Director of People & Culture, Remai Modern

Remai Modern is looking for an experienced leader to join the team as Director of People & Culture. This full-time, permanent role provides strategic leadership for all human resource functions at the museum.

As a member of the Senior Leadership Team, the Director of People and Culture (DPC) provide strategic leadership for all human resource functions, ensuring policies, programs, and practices align with Remai Modern’s Strategic and Business Plans and applicable non-profit standards.

The DPC advises the CEO, Senior Leadership, and Managers on HR strategy, policy, and compliance, and serves as the primary ambassador of organizational values and culture. This role fosters a collaborative, inclusive, and equitable workplace that supports staff development, safety, and well-being. By advancing inclusion, diversity, equity, accessibility, and commitments to truth and reconciliation, the DPC promotes a positive culture and drives organizational success through strong people leadership.

Visit remaimodern.org/careers to apply.

Scope and Major Responsibilities:

Develops, implements and maintains all human resource-related initiatives and services Develops, implements, and oversees comprehensive human resources programs and services, identifying and delivering HR strategies and solutions aligned with organizational and business objectives.
Provides strategic HR consulting and advisory services to leaders and staff, supporting organizational effectiveness and promoting a culture of continuous learning and development.
Leads the development, implementation, and governance of HR policies and procedures, ensuring compliance with legislation, collective agreements, and regulatory requirements.
Partners with leaders to develop short- and long-term people strategies, annual goals, and workforce plans aligned with business priorities and organizational strategy.
Assesses organizational needs related to staffing, structure, employee relations, leadership development, performance management, change management, talent management, and career development, and recommends appropriate HR solutions.
Leads and implements HR initiatives, processes, tools, and programs that support business priorities, operational effectiveness, and employee engagement.
Manages relationships with third-party service providers and coordinates HR-related training and development activities to support organizational goals.
Collaborates with the City of Saskatoon Human Resources and Labour Relations teams, unions, and external partners to ensure consistent interpretation and application of HR programs, policies, collective agreements, and employment legislation.
Provides strategic labour relations advice, including collective agreement interpretation, investigations, discipline processes, grievances, mediation, arbitration, and support for collective bargaining.
Ensures the fair, timely, and consistent management of workplace investigations, including the coordination of external investigators when required.
Supports organizational change initiatives by developing communication and transition plans, and advances organizational culture, employee engagement, and workplace climate initiatives that promote a healthy, inclusive, and psychologically safe work environment.
Monitors and evaluates labour practices and procedures to ensure alignment with organizational values, collective agreements, and applicable legislation.
Provides leadership and guidance on workforce planning, succession planning, and organizational design, developing long-term strategies that support leadership continuity and talent sustainability.
Analyzes HR metrics, trends, and organizational data to inform planning, decision-making, and recommendations to senior leadership and the Board of Directors.
Prepares and presents written and verbal reports for Senior Leadership and the Board, and represents the organization with external partners, stakeholders, and the public as required.
Prepares and manages the annual departmental operating budget and business plan, ensuring expenditures align with organizational policies, procedures, and strategic objectives.
Advances equity, diversity, inclusion, and accessibility initiatives, with particular attention to the Truth and Reconciliation Commission’s Calls to Action and the United Nations Declaration on the Rights of Indigenous Peoples.
Performs other related duties as assigned.

Reporting Relationship:

Reports and is responsible to the Chief Executive Officer.

Qualifications:

Degree in Human Resources, Commerce, Business Administration, or a related field from a recognized university; HR accreditation (e.g., CPHR) is preferred. An equivalent combination of education and experience may be considered.
Seven to nine years of progressive experience providing strategic HR guidance to leaders in workforce planning, talent management, employee relations, organizational development, organizational design, and change management.
Strong experience working in highly unionized environments, including collective agreement interpretation and advising leaders on investigations, discipline processes, and grievances.
Thorough knowledge of contemporary HR philosophies and strategies that support effective union–management and employee–organization relationships.
Demonstrated expertise in designing, delivering, and evaluating talent management and organizational development programs and solutions.
Proven ability to manage complex HR projects and programs, including coordinating and influencing the work of others.
Highly developed critical thinking, analytical, problem-solving, and decision-making skills, with the ability to provide sound, well-supported recommendations.
Strong interpersonal, consultative, influencing, and negotiation skills, with the ability to build and sustain positive working relationships.
High learning agility and strategic partnering capability, with the ability to understand client needs and translate them into effective HR solutions.
Strong organizational skills, with the ability to manage competing priorities, high volumes of work, and multiple stakeholders demands in a fast-paced environment.
Ability to take independent action with a strong sense of urgency while working effectively in a collaborative, team-based environment.
Knowledge of the Truth and Reconciliation Commission’s Calls to Action and the United Nations Declaration on the Rights of Indigenous Peoples, and their application to workplace policies, procedures, and practices.