UAP Inc. invests in quality of life for its people

Working for a leader in the country’s automotive industry, Kinnon Shaw gets her pick of rewarding projects. Her latest – coordinating the construction and opening of a new Ontario-based distribution centre and office for UAP Inc. – proved to be both a professional milestone and the perfect alignment of her personal and professional principles.

“The company values investing in their people and encouraging growth in their people. These are values that are very much in line with mine,” says Shaw, a project coordinator with UAP.

Canada’s leading distributor and merchandiser of automotive parts and replacement accessories for cars and heavy vehicles, UAP is best known for its NAPA Auto Parts brand. Founded in Montréal in 1926, UAP is now a subsidiary of Genuine Parts Company (GPC), a leading global service provider of automotive and industrial parts.

When the new distribution facility opened in Mississauga, Ont., in mid-July, Shaw knew that the bigger, brighter space would provide the company with more than just a larger warehouse to allow it to distribute truck parts to stores across Ontario.

“The company invested in a better office space for its employees. It improves their quality of life at work,” says Shaw, who works in UAP’s new head office in Montréal, which opened last April.

Since Shaw joined the company 10 years ago, UAP has encouraged her to grow professionally and take on projects of increasing scale. She manages everything from plans to budgets on building projects, as well as business acquisitions.

When Shaw needed more management training, the company paid for her to take a course offered through McGill University. Last year, she participated in UAP’s Lead Program which brought together talented people from across the country to receive in-depth leadership skills development.

“Through programs UAP has offered, I have met more people throughout the company and learned more about how it operates. I’ve been able to leverage that learning in the projects I’ve worked on,” she says.

Empowering team members is one of the company’s key corporate values, says Caroline Tremblay, senior vice-president, people, culture and communication. One important way executives do that, she adds, is by listening to their people.

When an employee engagement survey revealed that they wanted more help defining their career paths, the company responded by creating a permanent career coach position. Now, when a manager wants to better guide a team member’s career progression, or someone needs a hand preparing for an internal job interview, they can call on the coach to assist. The company also recently created a certified mentorship program for women across the country.

“It is all about supporting employees and their growth,” Tremblay says. “We’ve seen more internal mobility within UAP. It is good to attract talent, but it is better to retain it. There are so many opportunities within the company.”

Promoting employee health is another key priority. The company started offering online mental health training for new hires, as well as leaders, and provides generous employee benefits. “We are deliberate about growing a positive culture for our team,” says Tremblay. “We are forward-thinking. We never sit back in our seats.”

Aside from her career development, Shaw is grateful to her employer for the personal support she receives. As a mother of two young children, her manager gives her flexibility within her schedule to allow her to accommodate her family’s needs and to work from home three days a week.

“UAP cares about its employees and it cares about the communities they work in across Canada,” says Shaw.

This article appeared in the magazine announcing this year's Canada's Top 100 Employers winners, published November 15, 2024 in The Globe and Mail. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.

UAP Inc. drives long-term opportunities for its people

Recruiting people to work for UAP Inc. is an easy sell for Mélanie Robidas. Having found the perfect work-life balance for herself, Robidas experiences the benefits of working for a leader in Canada’s automotive industry.

As a talent acquisition specialist who started with the Montréal-based company five years ago, Robidas now works with an eight-person recruitment team to staff UAP’s more than 700 stores and distribution centres across the country.

A major distributor and merchandiser of automotive parts and replacement accessories for cars and heavy vehicles, UAP is best known for its NAPA Auto Parts brand. Founded in Montréal in 1926, UAP is now a subsidiary of Genuine Parts Company (GPC), a global service provider of automotive and industrial parts.

“When people come to UAP, they stay,” says Robidas. “We have people who have been at UAP over 45 years. It’s a good selling point for me as a recruiter.”

Stéphan Rouillard, UAP’s controller, hopes to be with the company that long. After starting as an accounting clerk during his final year of university close to 30 years ago, he went on to earn his chartered professional accountant designation and work his way up the corporate ladder.

“From one opportunity to another, I’ve continued to grow with the company,” he says. “I tell people I have been choosing UAP year after year.”

Next year, he and colleagues will celebrate the company’s 100th anniversary knowing that it is on a solid financial footing. Last year, the company made more than 20 acquisitions and continues to grow, says Rouillard.

“We are a large company that is agile, flexible and investing in emergent technologies,” he says.

Recently, UAP also invested in upgrading its Montréal headquarters. The new office space, which opened in April 2024, is a modern, diverse workspace which includes stand-up desks, lounges and open spaces, as well as a games room and a free gym available to employees.

Robidas takes advantage of the gym and trains up to four times a week at lunch or after work. She appreciates the flexibility her employer offers and works two days in the new office and the remainder of the week from home.

“The work-life balance is wonderful,” she says. “I love my job, but I don’t live for my work.”

She also appreciates the up to four weeks of vacation that UAP offers employees to start, depending on their position and experience, as well as the option for one additional unpaid week off. The company also offers five personal days, an additional wellness day for mental health and one annual volunteer day.

UAP encourages its employees to find a meaningful cause to support. Last year, the company was involved in more than 100 charities. Robidas volunteered with colleagues to help local women in need of shelter.

Outside of her recruiting position, she works with UAP’s business resource group to find ways to increase the number of women working in the male-dominated automotive industry. Currently about 24 per cent of UAP’s employees are women.

Recently, the company increased its focus on employee retention and internal promotions by hiring a career coach to help employees with career mapping, as well as connecting them with training and resources to reach their goals. The company also has a leadership training program called Lead which brings together talented people from across the country to receive in-depth leadership skills development.

“UAP fosters a coaching and mentorship culture,” Rouillard says. “We are focused on equipping our team members to prepare them to grow.”

This article appeared in the magazine announcing this year's Montreal’s Top Employers winners, published March 18, 2025 in the Montreal Gazette. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.