Director, People and Culture

Sport Integrity Canada/ Sport Intégrité Canada•Ottawa, ON

10d•Hybrid

About The Position

The Director, People and Culture contributes to the overall success of Sport Integrity Canada as a member of the Executive Team, supporting the achievement of the organization’s vision, mission, and strategic priorities. The role provides strategic leadership for Human Resources (HR) ensuring alignment with organizational priorities and compliance with employment legislation across all provinces. Operating within a non-unionized environment, the role supports a national workforce of approximately 60 full-time employees based in Ottawa and Winnipeg, and 75 casual employees across Canada. The Director is responsible for developing and implementing HR strategies, policies, and programs that support workforce planning, talent management, employee engagement, and organizational culture. Key responsibilities include leading recruitment and retention strategies, overseeing performance management and compensation frameworks, and ensuring consistent and compliant HR practices across multiple jurisdictions. The Director is accountable for modernizing HR policies, strengthening regulatory compliance, and mitigating organizational risk. The Director oversees the Human Resources team consisting of a Manager and a Coordinator.

Requirements

University degree in Business Administration with focus on Human Resources, or a related field
Minimum of seven years of leadership experience in human resources, people and culture, and organizational development in an organization of similar size and complexity, including demonstrated success leading complex people initiatives and supporting diverse teams and organizational functions.
Experience leading a full-service HR function (e.g., talent acquisition, employee relations, compensation, performance management)
Demonstrated experience operating in a multi-jurisdictional environment across Canada, with particular emphasis on Ontario, Manitoba, and Quebec.
Experience in a non-unionized environment
Experience supporting executive leadership and contributing to organizational strategy
Proficiency in the latest human resource strategies, including performance appraisal, comprehensive compensation packages, and employee engagement.
Knowledge of governance practices and experience preparing materials for senior leadership and/or Board committees
Proven ability to lead and influence at the executive level
Strong strategic thinking with the ability to translate strategy into actionable plans
Excellent judgment and problem-solving skills, particularly in sensitive or complex HR matters
Strong interpersonal and communication skills, with the ability to build trust and credibility
Demonstrated ability to lead change and support organizational transformation
High level of integrity, discretion, and professionalism

Nice To Haves

CHRL or CHRE designation (or equivalent) strongly preferred
Additional certifications in areas such as compensation, organizational development, or change management are considered an asset
Exposure to unionized environments considered an asset
Experience in a not-for-profit, public sector, or federally funded organization is an asset
Bilingualism (English and French) is considered a strong asset

Responsibilities

Provide strategic HR analysis, reporting, and recommendations to the Board of Directors, Compensation Review Committee, CEO, and Executive Team
Develop and implement a multi-year HR strategy aligned with organizational priorities and strategic plan
Lead workforce planning to ensure the organization has the capacity and capabilities to meet current and future needs
Contribute to organizational planning processes, including operational plans and Key Performance Indicators
Collaborate with the Finance Team on personnel budgeting, workforce planning, and compensation forecasting.
Oversee end-to-end recruitment strategies to attract and retain high-quality talent across all regions
Ensure equitable, consistent, and efficient hiring practices
Develop retention strategies, including employee value proposition and career progression pathways
Monitor workforce metrics (turnover, vacancies, time-to-fill) and recommend improvements
Lead the design, implementation, and continuous improvement of the performance management framework
Support managers in goal setting, performance discussions, and employee development planning
Develop and deliver leadership development initiatives to strengthen management capacity
Promote a culture of continuous feedback, accountability, and recognition
Oversee compensation structures (e.g., salary bands, in-range movement) ensuring alignment with organizational philosophy
Ensure competitive and equitable compensation practices
Manage benefits programs and vendor relationships (e.g., insurers, retirement plans)
Provide analysis and recommendations to support compensation-related decisions
Lead the development, review, and modernization of HR policies, procedures, and employee manuals
Ensure compliance with employment legislation across provinces
Provide guidance on employment standards, leaves, terminations, and workplace obligations
Monitor legislative changes and proactively update practices to mitigate risk
Provide expert advice and guidance on employee relations matters, including conflict resolution and investigations
Foster a respectful, inclusive, and values-driven workplace culture
Support employee engagement initiatives and monitor engagement outcomes
Promote diversity, equity, and inclusion across HR practices
Lead and support change management initiatives (e.g., restructuring, new programs, policy changes)
Assess organizational structures and recommend improvements to enhance efficiency and effectiveness
Build organizational capacity through tools, frameworks, and best practices
Partner with leadership to support the implementation of strategic initiatives
Identify HR-related risks and implement mitigation strategies
Ensure proper documentation, record-keeping, and audit readiness
Support Board and Committee reporting on HR matters (e.g., compensation, workforce trends, risks)
Contribute to governance processes, including policy approvals and reporting frameworks
Oversee HR systems to ensure data integrity, reporting capability, and process efficiency
Establish and monitor HR metrics and dashboards to inform decision-making
Ensure effective delivery of HR services across all locations
Lead continuous improvement of HR processes and service delivery
Act as a trusted advisor to senior leadership on all people-related matters
Manage external HR vendors and advisors (e.g., legal counsel, compensation consultants)
Represent the organization in external HR-related forums or discussions as required