The Organization

Edmonton Airports is a community-based, financially independent, not-for-profit corporation that owns and operates Edmonton International Airport and Villeneuve Airport. Edmonton International Airport is a critical transportation and economic hub for the Edmonton Metropolitan Region, supporting passenger travel, cargo operations, and a diverse ecosystem of airlines, tenants, contractors, and service partners.

Edmonton Airports operates in a complex, safety-sensitive, and continuously operating environment, with a strong emphasis on operational excellence, regulatory compliance, and community stewardship. The organization employs a predominantly unionized workforce and places a high priority on leadership accountability, workforce capability, and organizational culture.

For more information about Edmonton Airports, please visit their website.

The Opportunity

• Reports to: Director, People and Culture
• Direct Reports (5): People & Culture Business Partner (3); Payroll, Compensation & Benefits Specialist; Recruiter
• Location: Edmonton International Airport

Mandate

The Manager, People Operations is a senior leader within the People & Culture function, responsible for ensuring the effective, consistent, and practical delivery of human resources services across Edmonton Airports.

Reporting to the Director, People & Culture, the role provides operational leadership, people management, and execution discipline across core HR functions, including employee relations, labour relations, people programs, and service delivery. The Manager plays a critical role in stabilizing HR operations, strengthening team capability, and supporting the advancement of People & Culture priorities in a unionized, 24/7 operational environment.

The Manager, People Operations will play a central role in accelerating and executing the modernization and refresh of people programs over the next 1-3 years, including onboarding, recruitment, leadership development and performance practices.

This role will bring structure and clear points of accountability to the People & Culture function and requires sound judgment, strong leadership presence, and the ability to balance day-to-day operational demands with longer-term improvement and modernization initiatives.

Key Accountabilities

People, Programs, and Implementation

• Translate People & Culture priorities into executable plans, ensuring initiatives progress from design to sustained implementation.

Systems, Tools, and Process Improvement

• Support the effective use and continuous improvement of HR systems, tools, and reporting to enable informed decision-making and operational efficiency.

HR Operations and Service Delivery

• Provide leadership and oversight for day-to-day People & Culture operations, ensuring consistent, timely, and effective HR service delivery.
• Shift the function toward service enablement by reducing process friction and providing responsive support to help leaders address operational challenges.

Leadership and Team Development

• Lead with a player-coach mindset, empowering and coaching a committed team, establishing clear expectations, standards and accountability.
• Foster collaboration and alignment within the team and across the broader organization.

Employee and Labour Relations

• Provide leadership on employee relations matters, including case management, investigations, and issue resolution.
• Partner with leaders in a highly unionized environment (~70%) on labour relations, including collective agreement interpretation/implementation, grievance/discipline support and bargaining preparation.

First-Year Deliverables / Measures of Success

Success in the first year will be determined by the candidate’s ability to:

• Build trust and credibility with the People & Culture team, organizational leaders, and union partners by providing steady, reliable, and service-focused HR leadership.
• Build on the strong foundation already underway, including a newly modernized onboarding program and the development of a leadership development framework currently in progress.
• Stabilize HR operations and execution, reducing reactive “fire-of-the-day” demands and enabling the team to deliver priority work with consistency and follow-through.
• Clarify roles, responsibilities, and job descriptions within the People & Culture team to improve operational effectiveness and reduce duplication or overload.
• Advance priority people initiatives, including recruitment, onboarding, and performance practices, ensuring measurable progress from intent to implementation.
• Strengthen leader confidence and capability in people-related decision-making through clear guidance, consistent practices, and effective partnership.

Candidate Profile

The successful candidate will have the following:

Education:

• A post-secondary degree in Human Resources, Business Administration, or a related field.
• Equivalent combinations of education and progressively responsible experience will be considered.
• A professional HR designation (e.g., CPHR) is considered an asset.

Experience:

• Progressive leadership experience within a complex, operational, or service-driven organization.
• Experience working in a unionized environment, including exposure to labour relations and collective agreement interpretation.
• Demonstrated ability to lead HR operations and deliver consistent, high-quality service while managing competing demands.
• Experience implementing people programs and initiatives, including recruitment, onboarding, and performance management.
• Strong employee relations and case management experience, with sound judgment and a balanced, fair approach.
• Experience supporting leaders through organizational change, operational pressure, and evolving expectations.
• Familiarity with HR systems, data, and reporting to support operational decision-making.

Competencies and Attributes:

• Strategic & Operational Acumen – Brings structure, prioritization, and execution discipline while maintaining service excellence in a complex operating environment.
• Collaborative Relationship Builder – Builds trust and credibility with leaders, employees, and union partners through consistency, fairness, and professionalism.
• Authentic Culture Leadership – Demonstrates consistency between words and actions (“say/do ratio”), reinforcing a culture that is practiced, not performed.
• Team & Culture Leader – Develops people, establishes clear expectations, and fosters collaboration, accountability, and alignment within the People & Culture team.
• Clear & Effective Communicator – Communicates clearly and professionally, explains complex issues with clarity, and manages conflict constructively.
• Values-Driven & Ethical – Demonstrates integrity, sound judgment, and a people-centred approach aligned with organizational values.
• Ownership-Oriented – Takes responsibility, follows through on commitments, and supports a culture of accountability and performance.
• Resilient & Adaptive – Operates effectively in a fast-paced, 24/7 environment with competing priorities and ongoing operational demands.

Commitment to Equity, Diversity, and Inclusion

Edmonton Airports is committed to equity, diversity and inclusion and recognizes that a diverse team benefits and is essential to service excellence. In accordance with provincial legislation, accommodation will be provided by Mullen and Edmonton Airports for the recruitment, selection and/or assessment process, upon request, to applicants with disabilities. All qualified candidates are encouraged to apply.

Application Instructions

If this opportunity excites you, please send an application package, including your resume and cover letter, to connect@mullenleadership.com. In the subject line of your email, please include the organization’s name and the position title.