About the role:

The Canadian Museum for Human Rights (CMHR) is centered around the idea that respect and understanding of human rights can serve as a positive force for change in the world. The People and Culture Partner will support our collective efforts to build a workplace culture that is inclusive, equitable, innovative and focused on inspiring action.

Reporting to the Director of People and Culture, the People and Culture Partner (PCP) will serve as a trusted advisor to CMHR leadership on human resource related issues and is a key contributor to organizational effectiveness. The incumbent will partner with leaders to develop and implement strategies that support operational and organizational objectives. The role provides expertise in labour and employee relations, workforce planning, organizational development, talent management, employee wellness, and HR program delivery.

The PCP will handle a broad range of responsibilities and will combine strong foundational HR expertise with the ability to independently lead projects and initiatives. The PCP will act as a bridge between strategic priorities and operational execution, supporting leaders in achieving business objectives through people focused solutions. The incumbent will be a strong and thoughtful communicator, critical thinker and innovator, and will bring a team-oriented approach to their role.

Given the nature of the role and the importance of building relationships, supporting employees and leaders, and maintaining a visible presence in the workplace, this position is primarily performed on-site.

What you’ll do:

HR Partnership

- Contributes to a culture that promotes respect, equity, inclusion and innovation, and models anti-racist and accountable behaviours.




- Partners with leaders to develop and implement people strategies aligned with divisional objectives
- Builds trusted relationships with leaders and support informed decision-making
- Participates in the annual review of People and Culture planning which includes establishment of goals and objectives for the coming year. Provides input to the implementation of special People and Culture projects and initiatives.
- Assesses divisional and individual learning and development needs; design, implement, facilitate, and evaluate HR programs, initiatives, and training solutions that support strategic priorities, employee growth, leadership development, and organizational effectiveness.

Labour Relations/Employee Relations

- Provides advice and support to employees and managers to promote positive employee relations and a workplace that is respectful, inclusive and impactful.
- Helps to ensure a fair and consistent approach to the application of the CMHR’s policies and procedures. Provides interpretation and ensures compliance with internal policies and procedures as well as contractual or legislative requirements such as the Collective Agreement and Canada Labour Code.
- Facilitates effective resolution of workplace conflict or incidents of harassment and/or discrimination, as per the CMHR’s Respectful Workplace Policy.




- Provides advice and counsel to leaders on matters related to performance management and handles difficult and sensitive employee relations issues including inappropriate behaviour/misconduct, discipline, leave of absences, and absenteeism, in accordance with policy (e.g., Performance Improvement Policy, Code of Conduct, policies on leave, etc.) and/or requirements of the collective agreement.
- Participates in the management and administration of various labour relations files such as grievances, arbitration and complaints; provides advice in the disposition of first step grievances. May include participation as needed at administrative tribunals and other legal proceedings concerning labour relations matters.
- Reviews formal complaints and cases of serious violations of company rules governing conduct and recommends actions appropriate for resolution, including disciplinary actions, in accordance with policy (e.g., Respectful Workplace Policy; Performance Improvement Policy; Code of Conduct) and collective agreement requirements.

Talent Management and Workforce Planning

- Participates and supports the full-cycle recruitment process including job evaluation/classification, screening and short-listing, preparing interview questions and evaluation methods, reference checks and offers of employment.
- Develops, implements and supports retention and development strategies.
- Partners with leaders to understand current and future talent needs and develops succession planning and career development initiatives
- Advises and coaches leaders and employees on performance management, goal setting, and development planning to support individual effectiveness, career progression, and organizational objectives.
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📌 People and Culture (Winnipeg)
🏢 Canadian Museum for Human Rights
📍 Winnipeg