Director, People and Workplace Culture

Job summary

Lead the Museum’s people strategy and workplace culture, including organizational development, workforce and succession planning, recruitment, employee engagement, inclusion, and volunteer services. Advise executive leadership and the Board, oversee HR operations and union relations, ensure legislative compliance and workplace safety, and manage the function’s budget and service providers.

Job details

Please click on link below to apply for this position. https://venor.ca/opportunities/director-of-people-and-workplace-culture-cmi-p21/ The Director, People and Workplace Culture serves as the strategic leader responsible for building an engaged, inclusive, safe, and high-performing workplace that enables the Canadian Museum of Immigration at Pier 21 (CMI) to achieve its mission and strategic priorities. The Director champions a people-first culture anchored by CMI’s values and ethics code. The Museum has 56 permanent employees, 20+ part-time (seasonal/hourly) employees, and 50+ active volunteers. Staff and volunteers include individuals with a wide range of ethnicities, backgrounds, languages and abilities. Most Museum staff including some managers are represented by the Service Employees International Union Local 2, Brewery, General and Professional Workers’ Union (the “Union”). The agreement, effective from April 1, 2024 to March 31, 2026, covers full-time and part-time Museum staff, except for 17 employees who are managerial exclusions. Key Responsibilities Executive Leadership and Governance Foster a culture of trust, accountability, continuous improvement, learning, innovation and inclusion for staff and volunteers. Contribute to organizational strategy, planning, and decision-making. Advise the CEO and senior leadership on organizational effectiveness, workforce trends, succession planning, risk management, and people-related strategies. Lead enterprise-wide organizational change initiatives that strengthen wellness, culture, collaboration, and performance. Support the Board of Trustee’s Human Resource, Governance and Nominating Committee (HRGN) by providing reports and expertise on people-related initiatives, policies, governance, and organizational health. Responsible for key areas of reporting including compliance with legislative requirements Monitor human resource related risks / develop and implement mitigation plans. Human Resources Strategy Lead the evolution and implementation of the Human Resources Strategy aligned with the Museum's Strategic Plan[1]. Develop a succession plan that supports organizational sustainability and informs professional development investments. Establish meaningful performance indicators and people analytics to inform strategic decision-making. Organizational Development and Workplace Culture[2] Lead organizational development initiatives that strengthen leadership capability, employee engagement, collaboration, and organizational effectiveness. Ensure leadership development includes 360 feedback and ensure that psychological safety indicators are included in leadership evaluations. Ensure employees have access to personal, professional, and workplace training as required. Design and implement initiatives that support organizational resilience and change management. Lead organizational culture assessments, workplace wellness assessments, and employee engagement surveys, and ensure follow-up action plans are developed and executed. Provide strategic leadership, oversight, and continuous improvement of the Museum’s volunteer program. Recruitment and Workforce Planning Lead recruitment, onboarding, and retention initiatives for staff and volunteers that reflect the Museum's commitment to employee experience, excellence and inclusion. Build strategic partnerships with educational institutions, settlement organizations, and community organizations to support internships, co-operative education, and emerging talent programs. Develop long-term workforce planning strategies to address future organizational needs. Equity, Diversity, Inclusion, Accessibility and Reconciliation Lead the Museum's people strategies related to equity, diversity, inclusion, accessibility, and reconciliation. Ensure HR policies and employment practices promote fairness, accessibility, and belonging. Partner with leadership to embed inclusive practices throughout the employee lifecycle and volunteer experience. Support education and awareness initiatives that strengthen cultural competency and inclusive leadership. Human Resources Operations Provide management oversight of Human Resource Generalist, Volunteer Services Manager, and all aspects of human resources technical support. Ensure compliance with all applicable federal employment legislation and employment standards, and create reports as required. Lead labour relations and serve as the primary point of contact for the Union. Maintain up to date human resources policies as well as compensation and classification frameworks for approval as appropriate by the CEO or the Board of Trustees. Oversee job evaluation, organizational structure reviews, and compensation planning. Provide strategic oversight of occupational health and safety programs. Conduct workplace investigations as required. Internal Communications and Organizational Engagement Develop workplace communication strategies that reinforce organizational values, strategic priorities, and workplace culture. Provide management oversight of internal communications that promote transparency, collaboration, and employee and volunteer engagement. Support change communication and employee consultation during organizational initiatives. Emerging Talent Strategy Develop People and Workplace strategies that create meaningful learning and engagement opportunities while supporting the Museum's workforce objectives. Monitor and report on the impact and outcomes of the Strategy Provide oversight of CMI’s newcomer employment program i.e., ‘Welcome Home to Canada’, and internship programs working collaboratively with operational leaders responsible for the participants. Financial and Operational Leadership Develop and manage the People and Workplace Culture budget. Oversee external consultants and service providers. Ensure effective stewardship of financial and human resources. Identify opportunities to improve organizational efficiency through technology, process improvement, and innovation.

What you’ll do

Lead the Museum’s people strategy and workplace culture, including organizational development, workforce and succession planning, recruitment, employee engagement, inclusion, and volunteer services. Advise executive leadership and the Board, oversee HR operations and union relations, ensure legislative compliance and workplace safety, and manage the function’s budget and service providers.

Requirements

The posting does not specify formal education, years of experience, or professional credentials. Its senior director-level scope calls for strategic HR leadership, organizational change and development expertise, labour relations experience, and the ability to oversee compliance, workforce planning, inclusion, and people operations.

Listed skills

• Change Management · Preferred

Other relevant skills

Identified from the job description. Confirm important requirements above.

• Strategic Human Resources Leadership
• Organizational Development
• Workplace Culture
• Change Management
• Succession Planning
• Workforce Planning
• Employee Engagement
• Labour Relations
• Union Relations
• Equity, Diversity, Inclusion, Accessibility, And Reconciliation
• Employment Law Compliance
• Occupational Health And Safety
• Workplace Investigations
• Compensation And Job Evaluation
• People Analytics
• Budget Management

Job areas

• Human Resources
• Management & Leadership
• Art & Design

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