We’re looking for great candidates from a wide variety of backgrounds.
At Brookfield Properties, we develop, operate, and manage more than 800 properties, including 170 retail shopping centers, around the globe. Our stunning retail destinations provide immersive, real-life experiences that bring people together and enrich our local communities. But our most important asset of all is something less tangible than real estate. Our employees bring value to our businesses, innovation to our practices, and vision to our future.
As we look to expand our workforce, we’re laser focused on building upon one of our biggest strengths: our diversity. Multiracial, multicultural, and multigenerational, we hire great people from a wide variety of backgrounds, not just because it’s the right thing to do, but because it makes us better. We believe the key to a successful workplace is acknowledging and celebrating the individual strengths and experiences of each employee and the potential they bring. As part of our company-wide commitment to diversity and inclusion (D&I), we’ve amped up our efforts to build an even more diverse workplace. Our recent partnership with junior military officer recruiting firm Cameron-Brooks has brought us top veteran talent. We have also partnered with CAI Neurodiverse Solutions to onboard individuals on the autism spectrum for jobs in IT and business operations.
To find out more about how we are driving our diverse workforce commitment, we spoke to our human resources leadership team, Brookfield Properties Director of Human Resources Vern Johnson, and Brookfield Properties Director of Talent Acquisition Brandon Bates.
“Our ERGs represent many dimensions of diversity, including Black/African American employees, Hispanic/Latinx employees, military and veteran employees, Asian American and Pacific Islander employees, women employees, LGBTQ+ employees, intergenerational employees, and alternately abled employees.”
—Vern Johnson, Director of Human Resources
“While Cameron-Brooks and CAI Neurodiverse Solutions place an emphasis on our ‘ready-now’ talent efforts, we are also focused on building a diverse talent pipeline for the future,” explains Johnson. “Our 10-week rotational internship program provides interns with hands-on experience in retail real estate. We are excited to partner with Urban Alliance for that program, which connects high school students to equitable, inclusive careers through paid work experiences, mentorship, and professional development.”
In addition to our commitment to attracting and mentoring diverse talent, we’re equally committed to retaining it. To that end, we’ve created a D&I Employee Advisory Group as well as eight Employee Resource Groups (ERGs) that offer employees a means of professional development, cultural exploration, community engagement, and empowerment.
“Our ERGs represent many dimensions of diversity,” Johnson added. “Throughout the calendar year, we celebrate a variety of different heritage months with programming, events, panels, and networking opportunities open to all Brookfield Properties employees. By supporting members of underrepresented groups, we’re creating a culture of allyship.”
“Sharing our core values allows us to differentiate ourselves from the competition.”
—Brandon Bates, Brookfield Properties Director of Talent Acquisition
Studies show culture is the number one reason candidates choose a company. Glassdoor’s 2019 Mission & Culture Survey found that over 77% of adults across four countries (U.S., UK, France, and Germany) would consider a company’s culture before applying for a job there, and over half of the 5,000 respondents said that company culture is more important than salary when it comes to job satisfaction.
“We’re dedicated to living by our core values — humility, attitude, do the right thing together, and own it — because they provide a foundation of respect, integrity, and accountability that allows us to work together successfully as a team,” notes Bates. “Company culture is always a point of discussion with candidates and sharing our core values allows us to differentiate ourselves from the competition.”
Yet another aspect that sets Brookfield Properties apart is the numerous built-in opportunities for employees to advance their careers. For example, a new six-month-long mentoring program launched by Brookfield Intergenerational Professionals matches colleagues of different generations, with the goal of helping employees grow both personally and professionally. “Each of us has something of value to bring to the table regardless of age, and so everyone participating in this program will serve as both a mentor and a mentee in some capacity,” Johnson explains.
“We’re committed to building a workplace where our employees can realize their potential in an environment that allows them to feel respected and valued.”
—Vern Johnson, Brookfield Properties HR Director
Investing in and supporting our employees is a priority for us at Brookfield Properties. Just as our retail business is committed to building inspiring places for communities to thrive, we’re equally committed to building a workplace where employees can thrive.
From competitive compensation to world-class benefits — including 401K matching, charitable matching, and education reimbursement — we give our employees a solid foundation to build their careers in an inclusive, employee-centric environment that offers important work/life balance.