Director, People and Culture

THE ORGANIZATION

McMan Youth, Family and Community Services Association (McMan) is a province-wide registered charity and not‑for‑profit human services organization with a long-standing history of service excellence. Since opening its first program in Edmonton in 1975, McMan has grown into a respected and innovative social service agency delivering a comprehensive range of programs across Alberta.

McMan provides services in four regions, Edmonton and North, Central, Calgary, and South, each governed by its own Board of Directors and led by an Executive Director and regional leadership team. The organization is widely recognized for its responsive, collaborative, and community‑based approach to service delivery. The Edmonton and North Region are the largest of McMan’s regions and represents a mature, well-established operation with strong funding relationships and community credibility.

McMan’s key characteristics include:

• A 4–12-member governance Board of Directors.
• Annual operating revenues of approximately $50 million, primarily funded by the Government of Alberta, with modest fundraising and donations.
• Long-standing and stable program funding from Persons with Development Disabilities (PDD), Children and Family Services, and other government and community partners.
• A reputation for service innovation, quality outcomes, and strong cross‑sector partnerships.
• An employee complement of approximately 780 professionals delivering services to youth, families, and persons with disabilities throughout Edmonton and northern Alberta.
• Responsibility for multiple owned and leased facilities supporting a wide range of programs.

In 2025, McMan provided services to over 1,800 people in the cities and communities of Edmonton, Bonnyville, Paul First Nation, Enoch Cree Nation, Alexis Nakota Sioux First Nation, Edson, Hinton, Grande Cache, Whitecourt, Athabasca, Barrhead, Grande Prairie, and Fort McMurray. McMan’s two major service offerings are services to children and families and services to people with disabilities including:

• Adults with disabilities in shared living settings, supported independent living programs and day programs.
• Family programs that help parents care for their own children.
• Programs for children and youth who can’t live with their own families, including foster care, group care and supported independent living.
• Specialized programs that support youth and adults with Fetal Alcohol Spectrum Disorder.
• Support to families with children with disabilities.

McMan’s Mission: To support and encourage individuals and families to achieve their full potential as members of their community.

McMan’s Values: McMan is proud to uphold the following values in interactions with all stakeholders: Commitment, Trust, Empathy, Respect and Genuineness.

THE OPPORTUNITY

Reporting to the Executive Director (ED), the Director of People and Culture is responsible for the strategic and operational oversight of all human resources functions within McMan. As a key member of the Strategic Leadership Team, this position ensures that people practices, policies, systems, and data management align with organizational goals, regulatory requirements, and McMan’s values.

The Director leads the development and execution of HR plans that support the organization’s strategic direction while overseeing core functions including employee relations, talent acquisition and development, training and development, recognition programs, payroll and benefits, occupational health and safety (OHS), HR policy, and HR data management. The role also contributes to organizational governance through participation in strategic planning and active participation in internal committees, including DEIB (Diversity, Equity, Inclusion, and Belonging) and OHS. This role requires a leader who can balance stability with transformation while building trust, modernizing people systems, and strengthening organizational capacity.

RESPONSIBILITIES

Strategic People Leadership

• Develop and execute a comprehensive people and workforce strategy aligned with McMan’s mission, values, and strategic priorities.
• Translate organizational goals into integrated HR plans, initiatives, and measurable outcomes.
• Serve as a trusted advisor to the Executive Director and Strategic Leadership Team on all people, culture, and workforce matters.
• Lead organizational change, workforce planning, and culture development initiatives.
• Monitor HR trends, legislative developments, and sector best practices to inform strategy and decision-making.
• Support McMan’s commitment to equity, inclusion, and Indigenous reconciliation by embedding culturally responsive and values‑aligned people practices across the organization.

HR Leadership & Team Development

• Lead, mentor, and develop a high-performing HR team across all functional areas.
• Establish clear roles, expectations, accountability, and development plans for HR staff.
• Build internal capacity in policy, employee relations, systems, analytics, and continuous improvement.
• Foster a collaborative, service-oriented, and outcomes-focused HR culture.

HR Operations & Service Delivery

• Provide oversight of all core HR functions, ensuring efficient, compliant, and people-centered service delivery, including:
  • Payroll and benefits
  • Recruitment and onboarding
  • Employee relations and performance management
  • Learning, training, and leadership development
  • Engagement and recognition programs
• Ensure consistent application of HR policies and practices across the organization.
• Lead a comprehensive review of compensation structures to ensure internal equity, market competitiveness, and alignment with organizational sustainability.
• Evaluate and implement technologies and systems that enhance efficiency, scalability, and service quality.
• Develop and manage the HR departmental budget, ensuring responsible stewardship of resources aligned with organizational priorities and operational needs.

Employee Relations

• Provide strategic leadership on complex, sensitive, and high-risk employee relations issues.
• Oversee investigations related to workplace concerns, including harassment, discrimination, and misconduct.
• Advise on human rights, employment standards, and legislative compliance matters.
• Support leaders in performance management, discipline, and conflict resolution.
• Provide guidance on employee and volunteer relations, as applicable, within a community‑based service delivery environment.
• Promote a respectful, inclusive, and psychologically safe workplace.
• Ensure fair, consistent, and legally compliant employment practices.

Policy, Compliance & Governance

• Lead the development, review, and continuous improvement of HR policies, procedures, and frameworks.
• Ensure compliance with Alberta legislation, accreditation standards, and organizational values.
• Provide policy interpretation and guidance to leaders and staff.
• Establish and maintain effective policy governance and review cycles.

Payroll, Benefits & Occupational Health & Safety

• Provide oversight and accountability for accurate payroll and effective benefits administration.
• Manage relationships with external vendors and service providers as required.
• Lead McMan’s Occupational Health and Safety program, ensuring legislative compliance.
• Promote a culture of physical and psychological safety.
• Provide oversight and strategic leadership for disability management, health, and wellness programs, including return‑to‑work practices and support for employee well‑being.
• Actively participate in the Health and Safety Committee as required.

 Talent Management & Development

• Oversee full-cycle recruitment and talent acquisition strategies aligned with workforce plans.
• Support equity, diversity, inclusion, and belonging objectives through inclusive hiring and advancement practices.
• Lead the annual succession planning process and broader talent management frameworks, advising senior leaders on development planning and readiness of high‑potential talent.
• Design and implement learning and leadership development strategies aligned with organizational needs and priorities.
• Ensure compliance with mandatory training requirements.

 HR Systems, Data & Analytics

• Oversee the implementation, optimization, and ongoing use of HR information systems (HRMS).
• Establish strong HR data governance, ensuring integrity, confidentiality, and compliance with privacy legislation.
• Develop dashboards, metrics, and reporting to support workforce planning and decision-making.
• Leverage data analytics to identify trends and improve organizational effectiveness.
• Promote data-informed decision-making and HR data literacy among leaders.
• Enhance the quality and usefulness of HR reporting to senior leadership and the Board, shifting toward more strategic, data‑driven insights.

 Committees & Organizational Leadership

• Actively contribute HR leadership and expertise at organizational committees, including:
  • Diversity, Equity, Inclusion, and Belonging (DEIB) Committee
  • Occupational Health and Safety Committee
• Support governance processes through reporting, policy advice, and people-risk insights.
• Connect and collaborate with HR leadership in the other McMan regions.

FIRST YEAR – MEASURES OF SUCCESS

• Team Integration & HR Capability Alignment: Successfully integrate and align the HR team by establishing clear roles, accountabilities, and service delivery standards, resulting in a cohesive and consistently high-performing function.
• HRMS Selection & Implementation Kick-Off: Lead the evaluation and selection of an HR Information Management System (e.g., UKG, ADP or similar), with a defined implementation roadmap, vendor selected, and initial rollout phase underway.
• Performance Management Framework Established: evaluate and continue the implementation of a consistent, organization-wide performance management program, including clear expectations, measurable goals, and regular review cadences, with initial adoption across teams and leadership.
• Foundation for Learning & Development Strategy: Initiate the development of a structured training and development plan aligned to organizational needs, including identification of core competencies and initial programming, and begin laying the groundwork for future LMS implementation (full rollout not required within the first year).

THE INDIVIDUAL

This is an excellent opportunity for a collaborative and inclusive HR leader who is passionate about people, culture, and organizational effectiveness within a mission‑driven environment. The successful candidate will bring a strong track record of leading modern HR functions, providing strategic people leadership, and partnering with senior leaders to strengthen performance, accountability, and engagement. They will demonstrate sound judgment, operational excellence, and the ability to translate organizational strategy into impactful people and workforce initiatives.

 Education

• Post‑secondary education in Human Resources, Business Administration, or a related discipline; CPHR designation would be considered an asset.

Experience

• 7+ years of progressive senior HR leadership experience, preferably within human services, the non‑profit sector, or a similarly complex, mission‑driven environment; an equivalent combination of education, experience, and skills will be considered.
• 3+ years of leadership experience in a non‑unionized, multi‑site environment with significant regulatory and public accountability.
• Demonstrated understanding of government-funded and publicly accountable organizations, including funding and policy limitations.
• Proven track record of leading strategic HR initiatives and organizational change, aligning people and workforce strategies with business objectives.
• Extensive experience across the full range of HR functions, including employee relations, policy development, governance, talent management, and organizational development.
• Strong background managing complex and sensitive employee relations matters, including investigations, performance management, and conflict resolution.
• Hands‑on leadership approach, with the ability to engage directly in operational HR work and support leaders and teams as needed.
• Experience implementing, optimizing, and working with HR management systems (HRMS) and applying a data‑driven approach to decision‑making.

Competencies and Knowledge

• HR Expertise & Legislative Knowledge: Strong understanding of HR best practices and Alberta and federal employment legislation, with the ability to apply compliance, policy, and risk management in practical, people-centered ways.
• Leadership & Team Development: Proven ability to build, coach, and lead high-performing HR teams, fostering accountability, trust, and capability.
• Change Leadership & Execution: Experience leading change and building systems and processes from the ground up, with the ability to translate strategy into effective execution.
• Communication, Influence & Employee Relations: Highly effective communicator with strong judgment and emotional intelligence, able to navigate sensitive situations and influence stakeholders at all levels.
• Strategic & Data-Driven Thinking: Uses data, analytics, and HR systems to inform decision-making, workforce planning, and organizational performance.
• Innovation & Problem Solving: Solution-oriented with a creative mindset, leveraging technology (including AI) to improve efficiency and outcomes.

Personal Profile

• Values-Driven Leadership: Values-driven, compassionate, and inclusive leader who models ethical leadership and sound judgment.
• Integrity & Judgment: Operates with a “what is the right thing to do” mindset, balancing people, integrity, and outcomes.
• Accountability & Results: Accountable and results-focused, with a strong commitment to building organizational capacity.
• Solution Orientation: Solution-oriented and creative, bringing a forward-thinking approach to problem-solving.
• Comfort with Ambiguity: Comfortable in complexity and ambiguity, with a hands-on, practical leadership style.
• Trust & Credibility: Builds trust through credibility, transparency, and consistent follow-through.
• HR Partnership: Strengthens HR functions and relationships with leaders in evolving environments.
• Community Mindset: Brings a community-centered perspective with an appreciation for accountability and impact.
• Innovation & Learning: Embraces innovation and continuous learning, including the use of technology and AI.

COMPENSATION

An excellent compensation package awaits the successful candidate.

LOCATION

Edmonton, Alberta.

WORK ENVIRONMENT

The Director, People and Culture role offers a hybrid work model, requiring in‑office availability four days per week, with flexibility to support effective work‑life integration.

HOW TO APPLY

For the opportunity to join McMan in the role of Director, People and Culture, please email your resume to DreamBig@profoundtalent.com referencing Position ID # ATXL-887771

Should you have an inquiry regarding this position, please contact Paul Phillips at 587-200-0114 ext. 105 or Max Frank at ext. 102.

For further information on ProFound Talent Inc. please visit: www.profoundtalent.com

EQUAL OPPORTUNITY

ProFound Talent is a woman owned and operated business, recognized and certified by Women Business Enterprise (WBE). We pride ourselves in supporting equity, diversity, and inclusion initiatives in our recruitment processes and in our work environment, where every individual feels valued and respected. We welcome applications from all qualified individuals to which you may confidentially share your accommodation needs at time of application. We will adjust our processes to ensure you have an inclusive, fair, and respectful experience that allows you to represent yourself in your unique and most authentic way.

* We thank all applicants for your submissions, however only candidates being considered for this role will be contacted. *