Chief People Officer
Basecamp Property Management Ltd. Calgary or Canmore, ABAbout Basecamp Resorts & Everwild
Basecamp is a rapidly growing chain of boutique hotels based in Canmore, Banff, Lake Louise & Kananaskis in Alberta and Revelstoke in British Columbia. We are an energetic team driven by our core values and providing our guests a home away from home.Everwild Nordic Spa and Hotel aims to raise the bar in wellness hospitality, blending authentic tradition with fresh, evolving experiences. Everwild is redefining mountain hospitality.Why Work for Us?
Quarterly profit share program!Group health benefits plan (Dental, Vision, Paramedical, and more)Generous staff discounts at all our propertiesFamily and friends discount at Basecamp propertiesFree access to the Everwild Nordic SpaDiscounts on food & beverage at Rhythm & HowlCompany paid staff events.Room for advancement in our growing companyBe part of western Canada's fastest-growing hospitality brandA hands-on people focused Basecamp culturePosition Overview
We are seeking a visionary Chief People Officer to architect and scale the people, culture, and organizational capabilities that will propel our evolution into a brand-led, experience-driven leader in Nordic hospitality across North America. Reporting to the CEO and partnering closely with the executive team, this foundational role will build our global people function from the ground up, defining the culture, talent systems, and leadership capabilities that enable growth while preserving the value and identity that make Basecamp unique. As a strategic leader, the CPO will help create a modern, high-performing organization where culture is the operating system and exceptional employee experiences translate into unforgettable guest experiences.Salary: based on experienceType: Full time & PermanentLocation: Calgary or Canmore, ABKey Responsibilities
Build & Lead the People & Culture Function
Design and implement the full HR operating model — policies, systems, compliance, and structure — from the ground upEstablish scalable people infrastructure across corporate and property operations that supports multi-region growthBuild and lead a high-performing People & Culture team capable of HR excellence at scaleSelect and implement people technology (HRIS, ATS, LMS, engagement) integrated across the organizationCulture, Values & Behavioral Frameworks
Define and embed a clear cultural vision and values aligned with Nordic hospitality principlesTranslate the brand values and service behaviors defined by the CCO into observable employee standards across roles and locationsEnsure culture is consistently activated across regions and functions, not only articulated at corporateBuild measurement systems that track cultural health and evolution over timeInternal Communications
Own a clear,



consistent internal communications strategy that keeps a geographically dispersed workforce informed and alignedEnsure transparency across a growing multi-region organization on strategy, performance, and cultureSupport the CEO and executive team in communicating vision and priorities with authenticityMaintain the distinction between internal communications (CPO) and external brand communications (CCO)Talent Acquisition & Employer Brand
Develop a scalable talent acquisition strategy supporting expansion across property types and geographiesBuild an employer brand positioning Basecamp as a destination for exceptional hospitality professionalsDesign hiring practices prioritizing cultural fit and service mindset alongside technical capabilityBuild workforce-planning models that anticipate talent needs 12–18 months ahead of growthLeadership Development & Succession
Build a leadership-development ecosystem for emerging and senior leaders across regionsIdentify and develop high-potential talent through structured programs and deliberate exposureEstablish succession frameworks for critical roles, with documented GM and executive pipelinesCoach executives and senior leaders on performance, cultural alignment, and effectivenessLearning, Training & Onboarding
Design a signature onboarding experience immersing every team member in brand, culture, and service philosophyDevelop training — with the regional operations teams on operational content — covering guest-experience excellence and leadershipEnsure consistency of training across regions while accommodating local contextBuild a learning culture where continuous development is the normEngagement, Retention, Reward & Org Design
Build engagement measurement and retention strategies addressing the financial and non-financial drivers of commitmentDesign compensation and performance frameworks within the financial parameters set by the CFODefine organizational structures that support scale, agility, and clear accountability across corporate and regionsLead change management for growth, brand evolution, and new-property readiness;
advise the CEO on transformation pacingWorkforce Planning & Labour Strategy
Own long-range labour strategy and workforce planning across all regions, anticipating headcount, skill, and leadership needs 12–36 months ahead of growth and seasonal demand cyclesBuild labour cost and capacity models that inform new-property staffing plans, seasonal flex, and budget planning in partnership with the CFOLead labour relations strategy where applicable, including union engagement, collective bargaining oversight,



and grievance and dispute resolution frameworksEquip regional Presidents with workforce planning tools and labour market intelligence to support property-level executionEmployment Law, Compliance & Risk Management
Own organization-wide compliance with multi-provincial employment legislation, human rights, occupational health & safety, and immigration requirements as Basecamp scales across Canada and into the United StatesServe as the senior escalation point for complex employee relations matters, investigations, and litigation risk, partnering with legal counsel as requiredEstablish and maintain HR governance frameworks, policies, and audit controls that reduce organizational risk and ensure consistent application across all properties and entitiesEnsure leaders across the organization are equipped to manage performance, conduct, and conflict in a legally sound and consistent manner through coaching, tools, and clear policyMonitor regulatory change across all operating jurisdictions and proactively adapt policy, practice, and training to stay ahead of compliance riskRequirements
15+ years in senior People/HR leadership, including building HR functions from the ground upExperience in hospitality, lifestyle, or multi-site consumer businesses with a strong service cultureTrack record leading cultural transformation and organizational scaling in brand-led environmentsExperience designing leadership-development and succession frameworks for quick-growing organizationsDemonstrated ability to build employer brand and talent pipelines in competitive marketsCapabilities:
Builds HR infrastructure that is scalable, practical, and genuinely used — not binder policyTranslates brand values into employee behaviors with specificity, in genuine partnership with the CCODesigns compensation and performance systems that are equitable, motivating, and commercially groundedLeads change with a bias for adoption over announcementBuilds executive credibility through commercial acumen and strategic partnershipLeadership Style:
Purpose-driven and values-led — builds culture by modeling itA hands-on builder comfortable standing up current capabilities from nothingAn inspirational people leader who elevates others through coaching and genuine careComfortable with ambiguity — operates with confidence in fast-changing environmentsBasecamp Resorts and Everwild is an equal opportunity employer, dedicated to building a workplace that values diversity and ensures equal opportunities for all. We are committed inclusion;
we celebrate differences and actively welcome applications from individuals of underrepresented backgrounds and communities. We comply with all applicable laws that prohibit discrimination when making all decisions about employment. If you would like to enquire about an adjustment, or need assistance with completing the application process, please contact Beth [email protected] [[email protected]]Full time, permanent, Monday to Friday Full Time = 40 hours per week
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