Chief People Officer

Basecamp•Toronto, ON

2d•Hybrid

About The Position

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. 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.

Requirements

15+ years in senior People/HR leadership, including building HR functions from the ground up
Experience in hospitality, lifestyle, or multi-site consumer businesses with a strong service culture
Track record leading cultural transformation and organizational scaling in brand-led environments
Experience designing leadership-development and succession frameworks for fast-growing organizations
Demonstrated ability to build employer brand and talent pipelines in competitive markets
Builds HR infrastructure that is scalable, practical, and genuinely used — not binder policy
Translates brand values into employee behaviors with specificity, in genuine partnership with the CCO
Designs compensation and performance systems that are equitable, motivating, and commercially grounded
Leads change with a bias for adoption over announcement
Builds executive credibility through commercial acumen and strategic partnership
Purpose-driven and values-led — builds culture by modeling it
A hands-on builder comfortable standing up new capabilities from nothing
An inspirational people leader who elevates others through coaching and genuine care
Comfortable with ambiguity — operates with confidence in fast-changing environments

Responsibilities

Design and implement the full HR operating model — policies, systems, compliance, and structure — from the ground up
Establish scalable people infrastructure across corporate and property operations that supports multi-region growth
Build and lead a high-performing People & Culture team capable of HR excellence at scale
Select and implement people technology (HRIS, ATS, LMS, engagement) integrated across the organization
Define and embed a clear cultural vision and values aligned with Nordic hospitality principles
Translate the brand values and service behaviors defined by the CCO into observable employee standards across roles and locations
Ensure culture is consistently activated across regions and functions, not only articulated at corporate
Build measurement systems that track cultural health and evolution over time
Own a clear, consistent internal communications strategy that keeps a geographically dispersed workforce informed and aligned
Ensure transparency across a growing multi-region organization on strategy, performance, and culture
Support the CEO and executive team in communicating vision and priorities with authenticity
Maintain the distinction between internal communications (CPO) and external brand communications (CCO)
Develop a scalable talent acquisition strategy supporting expansion across property types and geographies
Build an employer brand positioning Basecamp as a destination for exceptional hospitality professionals
Design hiring practices prioritizing cultural fit and service mindset alongside technical capability
Build workforce-planning models that anticipate talent needs 12–18 months ahead of growth
Build a leadership-development ecosystem for emerging and senior leaders across regions
Identify and develop high-potential talent through structured programs and deliberate exposure
Establish succession frameworks for critical roles, with documented GM and executive pipelines
Coach executives and senior leaders on performance, cultural alignment, and effectiveness
Design a signature onboarding experience immersing every team member in brand, culture, and service philosophy
Develop training — with the regional operations teams on operational content — covering guest-experience excellence and leadership
Ensure consistency of training across regions while accommodating local context
Build a learning culture where continuous development is the norm
Build engagement measurement and retention strategies addressing the financial and non-financial drivers of commitment
Design compensation and performance frameworks within the financial parameters set by the CFO
Define organizational structures that support scale, agility, and clear accountability across corporate and regions
Lead change management for growth, brand evolution, and new-property readiness; advise the CEO on transformation pacing
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 cycles
Build labour cost and capacity models that inform new-property staffing plans, seasonal flex, and budget planning in partnership with the CFO
Lead labour relations strategy where applicable, including union engagement, collective bargaining oversight, and grievance and dispute resolution frameworks
Equip regional Presidents with workforce planning tools and labour market intelligence to support property-level execution
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 States
Serve as the senior escalation point for complex employee relations matters, investigations, and litigation risk, partnering with legal counsel as required
Establish and maintain HR governance frameworks, policies, and audit controls that reduce organizational risk and ensure consistent application across all properties and entities
Ensure leaders across the organization are equipped to manage performance, conduct, and conflict in a legally sound and consistent manner through coaching, tools, and clear policy
Monitor regulatory change across all operating jurisdictions and proactively adapt policy, practice, and training to stay ahead of compliance risk