Director, People at University Hospital Foundation

The Organization

Since 1962, the University Hospital Foundation (UHF) has been a catalyst for health innovation and impact across Alberta and beyond. Established to advance patient care, research, and education at the University of Alberta Hospital, UHF has grown into one of Canada’s most respected hospital foundations. The Foundation proudly supports the University of Alberta Hospital, the Mazankowski Alberta Heart Institute, and the Kaye Edmonton Clinic, fueling medical breakthroughs, transformative treatments, and compassionate care that improve countless lives.

UHF exists to bridge community generosity with world-class healthcare and research. Through its bold Ignite 2030 strategic plan, the Foundation is reimagining how philanthropy can shape the future of health. This ten-year roadmap focuses on four strategic imperatives—Partnership Impact, Thought Leadership, Revenue Generation, and Health Ecosystem Leadership, positioning UHF to drive innovation, strengthen collaboration, and create measurable impact across the healthcare landscape.

The Foundation’s culture is defined by courage, collaboration, and integrity. Recognized as a High Performer by the Association for Healthcare Philanthropy and accredited by Imagine Canada, UHF operates with professionalism, transparency, and an unwavering commitment to excellence. Joining the University Hospital Foundation means becoming part of a purpose-driven, high-impact organization where leadership, innovation, and compassion converge to create lasting change in healthcare.

For more information, please visit their website.

The Opportunity

• Reports to: Chief Catalyst, Enabling Systems & Chief Financial Officer
• Direct Reports: People Specialist; Volunteer Specialist
• Location: Edmonton, Alberta (hybrid)

Mandate

Reporting to the Chief Catalyst, Enabling Systems and Chief Financial Officer, the Director, People leads the development and execution of comprehensive people strategies that attract, engage, and retain top talent. This role is a trusted advisor and strategic partner, driving initiatives that foster an inclusive, high-performance culture and align with organizational goals.

The Director inspires and empowers the People team to deliver innovative solutions, champion change, and continuously improve processes. With deep expertise across all HR functions, this leader combines strategic vision with operational excellence to optimize workforce practices, enhance employee experience, and support organizational transformation.

As a steward of culture and talent, the Director ensures policies, programs, and volunteer management practices evolve to meet the organization’s strategic needs and future growth.

Key Accountabilities

Leadership

• Lead and manage the People team, providing coaching, guidance, and opportunities for growth and development.
• Bring a confident, informed HR perspective to organizational decision-making, offering data-driven solutions and sound judgment.
• Build strong, trusted relationships across all levels of the Foundation, including the Executive Leadership Team (ELT), and contribute to strategic discussions as required.
• Foster an environment of collaboration, open communication, continuous improvement, and adaptability.
• Oversee third-party service providers supporting compensation, legal, HR systems, and other subject matter expertise.

Strategic Direction

• Lead the evolution and execution of the Foundation’s People Plan, ensuring it continues to align with the Foundation’s strategic direction, values, and culture aspirations.
• Ensure People programs are well-coordinated, modern, and fully integrated across the Foundation.
• Assess all People programs against industry best practices and leverage external experts to ensure competitiveness and relevance.

Talent Acquisition, Performance & Talent Management

• Oversee recruitment for all employee and volunteer positions and ensure effective onboarding of new team members.
• Promote a strong performance culture through a robust performance management process, regular feedback cycles, and meaningful development plans.
• Build leader capability by coaching managers on performance, development conversations, and fostering a culture of feedback.

Compensation & Benefits

• Review and evaluate compensation programs including incentives and benefits to ensure internal consistency and external competitiveness.
• Oversee salary adjustments, job evaluations, reclassifications, and promotions in collaboration with external compensation experts.
• Liaise with payroll and benefits providers to ensure the effective implementation of compensation structures.

Culture, Engagement & Diversity

• Shape and nurture a positive, inclusive, values-driven organizational culture ensuring inclusive approaches are embedded across the employee lifecycle.
• Promote employee engagement, well-being, and resilience, including leadership of the Foundation’s Culture League.
• Lead culture diagnostics and employee engagement surveys, presenting insights and supporting action planning.

Learning & Development

• Champion a culture of continuous learning and development by leading the Foundation’s Learning & Development plan including reporting on the effectiveness of initiatives.
• Support leaders in identifying skills gaps and help design programs to build capability across the organization.

Employee Relations

• Provide proactive guidance on day-to-day employee relations issues, ensuring alignment with legislation, policies, and organizational values.
• Serve as a trusted resource for employees seeking support or clarity in navigating workplace issues.
• Navigate ambiguous, sensitive issues (“grey areas”) with a balanced, pragmatic, solutions-focused approach.

Volunteer Program

• Develop and implement the Foundation’s volunteer program, ensuring alignment with the organization’s values and purpose and best practices.
• Oversee volunteer recruitment for signature events and ongoing programs, including potential expansion of volunteer portfolios currently supported by AHS.

Compliance & Risk Management

• Ensure compliance with all legislation related to HR and volunteer engagement and develop policies that align with governance standards.
• Lead implementation of health and safety programs in compliance with the OHS Act.
• Provide regular reporting on People metrics and progress at both operational and governance levels.

First-Year Deliverables / Measures of Success

Success in the first year will be determined by the candidate’s ability to:

• Build strong, trusted relationships with employees, leaders, and the ELT; demonstrate visibility and approachability in a hybrid environment.
• Deeply understand the Foundation’s business model, strategic direction, and evolving health-system context.
• Advance the next stage of the Foundation’s performance management approach, including tools, processes, and leader capability.
• Support and help deliver the organization’s emerging Learning & Development plan.

Candidate Profile

The successful candidate will have the following:

Education

• Successful completion of a Chartered Professional in Human Resources (CPHR) designation and/or a post-secondary degree in business, human resources, or a related discipline (MBA).
• A suitable combination of education and experience will be considered.

Experience

• 7–10 years of progressive HR leadership experience in a complex environment, with broad exposure to all major HR functions (talent acquisition, employee relations, compensation and benefits, performance management, learning and development, and compliance).
• Proven team player with experience collaborating effectively with cross-functional teams and senior leaders; experience developing and implementing new programs is considered an asset.
• Experience with volunteer programs or working within a not-for-profit environment is an asset.

Competencies

• Proven ability to lead, coach, and inspire teams; influence senior leadership; and drive cultural and organizational change with confidence and sound judgment.
• Strong capability to align people strategies with business objectives and deliver measurable outcomes, supported by robust knowledge of employment laws, regulations, and best practices.
• Exceptional interpersonal and communication skills that foster trust, engagement, and effective cross-functional collaboration across all levels of the organization.
• Demonstrated commitment to diversity, equity, inclusion, and belonging, with a customer-centric approach to supporting both internal and external stakeholders.
• Familiarity with HRIS systems, data analytics, and modern HR technologies, including an openness to leveraging AI and emerging tools to enhance organizational effectiveness.

Commitment to Equity, Diversity, and Inclusion

The University Hospital Foundation is committed to equity, diversity and inclusion and recognizes that a diverse team benefits and is essential to service excellence. In accordance with provincial legislation, accommodation will be provided by Mullen and the University Hospital Foundation throughout the recruitment, selection and/or assessment process, upon request, to applicants who require it. All qualified candidates are encouraged to apply.

Application Instructions

If this opportunity excites you, please send an application package, including your resume and cover letter, to [email protected]. In the subject line of your email, please include the organization’s name and the position title.