Director of People & Culture

Opportunities

Canterbury Foundation

Edmonton, AB

closed

THE ORGANIZATION

Canterbury Foundation (www.CanterburyFoundation.com) is a private not-for-profit charitable organization in Edmonton that is governed by a 14-person board and led by an Executive Director along with key managers and supervisors. Canterbury employs approximately 195 staff and operates four seniors living options on one site:

  • Canterbury Manor: a 127-suite independent living seniors’ apartment complex.
  • Canterbury Court: a 145-bachelor and double suite supportive living facility.
  • Canterbury Lane: a 20-bachelor suite supportive setting for seniors with cognitive impairment.
  • New 5 story addition with 50 larger, more modern suites.
  • Planned expanded dementia care program and wing from 20 to 53 spaces.
  • 16 bed planned hospice and skilled nursing wing

As a leading senior’s residence and provider of senior’s continuing care services and programs, Canterbury Foundation (the “Foundation”) has evolved its vision as the leader in enhancing the role and place of seniors in society. We fully believe that we can have an impact far beyond just our residents and their families.  We can help transform how seniors and seniors’ care are viewed and treated. The revised Mission Statement helps clarify our commitment to exploring what more we can do to serve our seniors and our community: Canterbury provides safety, comfort, independence and connection so support meaningful lives. The core work that we will do in the next 3 years as we roll out our 2021-2024 strategic plan will allow us to evolve to meet the greater aspiration of our Vision and employing our core values which guide each of our relationships and all of our actions:

We visibly respect the dignity of every person.
We provide compassionate care and quality services centred on the needs and abilities of the people we serve.
We support the development and empowerment of our employees.
We demonstrate open and ethical behaviour in all our relationships and honesty, integrity and accountability in all our actions.
We are diverse by intention and inclusive by design.

THE IDEAL CANDIDATE

You are passionate about the quality of life and dignity for our aged citizens. You are compassionate about wanting to seek an opportunity to influence the betterment of the lives of the senior’s community. Personally, you align and support the values of Canterbury Foundation.

You possess an understanding, appreciation or have had experience or exposure to operations and administration as relates to geriatric health care, seniors care, long-term care, and care for persons with varying disabilities or diseases such as dementia and Alzheimer’s.

You embrace a transformational leadership role within the organization and help shape a positive and productive culture. People enjoy working with you given your welcoming and inclusive nature, solid knowledge and experience, clear communication, calm demeanor under pressure and decisiveness. You develop strong internal and external relationships and partnerships with your team, the organization, vendors, volunteers and partners.

You are cautious, careful, well organized, highly perceptive and intuitive lifelong learner always seeking improvement. Your collective education combined with mature experience will enable you evaluate and effectively strategize and oversee or deliver quality people management programs for the organization. As an important contributor to the Executive Leadership Team, you possess a track record of having influenced, managed, guided and implemented significant changes within an organization.

THE POSITION

The Director of People & Culture reports to the Executive Director and will be an equal participant on the Executive Leadership Team. The Director of People & Culture will drive all matters related to people, workforce, and culture consistent and in alignment with the Foundation’s strategic plan and objectives. The Director will work with their team to design, implement, review and modify Canterbury Foundation’s human resources programs, policies, advise and facilitate coaching for managers, and manage and oversee the recruitment process, training and development, performance management program, employee relations and wellness, and safety. The Director will also participate and support the Foundation in labour relations relevant to any collective bargaining agreement matters.

ROLES & RESPONSIBILITIES

Leadership and Administrative:

  • Oversee the establishment and maintenance of relevant HR records and reports in terms of privacy protection, and function as the designated Privacy Officer for the organization, as required under the Alberta Personal Information and Privacy Act.
  • Research annual salary surveys, benchmark company compensation, advise and develop salary grids / ranges, recommend annual salary increments.
  • Collaborate with the managers and supervisors in the development of job descriptions and ensure they are updated on a regular basis.
  • Ensure adherence to employment standards, labour laws, internal HR policies, compliance with Collective Bargaining Agreement, and advise on any changes or improvements.
  • Work with ELT to identify strategic direction and communicate and implement such information with organization managers.
  • Prepare, present, and monitor the annual budget for the People and Culture department.
  • Plan, develop and prepare communications materials related to HR programs.
  • Work with senior management to develop and implement HR plans and solutions to improve performance, retention, and employee experience, achieve strategic business initiatives and deliver progressive results.
  • Keep abreast of People and HR trends and latest best practices for potential application.

Employee Relations:

  • Create a safe and open environment for people to share workplace concerns.
  • Maintain a strong focus on employee relations, performance management, engagement and retention strategies and activities.
  • Provide expertise and consultation including interpretation, past practice, investigations, grievance procedures and disciplinary actions regarding the collective agreement.
  • Foster and advise on employee relations best practices that create positive employer-employee workplace with high level of confidence, satisfaction, and motivation.
  • Investigate employee complaints and concerns.
  • Develop, recommend, and oversee an annual employee satisfaction survey. Analyze and report on the results along with any recommendations that may be appropriate.
  • Review, guide, and approve management recommendations for employee terminations.
  • Oversee and support the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
  • Help build leadership capabilities among management through coaching.

Education and People Development:

  • Advise and direct new hire orientation and on-boarding procedures with the respect to the organization and for the specific departments.
  • Work with your team to identify and arrange for or deliver internal and external training priorities for managers and supervisors.
  • Explore with your team the development of an in-house employee training system that better enables the planning and registering of training needs and requirements for various staff.
  • If required, oversee the development of a training needs assessment.

Recruitment & People Performance:

  • Oversee the establishment and implementation of recruitment procedures and practices aimed at attracting, screening, validating, and securing quality candidates.
  • Chair any employee selection committees or meetings.
  • Oversee the tracking of workforce attendance and trends. Investigate attendance issues and report and provide recommendations on the prevention of chronic absenteeism.
  • Oversight on workforce performance matters and trends.

Payroll and Benefits:

  • Direct benefit administration including claims resolution, invoice approval, and annual reevaluation of policies for cost effectiveness.
  • Oversee administration of payroll, development, and distribution of accountability and management reports and ensure compliance with labor laws and standards, collective agreement and Canterbury HR policies and procedures.

Occupational Health and Safety:

  • Lead Canterbury’s health and safety, welfare and wellness programs and ensure OH&S compliance.
  • Direct and ensure satisfactory preparation for COR Audit and Certification.
  • Oversee tracking of OH&S-required data and monitor for any anomalies.
  • Oversee and direct the administration and management of Worker’s Compensation.

QUALIFICATIONS

  • A Bachelor’s degree or Diploma in Human Resources.
  • Master’s Degree or MBA in Human Resources Management or related field is an asset.
  • Complimentary post-secondary or Certificate level education in Business / Office Administration, OH&S, PMP, PROSCI, or Labour Relations would be an asset.
  • 10+ years’ progressive Human Resources experience and at least 5 years in a leadership / transitional business partner level role.
  • Strong knowledge of HR standards, federal/provincial laws, and regulations.
  • Experienced in coaching, counseling, performance management, teambuilding and wellness programs, compensation, and benefits.
  • Experience in negotiating and administering collective agreements preferred.
  • Strong business, strategy and HR acumen, including problem-solving skills, tactical execution, critical thinking, and innovative.
  • Excellent written and verbal communication, interpersonal skills; high quality document and report preparation.
  • Proficiency in MS Word Office Suite and particularly with Excel.
  • Capable of inspiring others and influencing positive culture within an organization.
  • Accepting the necessity to “roll up your sleeves” at times.

COMPENSATION

Compensation will be commensurate upon experience and skills, consisting of an annual salary plus a generous benefits package. Professional development is supported.

COMMITMENT

Canterbury Foundation is committed to creating an inclusive workplace that reflects our diverse community that we serve. We encourage candidates from diverse backgrounds and those who may need accommodation to apply to join our team.

CONFIDENTIALITY

In compliance and consistent with the Personal Information Protection and Electronic Documents Act (“PIPEDA”), HumanEdge shall respect the privacy and confidentiality of all personal information provided directly or indirectly verbally, electronically or in print throughout the process of candidate engagement in our search assignments.

Expressions of interest and resumes may be sent in confidence to:

Ken Glover, BSc., RPR
Managing Partner, HumanEdge Global
ken.glover@humanedgeglobal.com
www.humanedgeglobal.com 

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