'A hazard of the job, for sure, is adopting more animals when you work here,' says Calgary Humane Society HRD
While it’s many people’s dream to work alongside animals, for Melaina Slater it’s more of a calling.
As the Director of Human Resources at Calgary Humane Society, Slater’s mission to champion animal welfare and community compassion is deeply rooted in both her background and her personal values.
“I’m born and raised in Calgary,” she told HRD. “We always had cats and dogs as part of our family and they were all adopted from Calgary Humane Society. And, when my partner and I bought our home 20 years ago, the first thing we did was adopt our first dog, Jerome, from CHS. That’s really where I became interested in animal welfare.”
This initial act of adoption turned into a life passion, with Slater joining CHS two years later.
“A hazard of the job, for sure, is adopting more animals when you work here,” she joked. Over the years, Slater’s household has been home to numerous animals, and they now serve as a foster home for CHS. Yet, her passion also places her at the helm of challenges unique to this industry, particularly in a post-pandemic world.
The COVID-19 pandemic triggered an unprecedented surge in animal adoptions, leaving CHS in an unexpected bind.
“There were more people looking to adopt than animals we had looking for a new home,” Slater recalled.
As people stayed home, the desire for companionship led to an adoption frenzy. However, the return to normalcy has brought unintended consequences. Many adopters, unprepared for the responsibilities of pet ownership, surrendered animals back to shelters.
“Some people got puppies during that time and didn’t appropriately socialize them,” Slater explained. Now, CHS faces an influx of behaviourally challenging animals. “These animals require a lot more resources and time to get them ready to be adopted,” she added.
The challenges extend beyond the animals themselves. Economic pressures in the community exacerbate the strain, as pet owners struggle to afford veterinary care, pet food and supplies, and pet-friendly housing. This rising demand for CHS’s community programs requires employees to exhibit not only technical skills but also deep compassion.
“It’s not just about helping the animals—it’s about helping people too,” Slater said. CHS’s overarching mission, she explained, is to ensure that animals living in loving homes never end up in shelters in the first place.
Finding and retaining staff who share this dual focus on animals and humans is a cornerstone of CHS’s HR strategy.
“We carefully craft our interview questions to ensure alignment with our vision and values,” Slater noted.
While many candidates are drawn to CHS because of their love for animals, the organization seeks individuals who are equally committed to community outreach.
“A lot of people are surprised to hear that our recruitment focus is on individuals who care equally as much about humans as they do about animals,” she said.
Beyond empathy and compassion, adaptability is another critical trait for CHS staff. “Things can change very quickly here—even within an hour,” she emphasized.
Collaboration is equally essential, as team members are often called upon to assist in areas outside their formal roles to ensure animals receive the best care possible.
Resilience is another key attribute, particularly in an emotionally demanding environment like CHS. “This is a line of work where people can quickly burn out,” Slater acknowledged. To counteract this, she assesses candidates’ support systems and hobbies during interviews, ensuring they have healthy outlets to maintain their emotional well-being.
Once on board, CHS provides robust mental health support for staff, a priority for Slater over the past decade.
“It’s important that we don’t add to the stigma of having those conversations,” she said, referring to the openness around mental health discussions within the organization.
‘Initiatives include counselling services, a peer support network, and leadership training in mental health first aid. CHS even created a “Zen Den” room—a quiet, comfortable space where staff can decompress. Monthly pet loss gatherings, facilitated by a psychotherapist, provide additional emotional outlets for employees grappling with the challenges of animal care.
“We want our team to know these resources are here for them,” Slater said.
Beyond supporting staff, CHS empowers them to advocate for animal welfare both professionally and personally. Employees are encouraged to become foster homes, attend outreach events, and engage with CHS’s social media channels.
“Passionate people are naturally drawn to this work, both personally and professionally,” Slater said, adding that CHS fosters a culture where employees can amplify their impact on animal welfare.
Career development is another pillar of CHS’s employee retention strategy. With a diverse range of roles, the organization offers employees opportunities for both lateral and upward movement.
“We always encourage the growth and movement of staff through different departments,” Slater explained. Job shadowing and professional development courses are available to help employees broaden their skill sets. Many of CHS’s senior leaders, including Slater herself, started in entry-level roles.
“It’s absolutely possible to build a career in animal welfare,” she emphasized.
However, Slater acknowledges the transient nature of some roles. Many employees see their time at CHS as a stepping stone to careers in veterinary medicine, zoology, or biology. Still, she takes pride in the lasting influence CHS has on these individuals.
“We’ve had staff who worked part-time while studying and are now veterinarians in the community,” she shared.
For Slater, the heart of CHS’s mission lies in balancing animal care with human compassion.
“This is not just about animals,” she said. “It’s about creating a community where both people and their pets can thrive together.”
