Executive Leadership and Governance

- Foster a culture of trust, accountability, continuous improvement, learning, innovation and inclusion for staff and volunteers.
- Contribute to organizational strategy, planning, and decision-making.
- Advise the CEO and senior leadership on organizational effectiveness, workforce trends, succession planning, risk management, and people-related strategies.
- Lead enterprise-wide organizational change initiatives that strengthen wellness, culture, collaboration, and performance.
- Support the Board of Trustees Human Resource, Governance and Nominating Committee (HRGN) by providing reports and expertise on people-related initiatives, policies, governance, and organizational health.
- Responsible for key areas of reporting including compliance with legislative requirements
- Monitor human resource related risks / develop and implement mitigation plans.

Human Resources Strategy

- Lead the evolution and implementation of the Human Resources Strategy aligned with the Museum’s Strategic Plan.
- Develop a succession plan that supports organizational sustainability and informs career development investments.
- Establish meaningful performance indicators and people analytics to inform strategic decision-making.

Organizational Development and Workplace Culture

- Lead organizational development initiatives that strengthen leadership capability, employee engagement, collaboration, and organizational effectiveness.
- Ensure leadership development includes 360 feedback and ensure that psychological safety indicators are included in leadership evaluations.
- Ensure employees have access to personal, professional, and workplace training as required.




- Design and implement initiatives that support organizational resilience and change management.
- Lead organizational culture assessments, workplace wellness assessments, and employee engagement surveys, and ensure follow-up action plans are developed and executed.
- Provide strategic leadership, oversight, and continuous improvement of the Museum’s volunteer program.

Recruitment and Workforce Planning

- Lead recruitment, onboarding, and retention initiatives for staff and volunteers that reflect the Museum’s commitment to employee experience, excellence and inclusion.
- Build strategic partnerships with educational institutions, settlement organizations, and community organizations to support internships, co-operative education, and emerging talent programs.
- Develop long-term workforce planning strategies to address future organizational needs.

Equity, Diversity, Inclusion, Accessibility and Reconciliation

- Lead the Museum’s people strategies related to equity, diversity, inclusion, accessibility, and reconciliation.
- Ensure HR policies and employment practices promote fairness, accessibility, and belonging.
- Partner with leadership to embed inclusive practices throughout the employee lifecycle and volunteer experience.




- Support education and awareness initiatives that strengthen cultural competency and inclusive leadership.

Human Resources Operations

- Provide management oversight of Human Resource Generalist, Volunteer Services Manager, and all aspects of human resources technical support.
- Ensure compliance with all applicable federal employment legislation and employment standards and create reports as required.
- Lead labour relations and serve as the primary point of contact for the Union.
- Maintain up to date human resources policies as well as compensation and classification frameworks for approval as appropriate by the CEO or the Board of Trustees.
- Oversee job evaluation, organizational structure reviews, and compensation planning.
- Provide strategic oversight of occupational health and safety programs.
- Conduct workplace investigations as required.

Internal Communications and Organizational Engagement

- Develop workplace communication strategies that reinforce organizational values, strategic priorities, and workplace culture.
- Provide management oversight of internal communications that promote transparency, collaboration, and employee and volunteer engagement.
- Support change communication and employee consultation during organizational initiatives.

Emerging Talent Strategy

- Develop People and Workplace strategies that create meaningful learning and engagement opportunities while supporting the Museum’s workforce objectives.
- Monitor and report on the impact and outcomes of the Strategy
- Provide oversight of CMI’s newcomer employment program i.e., ‘Welcome Hom

📌 Director of People and Workplace Culture (Canada)
🏢 Canadian Museum of Immigration at Pier 21 / Musée canadien de l'immigration du Quai 21
📍 Canada