Overview
The Director, People & Culture is a key member of WINS’s Senior Leadership Team, responsible for shaping and executing strategies that advance an inclusive, high-performing, and mission-driven workplace. Reporting to the Chief Financial Officer (CFO), this position provides strategic and operational leadership across core functions including Human Resources (HR), Equity, Diversity and Inclusion (EDI), Learning and Development, Employee and Volunteer Engagement, and Organizational Effectiveness. The Director also provides direct supervision and guidance to two HR Generalists and a Volunteer Coordinator. This role requires a strategic and results-oriented leader who can balance long-term vision with the practical implementation of people and culture initiatives across the organization.
Duties And Responsibilities
Strategic Leadership
- Develop and implement a People & Culture strategy aligned with WINS’ mission, vision and values.
- Partner with the leadership team to foster a positive, inclusive, and high-performance culture.
- Provide insights and recommendations on workforce planning, organizational design, and succession planning.
Talent Management & Recruitment
- Oversee recruitment, onboarding, and retention strategies to attract diverse and skilled staff and volunteers.
- Lead succession planning and talent development initiatives to build organizational capacity.
- Ensure equitable and transparent hiring and volunteer engagement practices in alignment with EDI commitments.
Volunteer Program Management
- Provide strategic oversight of the volunteer program, ensuring volunteers are effectively recruited, screened, trained, scheduled, and recognized.
- Collaborate with leaders across the organization to integrate volunteers into programs and operations.
- Build and maintain strong volunteer engagement strategies that promote belonging, recognition, and long-term commitment.
- Establish clear policies, procedures, and metrics to evaluate the impact of the volunteer program.
Engagement & Culture
- Design and deliver initiatives to enhance engagement, well-being, and recognition for employees and volunteers.
- Champion equity, diversity, inclusion, and reconciliation across all people and culture practices.
- Conduct and act upon regular engagement surveys and feedback mechanisms.
Performance & Development
- Oversee performance management processes for staff, ensuring alignment with organizational objectives.
- Develop leadership and training programs for both employees and volunteers to strengthen capacity.
- Support managers in coaching and developing their teams.
Health & Safety (Supporting Role)
- Collaborate with and support the Health & Safety Lead in implementing the organization’s Health & Safety program.
- Partner with the Lead to ensure compliance with occupational health & safety legislation and best practices.
- Contribute to fostering a culture of safety across all locations, ensuring employees and volunteers work in safe, supportive environments.
HR Operations & Compliance
- Oversee HR and Volunteer handbook, policies, procedures, and systems to ensure compliance with employment laws and regulations.
- Manage employee and volunteer relations, investigations, and conflict resolution with fairness and confidentiality.
- Ensure accurate and secure records, metrics, and reporting to support decision-making.
- Leverage HRIS and volunteer management systems to support streamlined processes, data integrity, and strategic decision-making.
Compensation, Benefits & Recognition
- Lead the design and administration of total rewards programs, including compensation, benefits, and recognition for employees.
- Develop volunteer recognition strategies to celebrate contributions and encourage retention.
- Conduct market benchmarking to ensure competitive and equitable compensation structures.
Change Management & Organizational Development
- Support organizational change initiatives by providing leadership in communication, engagement, and transition planning.
- Drive continuous improvement in HR, volunteer management, and safety practices, processes, and tools.
Requirements:
- Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree or CHRP/CPHR designation an asset).
- Minimum 8+ years progressive HR leadership experience, including at least 3+ years in a senior management role.
- Experience managing or overseeing volunteer programs in a not-for-profit or community-based setting.
- Experience collaborating on Health & Safety programs, with knowledge of OHS legislation and best practices.
- Strong knowledge of employment legislation, HR best practices, and organizational development strategies.
- Demonstrated experience in EDI, employee/volunteer engagement, and culture-building initiatives.
- Proven ability to navigate complex relations matters with diplomacy and confidentiality.
- Must be able to provide satisfactory results of Criminal Record and Vulnerable Sector Background Check.
- Valid driver’s license and access to a reliable vehicle (travel between sites required).
Personal/ Professional Attributes
- Strategic thinker with strong problem-solving and decision-making skills.
- Exceptional interpersonal, communication, and relationship-building abilities.
- Strong leadership presence with the ability to inspire, coach, and influence employees and volunteers.
- High emotional intelligence, discretion, and integrity.
- Commitment to continuous learning, equity, and inclusion.
Working Conditions:
- In-Office position based in Calgary with frequent travel to multiple local worksites.
- May require occasional evening or weekend availability for meetings or events.
The Women in Need Society is an equal opportunity employer. At WINS we celebrate diversity and are committed to creating an inclusive environment for all employees.
