Director, People and Culture

Canadian Museum for Human Rights•Winnipeg, MB

3d•Onsite

About The Position

The Canadian Museum for Human Rights (CMHR) believes that respect and understanding of human rights can be a powerful force for positive change in the world. The Director, People and Culture is a senior leader responsible for cultivating an organizational culture that reflects and advances CMHR’s core values of respect, inclusion, ingenuity, trust and humility — modeling internally what the Museum champions publicly. Reporting to the Vice-President, People and Organizational Development, the Director partners closely with the VP and other internal leaders to develop and implement people strategies that strengthen the CMHR as a respectful, equitable and high-performing workplace. This is a strategic role that offers a meaningful opportunity to build and develop best practices that will shape the future of the CMHR as an organization. They will oversee Employee and Labour Relations, Talent Management, Recruiting, Compensation, as well as Learning and Development, championing equitable practices across the organization and ensuring that people-centred strategies support the CMHR’s broader strategic goals and reconciliation commitments. The Director plays a central role in shaping a representative workforce, designing leadership and learning programs that nurture internal talent and providing strategic guidance on talent acquisition and succession planning. This leader will significantly influence the CMHR’s growth and reconciliation journey, ensuring the Museum remains a leader in human rights education and advocacy — beginning with its own people. The ideal candidate is a values-driven, transformational leader, a courageous advocate, skilled relationship builder, data-driven decision maker, and a thoughtful communicator who leads with curiosity, equity and confidence.

Requirements

Completed post-secondary education in human resources or a related field, with a minimum of seven (7) years of progressive HR leadership experience, or an equivalent combination of relevant education and experience (e.g. CPHR, CHRL, SHRM).
Experience working in and supporting a unionized environment, including hands-on experience with collective bargaining, collective agreement administration and knowledge of the grievance and arbitration processes and other dispute resolution mechanisms.
Demonstrated experience in transformational leadership, including a collaborative, cross-functional approach to team engagement and strategic program advancement.
Experience leading grievance and arbitration processes and negotiating resolution.
Demonstrated knowledge of human rights right principles and the history and practice of building respectful and equitable workplaces, including deep expertise in HR best practices and accompanying legislation, regulations and policies.
A deep and abiding commitment to human rights principles, including advancing reconciliation, equity, respect, dignity, diversity, inclusion and accessibility in all its forms.
Demonstrated ability to operationalize anti-racist and equitable practices, identify systemic barriers and apply an equity lens to organizational policies, programs and practices.
Strong experience in talent acquisition, succession planning, workforce planning and designing leadership development programs that support career progression and address skill gaps.
Strong understanding of and experience in creating, implementing and continuously enhancing learning and development initiatives and programs.
An intrinsic belief in the importance of leading with curiosity, welcoming diverse perspectives and turning ideas into possibility.
Understanding of the impacts of colonization in Canada and a genuine commitment to reconciliation, accessibility and creating gender-inclusive spaces and experiences.

Nice To Haves

Ability to communicate proficiently in both of Canada’s official languages (English and French).
Previous experience managing human resources in a non-profit organization or public sector.
Chartered Professional in Human Resources (CPHR) designation preferred.

Responsibilities

Fosters a culture of respect, equity, inclusion and innovation, modelling anti-racist and accountable behaviours and embedding best practices and change management principles to advance decolonization and accessibility across the organization.
Works closely with the Vice-President, People and Organizational Development to lead, develop and execute people and culture strategies, as well as Employee Value Proposition elements, that support the CMHR’s strategic objectives to advance a caring, high-performance environment and address new and emerging organizational opportunities and challenges.
Leads the People and Culture department and team, providing mentorship, coaching and performance-driven strategies focused on growth and development.
Collaborates with the Director, Compliance and Governance Services to ensure that people and culture initiatives are grounded in sound policy and that relevant regulatory and compliance considerations are reflected in the development and implementation of organizational programs and practices.
Builds and nurtures relationships with key internal and external stakeholders, including labour relations partners such as PSAC (Public Service Alliance of Canada), equity councils and relevant government and community contacts.
Provides strategic leadership in talent acquisition, workforce planning and succession planning to build and sustain a representative and high-performing workforce, with an intentional focus on developing best practices that advance the CMHR’s growth and evolution as an organization.
Oversees the implementation of the CMHR’s Employment Equity Plan, Accessibility Plan, and related internal human rights and equity programs, and supports the CMHR’s equity councils and community engagement initiatives.
Identifies and addresses systemic barriers through an equity lens, ensuring alignment with the CMHR’s commitments to Indigenization, TRC’s Calls to Action and NI-MMIWG’s Calls for Justice.
Designs and implements leadership development programs that identify and nurture internal talent, address skill gaps’ and facilitate meaningful career progression.
Champions the implementation of anti-racist and equitable practices throughout the organization, ensuring all employees have access to tailored growth and development opportunities.
Oversees all aspects of employee and labour relations, ensuring a respectful, fair and compliant workplace, and advises senior leadership and managers on employee relations matters with sound, values-aligned guidance.
Leads grievance and arbitration processes and negotiates resolution in alignment with applicable legislation, collective agreements and the CMHR’s values.
Collaborates with the Director, Compliance and Governance Services to ensure that policies, procedures and workplace practices remain current, consistent and aligned with applicable legislative requirements.
Oversees the design, implementation and continuous improvement of organization-wide learning and development programs that build competency, encourage innovation and promote leadership at all levels, ensuring all initiatives reflect the CMHR’s commitment to equity, reconciliation and human rights.
In partnership with the Vice-President, People and Organizational Development, develops and manages the People and Culture annual budget, including work plans, resource plans and status updates, ensuring appropriate financial controls and alignment with organizational priorities.
Identifies and manages resources effectively, exercising delegated financial authority in support of divisional objectives.