ᐃᖅᑲᓇᐃᔮᖅᑖᕋᓱᐊᖅᑐ ᐃᓚᒋᔭᐅᖃᑕᐅᓪᓗᑎᒃ ᐃᓄᐃᑦ ᓄᓇᖓᓐᓂ ᓄᓇᓕᕆᓂᕐᒧᑦ ᐊᖏᕈᑎᐅᓯᒪᔪᓄᑦ ᓯᕗᓪᓕᖅᐸᐅᑎᑕᐅᓂᐊᖅᑐᑦ ᐃᖅᑲᓇᐃᔮᖅᑖᕐᑎᑕᐅᔪᓐᓇᖅᑐᓄᑦ.

ᐃᑲᔪᖅᑐᕐᐸᑦᓯ ᐃᖅᑲᓇᐃᔮᖅᑖᕋᓱᐊᖃᑕᐅᔪᓯ ᓇᓗᓇᐃᖅᓯᖁᓪᓗᓯ ᐃᓚᒋᔭᐅᖃᑕᐅᓂᑦᓯᓐᓂᒃ.

Iqqanaijaaqtaarasuaqtut ilagijauqataullutik Inuit Nunanganni Nunalirinirnmut Angirutiusimajunut sivulliqpautauniaqtut iqqanaijaaqtaartitaujunnaqtunut. Ikajuqturpatsi iqqanaijaaqtaarasuaqataujusi nalunaiqsiqullusi ilagijauqataunitsinnik.

APPLICANTS WHO ARE ENROLLED UNDER AN INUIT NUNANGAT LAND CLAIMS AGREEMENT WILL BE GIVEN PRIORITY HIRING. WE ENCOURAGE APPLICANTS TO SELF-IDENTIFY.

JOB SUMMARY

As part of the Corporate Services team, the Director of Human Resources & Operations is a senior leadership position responsible for overseeing ITK’s human resources department and supporting operational and corporate services functions. This dual-focused role combines strategic HR management with the oversight of daily operational activities to ensure seamless organizational performance.

This role requires an innovative HR and Operational leader who is well-versed in best practices for Inuit organizations and current trends in talent management, organizational development, and workforce planning. The Director will play a pivotal role in shaping company culture, elevating employee engagement, and overseeing compliance and risk mitigation strategies.

Working closely with department directors, the HR & Operations Director will provide strategic support to build a high-performing, engaged workforce aligned with Inuit employment objectives.

KEY ACCOUNTABILITIES
STRATEGIC HR LEADERSHIP

• Develop and implement HR strategies aligned with ITK’s strategic plan. Areas of focus include, talent acquisition, workplace wellness, organizational development, HR programs and operations and employee relations.
• Establish and oversee strategies to increase Inuit representation and cultural competency within the organization; identifying opportunities to gather Inuit specific interest and candidates.
• Oversee and evolve ITK’s compensation and performance management programs; ensuring that compensation and performance evaluations are administered in a and equitable manner.
• Lead the management, implementation, and optimization of Human Resource Information Systems (HRIS) and other HR technologies to support the organization’s operational and strategic goals.
• Conduct regular audits of HR processes, workplace practices, and employment records to identify potential risks, and develop action plans to address vulnerabilities proactively.
• Lead or oversee the process for workplace accommodation requests, investigations to address complaints, or policy violations, ensuring fair, unbiased, and legally compliant resolutions.
• Monitor and enforce adherence to applicable employment standards, ensuring the organization operates within the bounds of applicable regulations. Provide guidance and support to management on employee relations issues.
• Lead the development and continuous improvement of HR policies that align with the organization's mission, values, and strategic goals, ensuring they address current and future workforce needs; facilitate the approval process with senior leadership.
• Develop and align the HR budget with the organization's goals and strategic priorities, forecasting workforce needs, training requirements, compensation trends and HR programming costs.
• Lead efforts to develop a manager-in-Training learning plan and a robust succession plan to ensure long-term organizational growth.
• Lead and engage the appropriate resources for other HR projects as required.

OPERATONS

• Provide support to the Senior Director with other operational projects within HR the corporate services function.
• Assist the Senior Director with developing and implementing corporate strategies to align internal services with organizational goals.

LEADERSHIP AND TEAM DEVELOPMENT

• Lead, mentor, and develop a high-performing team.
• Foster a collaborative and positive work environment that promotes professional growth.
• Serve as a trusted advisor to senior leadership on matters related to HR, or operations.

REPRESENTATION AND RELATIONSHIPS

• Tact and discretion must be used at all times in liaising with employees, directors, external candidates, contractors, and other stakeholders.
• Communication skills, time management and organization skills.
• Sensitive employee information must be treated appropriately.
• Discretion and confidentiality are mandatory. The incumbent will frequently be asked to handle sensitive information

QUALIFICATIONS

Education & Qualifications

• 10+ experience in human resources, including leadership roles.
• A degree or college diploma in Human Resources, or a related field, or:
• Any combination of education and experience providing the required skill and experience for success in the role.

Knowledge & Experience

• Excellent oral and written communication skills (primarily in English; Inuktitut and/or French an asset);
• Strong understanding of Inuit culture, values, and communities; experience working with Indigenous organizations or populations is a significant asset.
• Experience managing and developing a high-performing team.
• Demonstrated ability to design and implement HR strategies in culturally diverse settings.
• Strong knowledge of provincial employment standards.
• Proven experience in conflict resolution, mediation, and employee relations.
• Exceptional interpersonal and communication skills, with a culturally sensitive approach.
• Experience working with tight deadlines and project schedules.
• Ability to engage and interact well with others and participate in challenging discussions with both employees and management.
• Excellent interpersonal communications (both with internal and external contacts) and approachable.
• Well versed in HRIS platforms and can leverage HRIS to improve efficiencies.

OTHER INFORMATION

• Work is very complex, often managing several important projects concurrently;
• Employment is in-office, done in an office environment;
• Incumbent is provided a great extent of latitude in making project decisions;
• Provides project and program recommendations to the Senior Director and ITK Senior Leadership;
• Consequence of error will impact on operational success;
• Intensified timelines when workload is large; and
• Frequent short notice deadlines.

BENEFITS

Conditional to ITK’s Human Resources Policies, you may be eligible for:

• Group Insurance

• RRSP contributions

• Training allowance

• Health and wellness allowance

• Relocation allowance

• Vacation – starting out at 3 weeks/year.

• Paid Christmas break (usually between Xmas and New Year)

• Applicants who are a Beneficiary under a Land Claims Agreement will be given priority hiring. We encourage applicants to self-identify.

We would like to thank all applicants in advance for their interest in ITK however, only those selected for an interview will be contacted.