen my understanding of labor relations, collective bargaining, and organizational development.

At the brewing company, a large-scale transformation reshaped how I viewed leadership. Cultural renewal became essential as the company navigated layoffs and uncertainty during the pandemic. That experience underscored how transparency and compassion must guide decision-making, especially in times of disruption.

Laying the Groundwork for Growth

When I joined Marcil Lavallée in early 2021, it marked my first experience in a professional services setting. The firm had 80 employees and has since grown to more than 140. The goal was to design HR practices that could evolve with this growth while ensuring the firm’s culture remained collaborative and inclusive.

“Every decision in HR is based on the belief that employee wellbeing, professional growth, and organizational performance are deeply connected. Flexibility and understanding are not seen as perks but as essential tools for retention and engagement.”

As the sole HR professional, the role extends across the entire employee life cycle, from hiring and onboarding to policy development, training, and performance management. Collaboration with two accounting partners helps guide administrative matters, but the overall HR strategy is designed to serve both people and long-term organizational objectives. The results have been encouraging, with turnover rates at just three percent. That figure reflects a sustained focus on employee wellbeing, engagement, and purposeful policy design rather than quick solutions.

Creating a Culture of Flexibility and Wellbeing

A central priority upon joining was to redefine workplace flexibility. A new work-from-home policy gave employees the freedom to choose how and where they worked most effectively, while new hires spent their first few months in the office to establish strong relationships.

Employee wellbeing became a key focus. A wellness program now offers each employee $300 annually for activities that promote physical, mental, or emotional health. A compressed workweek option is available from September to December to support work-life balance. Parental leave top-ups and a formal disconnection policy further ensure that personal time remains protected.

Team-building is also a part of the firm’s rhythm, with monthly lunches, seasonal gatherings, and annual off-site events that strengthen connections beyond daily tasks. Over time, the firm’s growth has allowed for more equitable distribution of workloads. As the team expanded, overtime hours dropped significantly during peak periods, a change that has improved morale and productivity across departments.

Engagement surveys, conducted once or twice a year, provide ongoing insight into employee needs and guide future initiatives. Based on this feedback, new resources such as telemedicine support, access to mental health professionals, and structured feedback programs have been introduced. Together, these initiatives have created a stronger, healthier, and more connected organization.

Balancing Development and Performance

Every decision in HR is based on the belief that employee wellbeing, professional growth, and organizational performance are deeply connected. Flexibility and understanding are not seen as perks but as essential tools for retention and engagement. Employees can take urgent leave for personal or family matters, and our vacation policies encourage rest without unnecessary barriers.

Students pursuing CPA designations benefit from flexible scheduling that accommodates study and examination periods, with guaranteed opportunities to return. That adaptability has strengthened trust and built lasting relationships with emerging professionals.

Professional development remains a core focus. The firm’s Director of Practice, a CPA member, ensures that employees meet their training requirements and that learning opportunities evolve with the profession. This culture of learning and reflection supports both employee advancement and organizational performance.

Evolving HR for a Digital Era

Digital transformation continues to redefine HR, and adapting to this shift has been an ongoing focus. We actively leverage AI-driven recruitment tools that help identify candidates more efficiently and align them with specific role requirements. The implementation of BambooHR, the firm’s first HRIS system, has streamlined recruitment, onboarding, and data management processes. Its automation features simplify administrative work while improving the accuracy and transparency of hiring decisions.

The hybrid work model introduced at Marcil Lavallée has also expanded access to talent across various regions. Collaboration platforms keep employees connected and productive regardless of where they work. Close coordination with the firm’s IT Director ensures that technology like Copilot is integrated thoughtfully to enhance efficiency while preserving the human connection that defines our culture.

The ongoing focus is to integrate AI tools responsibly, using technology to complement the relationships and empathy that drive engagement. Alongside this, employee questionnaires help shape future strategies, both technologically and culturally. Aligning workforce planning with market needs keeps the firm competitive and ongoing salary research and benchmarking ensure that we continue to attract and retain top talent.

Leading through Integrity and Emotional Intelligence

Integrity, transparency, and empathy guide every decision in leadership. Consistency and respect for both people and organizational values define our approach. Emotional intelligence remains essential while listening, understanding, and addressing challenges before they escalate builds trust across the firm.

Curiosity and adaptability are also key in a field that evolves as quickly as human resources. Staying informed about labor laws, emerging technologies, and diversity initiatives ensures that HR remains aligned with broader societal progress. HR functions best when it is treated as a strategic partner that bridges business goals and human potential.

Personal growth remains an ongoing priority. Investing in certifications, professional networks, and development opportunities keeps leadership grounded and forward-looking. Ultimately, success in HR depends on creating an environment where people feel valued, supported, and motivated to do their best work.