Director, Human Resources

at  Alberta Ballet Company

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

QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
• CHRP/CHRL designation or equivalent required.
• Knowledge of Alberta Employment Standards, Alberta OH&S, and WCB is required.
• 10+ years of progressive HR leadership experience, with at least 5 years in a senior strategic role.
• Proven abilities in budgeting, forecasting and financial analysis would be an asset.
• Experience leading HR in a unionized environment with strong knowledge of labour relations and collective bargaining would be an asset.
• Experience with immigration and work permit applications for non-residents an asset.
• Proven track record in leading strategic initiatives such as change management, DEIA programs, and organizational development.
• Strong knowledge of HRIS systems, data analytics, and technology-driven HR solutions. UKG experience is an asset.
• The successful candidate will be required to successfully complete a police background and vulnerable sector check.
• Must be legally entitled to work in Canada.
  We offer a competitive base salary, paid time off (vacation, sick days) and paid personal flex days per annum. This position will be eligible for enhanced benefits plan, employer matching RRSP savings plan, Health Spending Allowance, Wellness Spending Allowance. Additionally, you will be eligible for staff comp tickets for company performances and discounted tuition / fees for ballet classes through Alberta Ballet School Community programs.

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.
• Build a compelling employer brand, in collaboration with marketing, to attract top-tier candidates and position the company as a leading employer in the industry.
• 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.
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• 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.
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• 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.
• 
  
• 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 employment laws and standards.
• Stay ahead of employment law changes and ensure that HR policies and procedures are compliant with Alberta OH&S, WCB, and other relevant regulations.
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• Health, Safety, & Employee Wellness

• Oversee the company’s health and safety programs, ensuring compliance with all regulatory requirements and fostering a culture of workplace safety.
• Lead the development of an Employee Wellness Strategy, focusing on retention, engagement, and long-term well-being.
• Immigration Strategy & Compliance
• Lead and manage the organization’s immigration strategy, ensuring timely and compliant work permit applications for both employees and independent contractors.
• Serve as the primary liaison with legal representatives on complex immigration issues, ensuring the organization stays compliant with current regulations.
• Oversee compliance with all IRCC audits and documentation requirements, ensuring seamless immigration processes and reducing potential legal risks.
• Policy Development
• Drive the development and continuous improvement of corporate HR policies, ensuring alignment with organizational goals and compliance with legal standards.
• Oversee the Employee Handbook updates, ensuring clarity, relevance, and consistency in all HR policies and processes.
• Ensure that all policies are accessible and transparent to employees through platforms like SharePoint and Kronos, fostering a culture of accountability and compliance.
• Partner with senior leadership to develop and implement DEII (Diversity, Equity, Inclusion, and Intersectionality) programs that create a diverse, equitable, and inclusive work environment, aligned with the company’s strategic objectives.
• WCB & Disability Management Strategy
• Act as the primary point of contact for all Workers’ Compensation Board (WCB) matters, including account management and compliance.
• Oversee leave management, including maternity/paternity leave, compassionate leave, long-term illness, and disability claims, ensuring that employee needs are met, and company policies are consistently applied.
• Ensure timely completion of injury reports, staying up to date with WCB legislation and proactively managing any changes in program requirements.
• Collaborate with supervisors and employees to identify modified duties and accommodations for return-to-work cases, ensuring a smooth transition while maintaining compliance with regulations.
• IT Asset Management
• Oversee tracking, distribution and collection of IT assets to personnel during onboarding, offboarding and transition within the organization.
• Coordinate ordering of new assets via Director of Finance and IT Consultants as required.
• Identify appropriate security profile settings for personnel for access to SharePoint Sites, distribution lists, shared emails, etc.