Director, Human Resources

**Job Title**:Director, Human Resources

**Department**:Human Resources (201)

**Location**:Calgary

**Type of Position**:Regular Full-Time, Management (Exempt)

**Reporting to**:President & CEO

**Direct Reports**:HR Generalist/ Coordinator

**Purpose**:
The **Director of Human Resources** is a strategic leader, responsible for aligning the organization’s HR functions with its overall business goals. In this role, you will champion the development and execution of forward-thinking HR strategies that enhance employee engagement, promote a high-performance culture, and drive organizational success. This position combines hands-on HR expertise with visionary leadership, ensuring that HR policies, programs, and practices support the company’s growth objectives and uphold its values of diversity, belonging, empowerment, and inclusion.

Alberta Ballet works with both union (Canadian Actors’ Equity and IATSE) and non-union employees. In concert with legal council, the HR Director leads negotiations during the regular cycles of collective bargaining with each union and sub-agreements. Alberta Ballet is comprised of a professional company of dancers, many of whom come from outside of Canada; a private academic boarding school (non-union) for international students; and a community division with operations throughout Alberta.

As a key advisor to the President & CEO and Artistic Director, and a trusted partner to senior management, you will develop and lead strategic HR initiatives, guiding the organization through change management, workforce planning, leadership development, and talent retention. You will also focus on shaping a sustainable and inclusive workplace that attracts top talent and fosters long-term success.

This position is ideal for an HR professional who balances strategic thinking with hands-on execution and enjoys working in a dynamic and fast-paced environment.

**Key Deliverables/Responsibilities**
- Strategic Workforce Planning & Talent Acquisition
- Organizational Development & Culture Building
- Strategic Compensation & Total Rewards
- Performance management & Leadership Development
- HR Technology and Data Analytics
- Labour Relations & Compliance
- Health, Safety & Employee Wellness
- Immigration Strategy & Compliance
- Policy Development
- WCB & Disability Management Strategy
- IT Asset Management

**Key Strategic Responsibilities**:

- ** Strategic Workforce Planning & Talent Acquisition**
- Develop and lead **strategic workforce planning**, ensuring the right talent is in place to meet future business needs.
- Oversee the **full-cycle recruitment** process, aligning hiring strategies with long-term organizational goals.
- Implement a **succession planning** framework to develop internal talent pipelines and ensure business continuity.
- ** Organizational Development & Culture Building**
- Partner with leadership to design and implement **organizational development initiatives** that improve overall effectiveness, culture, and employee engagement.
- Drive the transformation of the company’s **employee experience**, creating a culture of empowerment, accountability, and innovation.
- Lead **change management efforts**, helping the organization navigate and adapt to new challenges, processes, and systems.
- ** Strategic Compensation & Total Rewards**
- Develop a **total rewards strategy** that ensures competitive compensation, benefits, and recognition programs while aligning with organizational objectives and budgetary constraints.
- Lead **compensation benchmarking and analysis** to maintain market competitiveness and fairness in salary structures.
- Oversee the **annual budget planning** process for HR, including forecasting personnel and compensation costs.
- ** 4. Performance Management & Leadership Development**
- Design and implement a robust **performance management system**, driving employee accountability and alignment with business objectives.
- Lead efforts to **develop leadership capabilities** across the organization, fostering an environment of continuous learning and professional growth.
- Partner with senior leaders to integrate performance management with overall company strategy, mission, and core values.
- ** 5. HR Technology & Data Analytics**
- Utilize HR data and analytics to inform decision-making and measure the effectiveness of HR programs and policies.
- Oversee **HRIS management**, ensuring that technology enhances efficiency and provides real-time insights into workforce trends and challenges.
- Leverage data to guide strategic decisions on workforce planning, compensation, and employee engagement.
- ** 6. Labour Relations & Compliance**
- Lead the development and execution of the company’s **labour relations strategy**, ensuring a collaborative and positive relationship with unions and other stakeholders.
- Manage negotiations and maintain adherence to collective agreements, partnering with legal and finance teams to ensure compliance with all employm