We are currently recruiting a Director of People and Culture, based out of our Vancouver (YVR) Office.

What will the Director of People and Culture do? The Director of People & Culture will report directly to the Vice President, Aviation or designate. This role will be responsible for designing, maintaining, and managing our Human Resources Strategy in support of the Annual Strategic Plan. The primary purpose of this position is to manage and deliver a full range of both operational and strategic HR services to internal stakeholder groups and to facilitate maximum engagement in the day-to-day management of our People & Culture Managers who specialize in one or more areas, including: Talent Acquisition, Employee Care and Health and Safety.

The Director of People & Culture will be responsible for analyzing business trends in staff planning, leading a progressive team to support the evolution of PASS’s brand and footprint in the job market, assessing current employee skills and organizational succession planning, tracking HR metrics, and promoting Paladin’s Culture of CARE, as well as fostering employee engagement and overall job enrichment amongst a unionized workforce. The Director of People & Culture will work alongside the Director, Labour Relations as a leading expert in all applicable Collective Agreements in the Pacific Region and serve as a champion defining PASS’ CARE culture and brand. Other responsibilities in greater detail include, but are not limited to:

Ensure consistent application of human resources policies, directives and procedures aligned with Corporate People & Culture Department with customization to CATSA deliverables Design and implement talent acquisition processes that are in line with customized hiring process for CATSA to ensure sufficient engaged and motivated staff Design and implement a staffing plan for CATSA that includes recruitment, onboarding, and workforce planning practices to meet operational needs and are consistent across the region, including contributing to adequate Staffing Plans Collaborate with the leadership team to ensure successful implementation of HR Metrics are achieved according to Regional and individual airport needs and goals Implement, in collaboration with the organizational leaders and within the context of the National framework, the professional development strategy for the region Manage and coordinate employee culture training, leadership development and succession planning to enhance competitive ability. Ensure that managers and employees have or can acquire the skills, knowledge, and competencies to fulfill their dedicated roles for CATSA. Ensure that new employee orientation is conducted in a way that fosters a positive corporate culture toward CATSA service deliverables and Paladin’s company goals. Review, manage, monitor, and make improvements to the performance review process based on feedback from the Operations Leadership Team Manage the promotion process in alignment with Paladin’s Corporate People & Culture Department standards, including intrinsic policies of Diversity, Equity, and Inclusion. Support and collaborate with the Director, Labour Relations and supporting department regarding human resources investigations through a team of Employee Care, including interviewing, suspending, and terminating employment for litigious matters Serve as a business partner with Screening Operations leadership by advising management in appropriate resolution of employee care issues and safeguarding that all employee needs are being managed in a professional and timely manner in accordance with the Collective Agreements and internal policies. Actively collaborate with the Vice President, Aviation and internal Legal Counsel to establish formal responses to workplace matters. Identify legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting compliance Create and implement a strategic plan encompassing PASS’s commitments to diversity, equity, inclusion and belonging with respect to PASS’s CARE culture Engage and lead the People and Culture team to drive employee engagement and appreciation initiatives through various and creative forms of recognition.

What you bring to PASS

10-15+ years of experience in progressive HR experience, with experience in Director/Senior level leadership role overseeing HR Functions (Talent Acquisition, Labour Relations, Employee Relations/Employee Care) Post Secondary training in Human Resources and/or CPHR, CHRL designations are a strong asset Extensive experience working in a union/multi-unionized environment (union relations, collective bargaining, grievance process, arbitration etc.) In-depth knowledge of employment law and compliance- ideally experience in a federally regulated organization Strategic thinker- able to make sound, evidence-based decisions and translate business strategy into HR initiatives Proven ability to build and maintain strong relationships with team members at every level and internal/external stakeholders Demonstrated ability to drive strategic projects towards long-term business plans and simultaneously provide hands-on support for day-to-day HR functions Expert communication skills: verbal, written, presentation Able to travel across Western Canada as required Able to obtain Transport Security Clearance/ no un-pardoned criminal background

Posted until filled.