Director People & Culture

Chartwell Resource Group Ltd.; North Vancouver; On-site; CAD 130,000 - 160,000; Full time

Job summary

A multidisciplinary natural-resource consulting group in Metro Vancouver seeks a Director of People & Culture to foster a people-first culture and align HR strategies with business goals. Ideal candidates will have 7–10 years of HR experience including leadership roles, expertise in employment law, and a commitment to equity and inclusion. The position emphasizes collaboration with executives and the development of HR programs that enhance employee well-being and organizational performance. This is a full-time role offering a competitive salary within the range of CA$130,000.00 to CA$160,000.00 annually.

Qualifications

• 7–10 years of progressive HR experience, with 3–5 years in a management or director-level role.
• Experience in multi-site or growth-stage environments.
• Deep knowledge of employment law and compliance standards.

Responsibilities

• Lead initiatives to build a people-first culture and strong HR foundations.
• Monitor staff morale through engagement surveys and feedback.
• Champion the company's EDI strategy and ensure inclusive practices.

Skills

Strategic leadership

HR best practices

Communication skills

Program design and delivery

Emotional intelligence

Education

Bachelor's degree in HR, Business, or related field

Tools

HR systems

Job description

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Chartwell Resource Group Ltd. provided pay range

This range is provided by Chartwell Resource Group Ltd. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

Base pay range

CA$130,000.00/yr - CA$160,000.00/yr

Chartwell Resource Group Ltd. (CRGL) is the result of a strategic consolidation in 2021 between Hedberg and Associates (est. 2004) and Chartwell Consultants (est. 2000). Located in British Columbia with four regional offices, CRGL has grown from a small operational-forestry team into a multidisciplinary natural-resource consulting group. Today we serve clients across government, industry and First Nations, and deliver a broad range of services including forest and land management, road & bridge engineering, GIS/mapping, LiDAR, planning, environmental science and recreation.

CRGL has earned a reputation for delivering solutions that are practical, environmentally responsible and cost-effective. A strong emphasis on local knowledge and the ability to operate in challenging terrain underpin our approach. The firm remains committed to leveraging leading‑edge software and technologies, and we draw on trusted networks of specialist consultants when needed (e.g., hydrology, wildlife management, geomorphology) to provide integrated, high‑quality outcomes.

CRGL is built on a foundation of integrity, honesty and customer‑centric service. We hold ourselves to high standards of dependability, value and innovation, and we are proud of the long‑standing safety‑certification that has been in place since 2007.

Position Profile

As Director of People & Culture, you’ll lead our efforts to build a people‑first culture and strong HR foundations. This role goes beyond traditional HR — it’s a strategic leadership position focused on creating an inclusive, engaged, and high‑performing workplace.

You’ll partner closely with the executive team to align people strategies with business goals, oversee core HR operations, and champion initiatives that support employee wellbeing, development, and organizational culture.

You’re a strategic, hands‑on HR leader who thrives in dynamic, growth‑oriented environments. You know how to balance big‑picture thinking with day‑to‑day execution, and you’re passionate about building people‑first programs that support business success.

Core Responsibilities

• Strategic Leadership
  • Translate company strategy into actionable HR goals and measurable outcomes
  • Represent People & Culture in executive discussions and cross‑functional planning
  • Lead change management efforts with empathy and clarity
  • Contribute to firm‑wide strategy discussions with the VP
• Culture & Organizational Development
  • Champion the company’s mission, values, and inclusive culture
  • Lead initiatives to strengthen engagement, collaboration, and shared purpose
  • Monitor staff morale through engagement surveys and direct feedback and act on emerging trends.
  • Promote open communication and values‑driven decision‑making
  • Support organizational design and long‑term workforce planning in collaboration with executive leadership.
  • Develop succession plans for key roles and implement retention strategies for high‑potential staff.
• Equity, Diversity, and Inclusion (EDI)
  • Lead the firm’s EDI strategy and ensure inclusive practices in recruitment, advancement, and culture.
  • Facilitate education and awareness initiatives to strengthen belonging across the organization.
  • Report on progress and outcomes to leadership and the Board.
• Functional Oversight
  • Oversee recruitment and selection, driving consistency and delivery across multidisciplinary teams
  • Serve as the primary accountability point for HR service delivery and standards
  • Ensure consistency and equity across benefit plans and compensation structures
  • Oversee compensation strategy and conduct regular pay equity reviews to ensure fairness and competitiveness.
  • Oversee budgeting, forecasting, and reporting for staffing and people programs
  • Mentor and develop People & Culture team members
  • Conduct performance reviews and support career growth
  • Foster a high‑performing, accountable team culture
  • Lead the design and evolution of a learning and development framework, including technical training, leadership development, and mentorship.
  • Develop, build, and maintain a training matrix to ensure consistent standards and continuous learning.
• Cross‑Functional Collaboration
  • Co‑lead planning and resource coordination with other Directors and VPs
  • Encourage knowledge‑sharing and joint innovation
• Safety & Policy Compliance
  • Promote mental health and work‑life balance through wellness initiatives and supportive policies.
  • Ensure compliance with company policies and safety systems
  • Escalate operational or staffing issues as needed

Requirements

• Bachelor’s degree in HR, Business, or a related field preferred. SHRM or HR certifications are a plus.
• 7–10 years of progressive HR experience, with at least 3–5 years in a management or director‑level role
• Experience overseeing HR operations in multi‑site or growth‑stage environments
• HR Strategy & Compliance: Deep knowledge of HR best practices, employment law, and compliance standards.
• Program Design & Delivery: Experience creating and rolling out HR initiatives that drive engagement — including performance management, employee development, and training programs.
• Leadership & Influence: Strong communicator with the emotional intelligence to build trust, inspire teams, and collaborate across all levels of the organization.
• Tech & Data Savvy: Comfortable using HR systems and analytics to guide decisions, spot trends, and measure impact.
• M&A Integration (Bonus): Experience supporting HR aspects of mergers and acquisitions, including harmonizing benefits, integrating systems, and navigating cultural change.

Seniority level: Director

Employment type: Full‑time

Job function: Human Resources