People and Culture (HR) Partner

Canadian Museum for Human Rights; Winnipeg; On-site; CAD 90,000 - 120,000; Full time

Benefits offered by this job

On-site role

Job summary

The Canadian Museum for Human Rights (CMHR) is seeking a People and Culture Partner to advise CMHR leadership on HR matters, support organizational effectiveness, and foster a culture of inclusion and innovation. The role is primarily on-site, reporting to the Director of People and Culture, with focus on labour relations, workforce planning and talent management.

Ideal candidates will bring 8–10 years of HR experience, strong communication skills, and a track record of partnering with leaders

Qualifications

• Formal HR education with practical experience in labour and employee relations.
• Experience advising leaders on policy, performance, and employee well‑being.
• Strong knowledge of collective agreements and applicable laws.
• Proven ability to lead initiatives across recruitment, development and retention.
• Excellent written and verbal communication in a cross‑functional team.

Responsibilities

• Partner with leaders to implement people strategies aligned with objectives.
• Provide labour relations guidance, conflict resolution and policy interpretation.
• Lead talent management, succession planning and onboarding activities.
• Advise on performance management and workforce planning initiatives.

Skills

HR strategy & planning

Labour relations

Employee development

Stakeholder engagement

Policy interpretation

Communication skills

Education

Post-secondary HR degree/diploma

Tools

Microsoft 365

HRIS systems

Adobe

Job description

About the role:

The Canadian Museum for Human Rights (CMHR) is centered around the idea that respect and understanding of human rights can serve as a positive force for change in the world. The People and Culture Partner will support our collective efforts to build a workplace culture that is inclusive, equitable, innovative and focused on inspiring action.

Reporting to the Director of People and Culture, the People and Culture Partner (PCP) will serve as a trusted advisor to CMHR leadership on human resource related issues and is a key contributor to organizational effectiveness. The incumbent will partner with leaders to develop and implement strategies that support operational and organizational objectives. The role provides expertise in labour and employee relations, workforce planning, organizational development, talent management, employee wellness, and HR program delivery.

The PCP will handle a broad range of responsibilities and will combine strong foundational HR expertise with the ability to independently lead projects and initiatives. The PCP will act as a bridge between strategic priorities and operational execution, supporting leaders in achieving business objectives through people focused solutions. The incumbent will be a strong and thoughtful communicator, critical thinker and innovator, and will bring a collaborative approach to their role.

Given the nature of the role and the importance of building relationships, supporting employees and leaders, and maintaining a visible presence in the workplace, this position is primarily performed on-site.

What you’ll do:

HR Partnership

• Contributes to a culture that promotes respect, equity, inclusion and innovation, and models anti-racist and accountable behaviours.
• Partners with leaders to develop and implement people strategies aligned with divisional objectives
• Builds trusted relationships with leaders and support informed decision-making
• Participates in the annual review of People and Culture planning which includes establishment of goals and objectives for the coming year. Provides input to the implementation of special People and Culture projects and initiatives.
• Assesses divisional and individual learning and development needs; design, implement, facilitate, and evaluate HR programs, initiatives, and training solutions that support strategic priorities, employee growth, leadership development, and organizational effectiveness.

Labour Relations/Employee Relations

• Provides advice and support to employees and managers to promote positive employee relations and a workplace that is respectful, inclusive and impactful.
• Helps to ensure a fair and consistent approach to the application of the CMHR’s policies and procedures. Provides interpretation and ensures compliance with internal policies and procedures as well as contractual or legislative requirements such as the Collective Agreement and Canada Labour Code.
• Facilitates effective resolution of workplace conflict or incidents of harassment and/or discrimination, as per the CMHR’s Respectful Workplace Policy.
• Provides advice and counsel to leaders on matters related to performance management and handles difficult and sensitive employee relations issues including inappropriate behaviour/misconduct, discipline, leave of absences, and absenteeism, in accordance with policy (e.g., Performance Improvement Policy, Code of Conduct, policies on leave, etc.) and/or requirements of the collective agreement.
• Participates in the management and administration of various labour relations files such as grievances, arbitration and complaints; provides advice in the disposition of first step grievances. May include participation as needed at administrative tribunals and other legal proceedings concerning labour relations matters.
• Reviews formal complaints and cases of serious violations of company rules governing conduct and recommends actions appropriate for resolution, including disciplinary actions, in accordance with policy (e.g., Respectful Workplace Policy; Performance Improvement Policy; Code of Conduct) and collective agreement requirements.

Talent Management and Workforce Planning

• Participates and supports the full-cycle recruitment process including job evaluation/classification, screening and short-listing, preparing interview questions and evaluation methods, reference checks and offers of employment.
• Develops, implements and supports retention and development strategies.
• Partners with leaders to understand current and future talent needs and develops succession planning and career development initiatives
• Advises and coaches leaders and employees on performance management, goal setting, and development planning to support individual effectiveness, career progression, and organizational objectives.
• Leads employee integration and transition activities by facilitating 30-, 60-, and 90-day onboarding check-ins and exit interviews, gathering insights to inform workforce planning and organizational effectiveness initiatives.

What we’re looking for:

• Education at the post‑secondary level including formal Human Resources training (e.g., completion of an HR degree or diploma). CPHR Designation (or currently pursuing) is considered an asset.
• 8 to 10 years’ progressive experience in Human Resources, with demonstrated experience in a related role providing recruitment, employee and labour relations services and support, employee wellness support or an equivalent combination of applicable experience and education.
• Commitment to human rights principles, including respect, equity, inclusion and dignity for all.
• Experience working in the public sector and in unionized environments.
• Experiences referencing and interpreting HR legislation (e.g., Canada Labour Code, Employment Equity Act, Canadian Human Rights Act, Employment Standards, Official Languages Act, etc.)
• Considerable experience and understanding of:
  • handling labour relations matters including grievances and complaints, providing management with recommendations for resolution; experience interpreting collective agreements and legislation.
  • providing guidance and support on employee relations matters including dealing with work performance challenges, workplace and interpersonal conflict, duty to accommodate principles, etc.
  • supporting the collective bargaining process, administering the collective agreement, nurturing positive relationships, building management and employee knowledge and skills on labour/employee relations principles and related matters through training /facilitations and related matters, etc.
  • federal employment law, collective bargaining and labour relations principles and occupational health and safety requirements;
  • all aspects of the recruiting cycle and demonstrated ability to execute recruitment plans that result in the attraction, retention and engagement of talent.
• Experience with Workers Compensation Board and other leave case management.
• Proficiency with Microsoft 365, Adobe and HRIS systems.
• Experience evaluating jobs using a job evaluation/classification system, preferred.
• Discretion, tact, and sound judgment.
• Strong time management with the ability to work under changing priorities and deadlines.
• Ability to manage various projects and priorities in a fast paced, deadline driven environment.
• Strong organization skills with exceptional attention to detail.
• Exceptional writing skills with demonstrated ability to prepare sensitive correspondence, policies, reports, and general communications.
• Integrity, focused on producing a high quality and credible outcome.
• Analytically utilizes data with strong problem‑solving skills.
• Ability to work both independently or collaboratively in a cross-functional and team-oriented environment.
• Strong interpersonal and presentation skills.

Other:

• Work is in an office environment.
• May require long periods at a desk, reading of lengthy documents, and time in front of a computer.

Conditions of Employment:

• Security Screening Level: Reliability Status
• Satisfactory Child Abuse and Adult Abuse Registry Checks

Official Language Proficiency:

• English Essential, French Preferred: This position may have to handle requests and understand simple requests in French from members of the public.