Director, People and Culture

Kelowna Women's Shelter; Kelowna; On-site; CAD 110,000 - 165,000; Full time

Job summary

Kelowna Women’s Shelter seeks a Director of People & Culture to lead strategic workforce planning, culture development, and human resources operations for a diverse team of about 75 staff and 30+ volunteers across multiple sites.

The role partners with the Executive Director to shape the employee and volunteer experience, drive engagement, performance, and development, and ensure an inclusive, respectful workplace aligned with the organization’s mission.

Qualifications

• Bachelor’s degree or diploma in HRM/Business/Organizational Development with CPHR designation.
• 7–10 years progressive People & Culture leadership including senior management.
• Experience overseeing HR systems, analytics, and process improvements.
• Proven ability to advise senior leaders on workforce, culture and operational matters.
• Strong strategic thinking, business acumen and data-driven decision making.
• Experience leading inclusive, values-driven workplace cultures.
• Knowledge of BC employment and labour legislation; non-profit sector experience.

Responsibilities

• Lead strategic People & Culture initiatives across a growing multi-site workforce.
• Develop and execute strategy aligned with organizational priorities and values.
• Advance DEIAB, culture-building, leadership development, and succession planning.
• Oversee labour relations, union partnerships, and collective agreement administration.
• Manage talent acquisition, workforce planning, and employee lifecycle.
• Guide HR operations, systems modernization, and data governance.
• Provide coaching and direction to direct reports and leadership team.
• Ensure compliance with legislation, privacy, health & safety requirements.

Skills

Strategic leadership

Workforce planning

Labour relations

DEI/ Inclusion

People metrics

Change management

Communication

Education

Bachelor’s degree in HRM/BA/OD

CPHR designation

Tools

Microsoft 365

HRIS

Reporting tools

Job description

The Director, People & Culture is the organization’s senior People & Culture leader, responsible for advancing workforce strategy, organizational effectiveness, labour relations, and a positive, values-driven culture.

Working closely with the Executive Director and leadership team, the Director shapes the employee and volunteer experience, drives initiatives that support engagement, growth, and organizational success, and ensures the organization is well positioned to attract, retain, and develop exceptional talent.This role leads all People & Culture functions for a growing workforce of approximately 75 employees and more than 30 active volunteers across multiple locations, while providing direct leadership and support to the Advisor, People & Culture. KWS is actively strengthening and modernizing its People & Culture practices, moving beyond traditional HR approaches to create a more collaborative, supportive, and employee-focused workplace. This is an exciting opportunity for an HR professional who enjoys relationship-building, problem-solving, and partnering with leaders to create an engaged, respectful, and inclusive workplace.

Key Responsibilities

Strategic People Leadership & Culture

• Partner with the Executive Director and leadership team on workforce planning, organizational development, succession planning, and culture initiatives that support organizational effectiveness, engagement, and sustainable growth.
• Develop and execute the People & Culture strategy, ensuring alignment with organizational priorities, values, and long-term objectives.
• Lead the organization’s DEIAB strategy, embedding equitable and inclusive practices across programs, policies, leadership development, and decision-making.
• Maintain an active presence across operational sites to foster alignment, trust, and a consistent organizational culture.
• Provide leadership, coaching, and direction to direct reports, ensuring effective delivery of People & Culture priorities and services.

Labour & Team Member Relations

• Advise and support leaders on team member relations, performance management, conflict resolution, workplace investigations, and corrective action.
• Apply trauma-informed principles to workplace investigations, conflict resolution, disability management, and policy administration.
• Ensure compliance with employment, labour, human rights, privacy, and occupational health and safety legislation, collective agreements, and organizational policies.
• Lead collective agreement administration, union partnerships, bargaining preparation, grievance management, and labour relations strategy.
• Promote positive workplace relationships and a respectful, collaborative culture through strategic leadership in team member and labour relations.
• Provide strategic oversight of occupational health and safety, disability management, workplace accommodations, wellness, and return-to-work programs.
• Establish and oversee learning, leadership development, workforce metrics, and succession planning strategies.
• Lead talent acquisition and workforce planning strategies to attract and retain diverse, qualified talent.
• Provide strategic direction for the volunteer program, ensuring effective practices to attract, engage, and retain volunteers in support of organizational goals.
• Partner with leaders to strengthen team member engagement, communication, recognition, and career development.
• Provide strategic oversight of the team member lifecycle, ensuring a positive and consistent experience from recruitment through to departure.

Total Rewards

• Lead the organization’s total rewards strategy, including compensation, benefits, recognition, wellness, and retention programs.
• Ensure total rewards programs are competitive, equitable, sustainable, and aligned with organizational values and sector practices.
• Oversee wellness initiatives that support team member well-being and contribute to a healthy, engaged workforce.
• Provide strategic recommendations on compensation philosophy, salary administration, market competitiveness, and team member retention.

HR Operations, Systems & Data Governance

• Continuously evaluate and improve People & Culture policies, programs, systems, and processes.
• Lead the modernization and optimization of HR systems, technology, automation, and digital team member experiences.
• Oversee workforce data governance, reporting, analytics, and performance metrics to support informed decision-making, organizational planning, and risk management.
• Provide strategic and operational oversight of People & Culture services, programs, policies, systems, and processes.

Required Qualifications, Skills & Competencies

• Bachelor’s degree or diploma in Human Resources Management, Business Administration, Organizational Development, or a related field, along with a Chartered Professional in Human Resources (CPHR) designation.
• 7–10 years of progressive People & Culture leadership experience, including senior management or director-level responsibility, with demonstrated success in workforce planning, organizational development, change management, labour relations, and culture-building strategies.
• Experience overseeing HR systems, workforce analytics, and process improvement initiatives.
• Proven ability to provide strategic advice and guidance to senior leaders on complex workforce, team member relations, organizational, and operational matters.
• Strong strategic thinking, business acumen, project management, analytical, and problem-solving skills, with the ability to use data and workforce insights to support decision-making and continuous improvement.
• Demonstrated ability to lead through change, manage competing priorities, and achieve results in a dynamic environment while fostering accountability, learning, equity, and inclusion.
• Proven leadership in developing inclusive, values-driven workplace cultures that support engagement, retention, development, and organizational effectiveness.
• Exceptional communication, relationship-building, facilitation, and influencing skills, with the ability to build trust and engage diverse stakeholders, including union representatives and community partners.
• A leadership approach grounded in respect, dignity, inclusivity, accountability, and integrity, reflecting the organization’s mission, vision, and values.
• Demonstrated emotional intelligence, sound judgment, professionalism, and discretion when handling sensitive and confidential matters.
• Strong knowledge of BC employment and labour legislation, collective agreement administration, human rights legislation, WorkSafeBC requirements, privacy legislation, and contemporary People & Culture practices.
• Proficiency with Microsoft 365, HR information systems, reporting tools, and workplace technologies.
• Experience in the non-profit, social services, healthcare, or community services sector.
• Knowledge of gender-based violence, trauma-informed practices, and the impacts of domestic abuse in the workplace.

Additional Requirements

• Satisfactory criminal record and vulnerable sector checks.
• Ability to work flexible hours to support 24-hour operations, including occasional early mornings, evenings, and weekends.