Director of People and Culture

Director of People and Culture

Full-Time, 40 hours per week - Monday to Friday

Youth Empowerment and Support Services (YESS) is currently seeking a Director of People and Culture. In collaboration with the President & CEO, the Director of People and Culture is a key member of the senior leadership team and is directly responsible for cultivating a vibrant, inclusive, and high-performing organizational culture. The Director of People and Culture will oversee all aspects of talent management, including recruitment, retention, training, and development, ensuring that YESS attracts, develops, and retains top talent. They will be instrumental in driving initiatives to enhance organizational culture, promoting a culture of equity, diversity, and inclusion (EDI), and aligning HR practices with the company's values and operational needs.

What We Do

YESS is a not-for-profit agency working with youth facing difficult realities. Based in Edmonton, our Youth Support Centre provides immediate and low-barrier 24/7 sleep support and individualized wrap-around supports for young people aged 15 - 24.

We work collaboratively within a network of care focused on the prevention of youth homelessness by providing youth with the necessary supports to stabilize their housing, improve their wellbeing, build life skills, connect with community, and avoid re-entry into homelessness.

What You Will Do

Reporting to the President & Chief Executive Officer, the Director of People and Culture will be responsible for providing strategic leadership of human resources functions, with a focus on creating and sustaining a workplace environment where employees feel valued, empowered, and engaged. The Director will also lead the development and execution of comprehensive HR strategies that support the YESS's mission, vision, and business goals. They will ensure that HR policies and practices not only comply with legal requirements but also reflect best practices and the evolving needs of a dynamic workforce.

Direct Reports: Human Resources Coordinator - Generalist, Human Resources Coordinator - Recruiter

Responsibilities Include:

Strategic Leadership:

• Develop and articulate a clear vision for the HR function that aligns with YESS's overall strategic objectives. Create actionable HR strategies and roadmaps to drive organizational effectiveness and growth.
• Build and maintain relationships with external organizations, networks, and community groups to support diversity and inclusion initiatives.
• Develop metrics and KPIs to track the progress and impact of EDI initiatives. Regularly report on EDI outcomes and recommend improvements based on data and feedback.

Organizational Culture Development:

• Lead initiatives to define, articulate, and nurture the desired organizational culture. Ensure the company's values and cultural attributes are embedded in all HR practices and organizational activities
• Design and implement programs that enhance the overall employee experience, including engagement surveys, feedback mechanisms, and recognition systems. Analyze feedback to identify trends and areas for improvement
  
• Create and manage comprehensive recognition programs that celebrate employee achievements and contributions, fostering a sense of appreciation and motivation.

Equity, Diversity and Inclusion (EDI):

• Develop and implement a robust EDI strategy that aligns with YESS's values and strategic priorities. Ensure the strategy addresses all aspects of diversity, including race, gender, age, disability, sexual orientation, and more.
• Integrate inclusive practices into all HR processes, including recruitment, performance management, and career development. Ensure that EDI principles are reflected in company policies and procedures.
• Lead the development of EDI training programs and initiatives to raise awareness, reduce bias, and foster inclusive behaviors. Provide tools and resources to support managers in leading diverse teams.
• Build and maintain relationships with external organizations, networks, and community groups to support diversity and inclusion initiatives. Leverage these partnerships to enhance the company's EDI efforts

Recruitment and Retention Strategy:

• Develop and implement innovative recruitment strategies to attract a diverse pool of high-caliber candidates. Ensure the recruitment process is efficient, equitable, and aligned with the company's strategic needs.
• Enhance the candidate experience by streamlining the recruitment process, improving communication, and providing a positive introduction to the company culture.
• Design and implement comprehensive retention strategies, including career development programs, succession planning, and competitive compensation and benefits packages.
• Oversee a thorough onboarding process that ensures new hires are effectively integrated into the organization, understand their roles, and are prepared to contribute to the company's success.

Department Leadership:

• Provide visionary leadership and direction to the Human Resources team, fostering a culture of continuous improvement, professional growth, and high performance.
• Establish and monitor key performance indicators (KPIs) to drive departmental efficiency and effectiveness, ensuring the team meets or exceeds service delivery standards.
• Lead the department in the identification and implementation of innovative HR practices and process improvements.

Training and Development:

• Develop and lead a strategic learning and development plan that supports employee growth, enhances job performance, and aligns with organizational goals.
• Implement leadership development initiatives to cultivate a pipeline of future leaders. Provide coaching, mentoring, and development opportunities to support leadership growth
• Manage the performance management process, including goal setting, performance appraisals, and feedback. Ensure the process supports individual development and organizational objective
• Promote a culture of continuous learning by encouraging employees to pursue professional development opportunities and providing access to resources and training programs.

Change Management:

• Lead change management initiatives to support organizational transformation, including new strategic directions, structural changes, and major projects.
• Engage with key stakeholders to gain support for change initiatives. Provide regular updates and address concerns to build trust and facilitate a smooth transition.
• Develop communication plans to effectively manage change communications. Provide training and resources to help employees understand and adapt to changes.
• Conduct impact assessments to evaluate the effectiveness of change initiatives. Gather feedback, measure outcomes, and adjust strategies as needed to ensure the successful adoption of changes

The Ideal Candidate will have:

• Proven ability to lead, mentor, and coach teams with diverse levels of expertise.
• Excellent verbal and written communication skills, with the ability to effectively convey complex concepts to diverse audiences
• High level of emotional intelligence, empathy, and interpersonal skills.
• Strong strategic planning and execution capabilities.
• Proven problem-solving skills with the ability to manage multiple priorities in a dynamic environment

What You Bring

Education: Post-secondary education in Human Resources, Organizational Development, Business Administration, or related field.

Experience: Minimum 7 years of Human Resources experience including 5 years of team leadership, preferably in the Not-for-profit industry.

• A combination of skills, competencies, and education will also be considered
• Chartered Professional in Human Resources (CPHR) designation is preferred
• Excellent working knowledge of employment and human rights related legislation.
• A well-defined sense of diplomacy, including solid negotiation, conflict resolution, and people management skills, with the ability to maintain a high degree of confidentiality, and build and maintain lasting relationships with other departments, key business partners, and employees.
• Knowledge of office systems: MS-Office preferred including familiarity with Human Resource Management Systems. Previous experience working with Bamboo HR and/or ADP will be considered an asset.

Prerequisites

• Clear police clearance (CRIM) within the last six months
• Child and Youth Intervention (CYIM) check both obtained within the last six months
• Valid class 5 driver's license
• Drivers abstract within the last three months
• $1 million personal liability vehicle insurance
  

YESS is an equal opportunity employer, committed to an inclusive and safe work environment for people of all backgrounds.

We thank all applicants for their interest, however only those shortlisted will be contacted.