Confidential Employer

Director, Human Resources & Workforce Strategy

Edmonton, AB | $115,000–$130,000 + Performance Bonus

The Opportunity

KPI is leading a confidential search for a senior Human Resources professional who can operate comfortably between strategy and execution.

The successful candidate will work closely with leadership while maintaining direct ownership of core HR activities. This position requires someone who can assess a people-related issue, determine the appropriate course of action, build the required process or program, implement it and ensure it works in practice.

The mandate spans workforce governance, leadership advisory, employee matters, organizational programs, training, process improvement and HR technology.

Artificial intelligence will form an important part of how the organization evolves its administrative and people practices. Candidates therefore need demonstrated experience applying AI within a professional environment.

Leadership Advisory

The Director will serve as a practical HR resource to leaders throughout the organization.

Responsibilities will include:

• Advising management on workforce decisions and organizational issues

• Supporting leaders through difficult performance and employment situations

• Assessing people-related risks and recommending appropriate action

• Providing guidance during organizational or operational changes

• Helping leaders improve consistency in how workplace issues are managed

• Supporting workforce planning and evolving organizational requirements

• Establishing practical HR frameworks that can scale with the business

This position requires sound judgment and the confidence to work directly with leaders while maintaining appropriate independence as an HR professional.

Workforce Governance

The Director will establish and maintain the systems that govern how people matters are handled across the organization.

This includes:

• Creating and modernizing HR policies and operating procedures

• Translating legislation and organizational requirements into usable workplace practices

• Establishing documentation standards and management protocols

• Reviewing existing HR practices for risk, inconsistency or unnecessary complexity

• Supporting compliance with applicable employment legislation

• Maintaining appropriate controls around confidential employee information

• Ensuring new HR practices are consistently adopted throughout the organization

The emphasis is not simply on writing policy. The successful candidate must be able to turn policy into working operational practice.

Workplace Matters

The role will maintain direct involvement in more complex employee situations.

Responsibilities may include:

• Managing sensitive workplace concerns

• Conducting or overseeing fact-finding and investigations

• Advising on performance-management matters

• Supporting disciplinary processes where required

• Managing difficult employee relations situations

• Providing guidance on attendance, conduct and workplace expectations

• Supporting employment transitions and separations

• Maintaining appropriate records and documentation

The successful candidate must be comfortable dealing with sensitive matters independently and objectively.

Organizational Programs

This individual will also lead broader initiatives intended to improve workforce effectiveness.

This may include:

• Developing manager resources and HR toolkits

• Creating new organizational programs

• Supporting performance-management frameworks

• Developing employee-feedback mechanisms

• Reviewing workforce trends and identifying recurring organizational issues

• Supporting recognition and employee-experience initiatives

• Improving onboarding and employee integration

• Helping strengthen management capability across the organization

• Supporting succession and workforce-development activities as the organization grows

Training & Implementation

A substantial part of the role involves turning organizational requirements into programs that managers and employees can actually use.

The Director will:

• Develop training programs and supporting materials

• Facilitate manager and employee sessions

• Introduce new workplace policies and procedures

• Build implementation plans for HR initiatives

• Coordinate organizational rollouts

• Monitor adoption following implementation

• Address gaps identified after implementation

• Translate complex HR requirements into practical guidance

Training may include workplace conduct, management practices, policy, performance, leadership responsibilities and other emerging organizational requirements.

HR Operations

The Director will remain involved in the practical operation of the HR function.

Areas of involvement may include:

• Employee lifecycle processes

• HR documentation

• Recruitment support for critical or senior positions

• Performance-management administration

• HR systems

• Workforce reporting

• Employee records and controls

• HR process design

• Coordination with payroll and related administrative functions

• Oversight or guidance of supporting HR and recruitment resources

This is therefore not a purely strategic corporate HR position. The successful candidate must be willing to remain close to execution.

Artificial Intelligence & Process Modernization

Demonstrated AI experience is required.

We are specifically interested in HR professionals who have moved beyond basic experimentation and can demonstrate how they have incorporated AI into their work.

Relevant experience could include:

• Redesigning administrative workflows using generative AI

• Developing AI-assisted HR processes

• Using AI for structured research and information analysis

• Building more efficient documentation workflows

• Improving internal knowledge access

• Developing training materials using AI-supported tools

• Using AI to identify repetitive work suitable for automation

• Evaluating AI-enabled HR platforms

• Establishing guidelines around appropriate AI usage

• Educating employees or managers on responsible AI adoption

• Applying human review and governance to AI-assisted work

• Protecting confidential information when working with external AI systems

Candidates should be prepared to discuss actual use cases, the business problem being addressed, the technology used and how human oversight was maintained.

Background

The strongest candidates will typically bring progressive experience covering a combination of:

• Human Resources leadership

• HR business partnering

• Employee relations

• Workplace investigations

• Policy and governance

• Performance management

• Organizational change

• Training and facilitation

• HR program implementation

• Workforce planning

• HR systems and technology

• Process improvement

• Recruitment or talent management

Experience working within an organization containing multiple operating groups, locations or management teams would be beneficial.

Education & Professional Development

We will consider different combinations of education, professional credentials and directly relevant experience.

Relevant backgrounds may include:

• Human Resources Management

• Business Administration

• Industrial Relations

• Organizational Development

• Organizational Psychology

• Leadership or Management

• Change Management

• Employment Law

• Related business disciplines

CPHR designation, progress toward CPHR, or comparable HR credentials are considered assets rather than absolute requirements.

What Will Matter Most

Candidates should be able to demonstrate that they have previously:

• Advised managers through difficult HR situations

• Built or materially revised workplace policies

• Implemented HR programs across an organization

• Conducted sensitive investigations

• Facilitated workplace or management training

• Improved an inefficient HR process

• Worked independently with confidential information

• Introduced or meaningfully used AI within their professional workflow

• Balanced organizational requirements with employment risk and practical execution

Compensation

Base salary: $115,000–$130,000

The position also includes eligibility for a performance-based bonus and employer-sponsored benefits.

This mandate is confidential. Additional information regarding the organization and opportunity will be shared with qualified candidates as they advance through KPI's recruitment process.