Vice President, People

Job Description

Calgary Economic Development (CED) is an opportunity-maker, helping to spark and fuel Calgary's growth. Our mandate is to position Calgary for long-term economic success through the expansion, retention, and attraction of companies, capital, and talent. We offer a wealth of information to help everyone succeed and tirelessly promote Calgary, in Canada and around the world. We are passionate about our role in shaping and sharing Calgary's story, a place of blue sky thinking and unexpected opportunities.

Job Summary

As a member of the executive team, the Vice President, People & Culture (VP, P&C) leads the organization's people strategy, culture, talent, and organizational development initiatives.

This role ensures alignment with Calgary Economic Development's mission, values, and strategic priorities while fostering an inclusive, high-performing workplace.

Strategic Leadership & Transformation

• Serve as a strategic thought partner to the CEO and executive team across all aspects of company strategy, performance, and growth.
• Lead cross-functional initiatives that extend beyond Human Resources e.g., transformation programs, innovative efforts, and key business pivots.
• Contribute to board-level discussions and governance as an executive with organizational-wide perspective and leadership.
• Design and lead cultural transformation efforts aligned with business goals, values, and future leadership requirements.
• Build scalable systems that enable operational excellence, psychological safety, and adaptive leadership across the enterprise.
• Champion the organization’s commitment to equity, diversity, inclusion, accessibility and belonging (EDIAB), Truth and Reconciliation, and anti-racism initiatives.

Talent Strategy & Leadership Development

• Oversee leadership assessment and development programs across all levels.
• Develop internal and external succession pipelines in coordination with the CEO and Board.
• Align people strategy to business strategy, especially during expansion, restructuring, or integration.
• Oversee the full employee lifecycle including attraction, recruitment, onboarding, development, performance management, succession planning, and retention.
• Guide staff development, and leadership pipeline programs.

Employee Relations & Compliance Excellence

• Oversee total rewards, workforce planning and employee relations.
• Oversee the design and administration of competitive and equitable compensation, benefits, and rewards programs.
• Promote employee health, safety, and holistic wellbeing, including mental health supports.
• Oversee resolution of disputes and management of risk related to people practices.
• Ensure compliance with all labor laws, health & safety regulations, and governance standards.
• Provide regular reporting to the executive team and Board on people and culture metrics

People Leadership

• Lead a team of staff and ensure that team members understand role expectations
• Appraise individual and team performance; continually assessing for quality and output levels and determining future resourcing needs
• Engage with the team members to ensure adequate training is provided and tools / resources are supporting workflow and quality output.

Let’s Talk About You

You're a strategic and people-focused leader with extensive experience shaping organizational culture, leading high-performing teams, and driving business success through people strategies.

You bring deep expertise in talent management, organizational development, change leadership, and employee relations, along with a strong commitment to fostering inclusive, equitable, and engaging workplaces where people and organizations can thrive.

Education

Undergraduate degree in Human Resources or Business Administration.
A Masters degree would be considered an asset.

Experience

At least 15 years working within HR, with at least 5 years in a senior management position.

Key Skills and Competencies

• Able to pivot quickly to changing priorities/tasks/deadlines and looks for creative or alternative ways to enable workflow.

• Progressive senior leadership experience in Human Resources.

• Proven success designing and implementing people strategies in dynamic environments.

• Demonstrated expertise in DEI, change management, and organizational development.

• Knowledge of relevant employment laws and regulations within Canada and Alberta.

• High emotional intelligence and trust-building

• Strategic influence and board-level communication

• Navigates