Job Title: People & Culture Advisor

Department: People & Culture

Position Type: Full-time, permanent

Expected Start Date: October 15, 2025

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 & Culture Advisor provides front-line HR advisory support across the organization, focusing on employee and labour relations, policy administration, employee engagement, wellness, and offboarding. The Advisor is responsible for conducting and supporting workplace investigations, administering progressive discipline processes, managing accommodations, ergonomic assessments, and return-to-work plans, and coordinating recognition and engagement initiatives. This role ensures consistent and fair application of HR practices while supporting an inclusive, engaging, and compliant workplace culture.

Responsibilities:

Labour & Employee Relations

• Conduct investigations into workplace concerns and complaints, preparing reports and recommendations for review by the Manager.
• Support the administration of progressive discipline processes, ensuring documentation and compliance with policies and collective agreements.
• Provide advisory support to leaders on employee relations issues, escalating complex or high-risk matters to the Manager.
• Act as a first point of contact for union representatives on day-to-day matters, maintaining constructive working relationships.
• Maintain accurate and confidential records of investigations, grievances, and discipline cases.

Employee Engagement and Wellness

• Administer employee engagement surveys and assist with data analysis and reporting.
• Execute recognition programs, staff appreciation events, and engagement initiatives.
• Administer employee accommodation requests in compliance with legislation and organizational practices.
• Request and track ergonomic assessments; ensure recommendations are implemented in a timely manner.
• Assist with employee return-to-work planning and coordinate documentation.
• Support office workspace allocation and IT ergonomic equipment management.
• Coordinate wellness campaigns (e.g., mental health awareness month, healthy workplace challenges), tracking and analyzing usage trends of wellness programs.
• Share resources on stress management, flexible work practices, and employee assistance programs (EAP).
• Administer inclusion and diversity initiatives (e.g., awareness campaigns, cultural celebrations, inclusive language guides).
• Plan and facilitate employee townhalls, developing meaningful agendas in partnership with leaders to address key organizational updates and employee concerns.
• Lead the employee suggestions program, ensuring ideas are captured, reviewed, and communicated back with outcomes.
• Conduct stay interviews to gather proactive feedback on employee engagement and retention.
• Facilitate working groups to better understand employee experiences, identify themes, and recommend improvements.

Human Resources Management

• Administer and maintain HR policies and procedures; draft updates for review by the Manager.
• Support communication of organizational initiatives and HR-related policies across the organization, providing input and coordination as needed.
• Administer the offboarding process, ensuring completion of checklists and coordination of exit interviews.
• Conduct exit interviews for non-management employees and compile data from seasonal/casual employee exit surveys.
• Collect and analyze offboarding feedback; provide trends and recommendations to the Manager.
• Prepare HR reports, data summaries, and presentations (e.g., turnover trends, survey results).
• Manage intranet updates, newsletters, and other internal communication tools to ensure employees receive timely, accurate, and engaging organizational information.

Collaboration & Support

• Provide HR advisory support to employees and leaders, ensuring alignment with policies, collective agreements, and employment legislation.
• Actively contribute to People & Culture initiatives, projects, and events.
• Promote inclusivity, psychological safety, and organizational values through day-to-day interactions.
• Collaborate with the Manager on process improvements and projects to enhance HR services.

Organizational Excellence and Wellbeing

• Contribute to inspiring and immersive experiences at the Park by engaging in Heritage Park initiatives that align with our mission and vision, ensuring authenticity in our historical setting and stories.
• Actively support a positive work environment by creating an atmosphere of inclusion, engagement, belonging, and fulfillment for employees and volunteers, in line with Heritage Park values.
• Recognize all contributors to our community as integral to our success, fostering a sense of community and collaboration.
• Demonstrate responsible stewardship of our people, collections, and financial assets by driving growth with innovation, transparency, and financial sustainability, while embracing our historical assets and recognizing all contributors.
• Demonstrate commitment to workplace health and safety by complying with Heritage Park's Health, Safety and Environment Management System (HSEMS), following safe work practices, reporting work-related incidents, injuries, and hazards, participating in employer training, and adhering to policies including the Code of Conduct and the Workplace Violence and Harassment policy.

Required Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field (required).
• CPHR Candidate or CPHR designation (required).
• Minimum 4 years of progressive HR experience, including at least 1 year focused on employee relations and investigations.
• Solid knowledge of HR best practices, labour relations and collective agreements.
• Working knowledge of employment legislation (employment standards, human rights, OH&S, privacy).
• Experience with HRIS, preferably Payworks
• Intermediate proficiency in Microsoft Office Suite (Excel, Outlook, Word, PowerPoint, Forms, Teams, SharePoint, Lists, Planner); experience with Power Automate and Power BI is an asset.
• Demonstrated ability to handle sensitive information with confidentiality and discretion.
• Strong interpersonal skills, with the ability to build positive relationships and engage effectively with employees at all levels.
• Excellent verbal and written communication skills, able to convey information clearly and professionally.
• Proven problem-solving and conflict resolution abilities, with the capacity to address complex workplace issues effectively and constructively.
• Self-motivated and able to work independently with minimal guidance while managing multiple priorities.
• Demonstrated ability to work efficiently, meet deadlines, and produce high-quality work in a fast-paced environment.
• All successful candidates (over the age of 18) will be required to go through Police Information Check as a condition of employment.