Job Title: People & Talent Strategy Manager

Department: People & Culture

Position Type: Temporary Full-time; Maternity Leave Coverage

Expected Start Date: October 15, 2025

Expected End Date: December 31, 2026

Application Deadline: October 3, 2025

What we offer:

• Flexible work arrangements

• Employee discounts on food and retail items and free parking

• Free entrance to the Park, including to our many public special events

• Working in a beautiful park setting

• Generous paid time off, including Vacation days, Sick Time

• Employer-matched Pension Plan at 5%

• Comprehensive Benefits package includes Extended Health Care, Dental Benefits, Basic Life Insurance, Accidental Death and Dismemberment, Short-Term and Long-Term Disability, and Employee and Family Assistant Program (EFAP)

Who We Are:

Heritage Park is Canada's largest living history museum and offers visitors a chance to experience life in Western Canada from the 1860s to the early 1950s. The park features historical buildings, costumed interpreters, working antiques, and various exhibits that provide insight into the region's past.

Job Overview:

The People & Talent Strategy Manager, People & Culture (P&C), leads Heritage Park’s talent management strategy to attract, develop, and retain a high-performing, engaged workforce. This role oversees full-cycle talent acquisition, onboarding, leadership and employee development, performance management, job evaluation, workforce and succession planning, and talent-related reporting. Acting as a strategic partner to leaders and a champion of candidate and employee experience, the role ensures all programs and practices reflect Heritage Park’s mission, values, and operational priorities while fostering a culture of inclusion, engagement, and organizational excellence.

Responsibilities:

Talent Acquisition & Orientation

• Collaborate with senior management to define talent acquisition goals and strategies, aligning recruitment efforts with current and future workforce needs.
• Develop and execute workforce planning, sourcing strategies, recruitment campaigns, and full-cycle recruitment processes in compliance with company policies, the Collective Agreement, legislation, and best practices.
• Maintain and optimize the Applicant Tracking System (ATS), ensuring hiring managers and P&C team members are trained and engaged in its use.
• Champion a positive candidate experience through consistent communication, timely feedback, and engagement strategies throughout the recruitment and onboarding journey.
• Design and deliver onboarding programs and orientation materials that effectively introduce new hires to Heritage Park’s culture, policies, and expectations, with tailored support for each role.
• Partner with hiring managers to create individualized orientation schedules and 30-60-90 day plans for all full-time, permanent new hires, secure approval, and ensure they are actively followed and reviewed by both the new hire and the manager.
• Track and monitor new hire progress, ensuring all tasks, training, and paperwork are completed on time; gather feedback to continuously improve candidate and onboarding experiences.
• Communicate regularly with internal stakeholders to manage expectations, provide recruitment updates, and ensure smooth integration of new employees into the workplace.

Talent Development & Performance Management

• Lead the design, implementation, and continuous improvement of Heritage Park’s performance management and talent development frameworks to align with organizational goals and values.
• Collaborate with leaders to set SMART goals, identify excellence indicators and KPIs for each role, and integrate these into the performance evaluation process.
• Ensure every employee has a documented development plan created in partnership with their manager, with regular check-ins and support mechanisms to drive growth and career progression.
• Organize and facilitate training programs, workshops, and leadership development initiatives that strengthen competencies, support succession planning, and foster a culture of continuous learning.
• Establish mentorship and coaching programs that connect employees with experienced leaders and provide personalized guidance, feedback, and career development support.
• Provide tools and training for leaders to conduct effective performance reviews, coaching conversations, and feedback sessions that enhance employee engagement and accountability.
• Regularly analyze performance and development data, gather participant feedback, and adjust programs to ensure impact, inclusivity, and alignment with organizational objectives.
• Promote a culture of recognition, accountability, and continuous improvement by embedding feedback loops and celebrating development achievements across teams.

Job Evaluation, Workforce Planning & Succession Planning

• Conduct and maintain job evaluations and classifications to ensure consistency, fairness, and alignment with organizational structure, compensation philosophy, and industry standards.
• Partner with leaders to analyze job descriptions, responsibilities, and required competencies to ensure roles are appropriately classified and compensated.
• Provide compensation benchmarking and recommendations to ensure market competitiveness and internal equity.
• Collaborate with senior leadership to forecast workforce needs, identify talent gaps, and design proactive strategies to address future staffing requirements.
• Develop and maintain succession planning frameworks to identify high-potential employees and ensure tailored development plans are in place to prepare them for future leadership roles.
• Integrate workforce planning insights, job evaluation outcomes, and succession readiness into the performance management and talent development processes.
• Provide regular workforce and succession planning updates, highlighting risks, opportunities, and progress toward building a sustainable, high-performing talent pipeline.

People Leadership, Engagement & Financial Stewardship

• Provide day-to-day leadership, coaching, and mentorship to direct reports, fostering a culture of accountability, collaboration, and professional growth.
• Cascade organizational priorities into team goals, ensuring each team member understands how their work contributes to Heritage Park’s mission, values, and cultural objectives.
• Champion engagement and inclusion by building strong feedback loops, recognizing contributions, and promoting psychological safety and open communication within the team.
• Partner with team members to establish SMART goals, excellence indicators, and development plans, ensuring regular check-ins and support for career growth.
• Conduct regular performance reviews and calibration sessions to ensure consistency, fairness, and alignment with organizational standards.
• Develop and manage the Talent budget, including training and development initiatives, recruitment tools, and external partnerships, ensuring financial accountability and optimization of resources.
• Monitor and report on budget variances, identify cost-saving opportunities, and ensure stewardship of financial and people resources in alignment with organizational goals.
• Lead by example, demonstrating Heritage Park’s values, ethical leadership, and a commitment to continuous improvement in both people and resource management.

Compliance, Reporting and Organizational Excellence

• Generate and present timely talent-related reports and metrics to the VP of P&C, using data and analytics to inform decisions and enhance recruitment, onboarding, development, and workforce planning initiatives.
• Monitor and report on key performance indicators (KPIs) for all talent initiatives, ensuring monthly updates and actionable recommendations are delivered.
• Partner with hiring managers to gather information for the annual Canada Summer Jobs Grant application and ensure 100% utilization of approved funding to maximize future approvals.
• Ensure compliance with Heritage Park’s Health, Safety & Environment Management System (HSEMS), including workplace safety protocols, incident reporting, and hazard assessments relevant to the Talent team’s activities.
• Support COR certification by collaborating with the HSE team to ensure talent processes (e.g., onboarding, training, compliance reporting) meet COR requirements and are documented accurately.
• Participate in safety training, inspections, and compliance audits, embedding safety and wellbeing practices into employee orientation, development, and performance management processes.
• Promote a culture of wellbeing, inclusion, and professional stewardship, ensuring that all actions and resources align with Heritage Park’s mission, values, and long-term sustainability goals.
• Act as a role model for Heritage Park values, ethical leadership, and continuous improvement in compliance and organizational excellence.

Required Qualifications:

• A university degree in Human Resources, Business Administration, or related field.
• Minimum five (5) years of experience as an HR Generalist with at least 50% focus on recruitment, onboarding and talent.
• Minimum two (2) years of experience in people management, overseeing talent acquisition and developing teams.
• Minimum two (2) years experience in project management, managing HR projects such as implementing HRIS, ATS and Learning Management Systems (LMS) and Performance Management programs.
• Experience in a not-for-profit attraction's environment would be considered an asset.
• Medium-level proficiency in using Office 365 (SharePoint, OneDrive, Excel, Word) and proficiency in HR software and applicant tracking systems. Experience using Payworks will be an asset.
• Data-driven mindset with the ability to analyze HR data and make strategic decisions.
• Excellent customer service focus, including the ability to handle and manage competing priorities;
• Strong verbal and written communication skills and the ability to build relationships and ability to interact with employees at all levels of the organization effectively;
• All successful candidates (over the age of 18) will be required to go through Police Information Check as a condition of employment.