HRMATTERS! founder and president Matt Sciangula has always been an outspoken defender of the mistreated. Throughout his varied career, Matt has worked to change the system by providing services to the wronged, revising policy where it counts, and educating the next generation of human resource professionals to develop a people-focused approach.

Matt started work early in life, when he was hired as a cook in a quick service restaurant. Over the following decade, he moved up into a variety of managerial positions in different restaurants across Manitoba and Alberta, while consistently observing patterns in manager/staff relationships and working to improve them.

Realizing the extent to which poor management can negatively affect employees, Matt decided to enrol in the Human Resource Management program at Red River College. To support himself, he worked as a server and quickly noticed an opportunity to implement his education into his job: the restaurant made employees pay out-of-pocket for their work uniforms, in direct violation of the Employment Standards Code. When Matt mentioned this to his supervisor, it created an immediate reaction; Matt received his first win in applying HR policy, and as a result, employees no longer had to pay for their uniforms. Upon graduating from the Human Resource Management program in 2008, Matt was offered a job at a large hospitality company as their first-ever HR manager. With oversight of more than 1,000 employees, Matt’s mandate was to create systematized processes and policies across all hospitality locations. 


​To this end, he revised the organizational policy manual to include detailed descriptions of all the positions, created a new management training program, recovered over $35,000 in subsidies from career-focused cooperation programs, and partnered with SAFE Hospitality to develop and implement a SAFE Work program, which received recognition from SAFE Hospitality and was published in the Winnipeg Sun.






equally divided between assisting employees in crisis and helping workplaces maintain compliance.


These services include workplace investigation, compliance assessment, representation service, Myers-Briggs assessment, recruitment service, employee relations consulting, and employee training. Matt’s work in employment standards has resulted in over $59,600.00 won and saved for his clients. Through grants and fundraising, Matt and his team have accessed $1,761,899.00 for their clients. In recruitment services, Matt has overseen the successful hire of 500 positions for clients (bringing his career total to over 3,000 hires), and in employee training, Matt has overseen 5100 hours of instruction and mentorship. Matt has also developed the Train 4 Work program, an 11-week employment boot camp for youth ages 15-29, with a primarily focus on developing workplace survival skills. For those who complete the program, there is a 93% chance they will obtain a permanent job.

What sets Matt apart from other HR professionals is his interest in HR litigation. Over the last 10 years, he has worked closely with labour lawyers, navigating difficult cases that have run the gamut from disability discrimination to sexual harassment to drugs and alcohol in the workplace. He has accumulated frontline experience in applying HR best practices and case studies, working on over 100 cases, including 17 cases within the last year alone. None of his cases have ever been challenged, saving his clients many thousands of dollars.

Despite these achievements, Matt believes that his greatest accomplishment at HRMATTERS! is the one that does not make any money: the pro bono division for representation services. He has mandated that all HRMATTERS! staff do pro bono work, and he personally undertakes. 


Looking to the future, Matt’s ongoing vision is to educate the next generation of HR professionals in best practices that are congruent with the changing dynamics of today’s workforce. He continues to emphasize the necessity of an HR professional’s insight, and is constantly working to ensure that HR professionals are included at the executive table, influencing high-level decisions. Lastly, Matt believes that complacency leads to discrimination in legislation, and that standards should be constantly evaluated to fit evolving industries, so he anticipates continuing to work within HR legislation in order to improve it and make it more inclusive for all workers.







As successful as he was, when the company was hit by an economic recession, Matt’s job was eliminated. This was a catalyst moment for him, as he realized that any position that made money was maintained, while any position that focused on culture, and did not directly generate revenue, was cut. With the awareness that HR is often treated as a luxury, rather than a necessity, Matt decided to change the corporate culture by making it to the executive table and ensuring that his voice was heard the next time decisions were made.

Matt’s next position was at a local non-profit organization, where he implemented everything from policy development to benefits design, employee relations to employment standards. During Matt’s time, the company grew from a staff of 19 to 250, opened more locations, and expanded into Saskatchewan. Throughout this exponential growth, Matt oversaw the administrative, finance, and HR division, and worked to create hybrid jobs that would streamline workload and maximize effectiveness. He drafted and implemented new policy and procedure manuals, as well as training and development programs for management. Taking a proactive role to non-profit finance, Matt also created a fundraising division, and in his last year with the organization, he raised $15,000 in additional funds.


Throughout this time, Matt was also working as an independent HR contractor, having started his own side practice in 2010. After six years with the non-profit organization, Matt decided to focus his energy in developing his side business into a full-time venture, thereby beginning HRMATTERS! 


​​Since this transition, Matt has shaped HRMATTERS! into a full service HR organization, and accumulated more certifications and designations, becoming a Registered Professional Recruiter (RPR), a Registered Professional Trainer (RPT), and a Certified Meeting Professional (CMP).

In the last four years, Matt has built HRMATTERS! to encompass many different areas of HR support, equally divided between assisting employees in crisis and helping workplaces maintain compliance. These services include workplace investigation, compliance assessment, representation service, Myers-Briggs assessment, recruitment service, employee relations consulting, and employee training. 


​In the last four years, Matt has built HRMATTERS! to encompass many different areas of HR support, 

 

Matt Sciangula,RPR, RPT, CMP