About Central Labs

Central Labs is an Alberta compounding pharmacy — "innovative medicine for all." Since 2016 we have grown from a single pharmacy into a multi-site organization in the Edmonton region and Calgary, with pharmacists, pharmacy technicians, lab and operations teams preparing customized medications for patients and prescribers.

Our growth has outpaced our structure. We are hiring a People & Culture Manager to own HR and help us build the organization we need for our next stage: transparent roles, strong managers, and a workplace people want to join and stay in.

About the role

This is a hands-on senior role for an experienced HR generalist who also brings organizational-development skills. In one week you might advise leadership on a new team-lead structure, handle an employee-relations matter at one of our sites, and help announce a company milestone on LinkedIn. You will be our senior HR professional, working directly with the leadership team and operating with a high degree of independence.

What you will do

HR operations — the foundation

- Own day-to-day HR across our sites: employee relations, recruitment and hiring, onboarding and offboarding
- Run performance-management and disciplinary processes and coach managers through performance concerns
- Administer attendance, leave and workplace policies; maintain the employee handbook
- Prepare employment agreements, job descriptions and HR documentation; maintain personnel records and HR systems
- Lead compensation reviews and salary benchmarking; coordinate benefits and employee programs
- Ensure compliance with Alberta employment standards, support leadership on terminations and sensitive matters, and know when to bring in legal or specialist advice

Organizational design and development

- Assess our current structure and build clear org charts, reporting lines and spans of control
- Design supervisory and team-lead structures; clarify responsibilities between departments and fix duplicated or missing accountabilities
- Develop role descriptions, decision rights and escalation pathways (RACI where useful),



and departmental and individual KPIs
- Build job architecture, career pathways, workforce plans and succession plans
- Lead the change management that makes structural changes stick

Management and leadership development

- Coach managers on people management, delegation and performance conversations
- Set consistent management standards across departments and identify training needs

Culture and employee experience

- Run engagement and recognition programs, staff surveys and internal communication
- Strengthen onboarding and orientation; keep a pulse on morale and emerging concerns

Employer brand and company visibility

- Manage or coordinate our LinkedIn presence, careers messaging and recruitment communications
- Develop employer-brand content, leadership and employee profiles and milestone announcements; coordinate photo and video
- Build relationships with universities, professional associations and community organizations; identify awards and industry events

This is employer branding and corporate reputation, not sales or digital-performance marketing.

What success looks like in your first year

- Every employee knows who they report to, what they are accountable for, what authority they have and how performance is measured
- A current org chart, a role description for every position and documented escalation paths
- Managers running consistent, well-documented performance conversations
- Faster, better hiring and improved retention

What you bring

Required

- 5–8 years of progressive HR experience, including time as the lead or sole HR professional in a small or mid-sized organization
- Hands-on experience with employee relations, investigations, discipline,



performance management and terminations
- Demonstrated organizational design or development work, such as restructuring, building role and accountability frameworks, workforce planning or change management
- Working knowledge of Alberta employment standards and occupational health and safety requirements
- Sound judgment and discretion; confident advising senior leaders, including pushing back when needed
- Strong writing skills, from policies and employment letters to polished external communications
- Based in, or willing to relocate to, the Edmonton area and able to travel to Calgary regularly

Nice to have

- CPHR designation, or actively working toward it
- Degree or diploma in human resources, business or organizational psychology
- Experience in healthcare, pharmacy or another regulated environment
- Experience running a company LinkedIn page or employer-brand content
- Experience implementing or administering an HRIS

Why join us

- Real impact: you will shape the structure of a growing company, working directly with its leadership
- Variety: strategic and hands-on work every week

How to apply: personal statement required (email: [email protected])

- Along with your resume, please include a short personal statement of up to 400 words. In your own words, tell us:
- Who you are: the traits and working style you bring to an HR leadership role
- Your key skills: the HR and organizational-development strengths you are most proud of A change you made: one organizational or workplace change you led, covering what you changed, how you did it and the result
- What you want to do here: what you would hope to build or accomplish in this role
- Why now: why you are looking to move on from your current position
- Your statement is the first thing we read. Applications without one will not be considered.
- Central Labs is an equal-opportunity employer and welcomes applications from all qualified candidates. We thank all applicants; only those selected for an interview will be contacted.

Work Location: In person

📌 People & Culture Manager (HR & Organizational Development) (Canada)
🏢 Central Labs
📍 Canada