Employment type: full time For seven decades, the Calgary Philharmonic has been welcoming communities together through the power of orchestral music. A pillar of the Calgary arts scene and one of Canada’s most celebrated live music ensembles, the Calgary Phil presents more than 70 concerts a season across a wide range of programming — epic classics, thrilling collaborations, rockin’ pops, family fun, live movie scores, and much more. The Calgary Phil also engages thousands of children each season through innovative and accessible Education and Outreach initiatives. In addition to 66 full-time orchestra musicians, the Calgary Phil is one of two major symphony orchestras in Canada that has its own chorus – over 160 volunteer singers. In a typical season, the Calgary Phil welcomes over 100,000 visitors, connecting audiences to live music experiences and serving the city of Calgary by fostering creativity and belonging. The Calgary Phil Belongs to Everyone. The Role The Director, People + Culture at Calgary Phil plays a pivotal role in fostering a positive and collaborative work environment for our dedicated team of musicians, administrative staff, and volunteers. This HR leadership role requires hands-on experience in people strategy, employee and labour relations, and HR operations across a complex arts organization, supporting a workforce that includes unionized orchestra musicians, non-unionized administrative staff, contractors, and a large volunteer base, and plays a key role in strengthening culture, engagement, and legal compliance across the organization. Working with Senior Leadership, this position requires a dynamic individual with a strong background in employee and labour relations, and a proven ability to proactively identify and close gaps with respect to all HR strategies, policies, and procedures. The Director, People + Culture will report to the President + CEO and will partner closely with the Senior Leadership, Orchestra Operations, and Artistic teams. Key Responsibilities Employee Engagement and Relations Develop and maintain positive employee relations by fostering a culture of open communication, trust, and mutual respect. In collaboration with Senior Leadership, act as a point of contact to address and resolve employee concerns, conflicts, and grievances in a fair and timely manner. Proactively seek out employee engagement opportunities, such as team building activities and Employee Engagement Surveys. Union Engagement and Labour Relations Partner with the Orchestra Operations team to manage and maintain relationships with the union representing orchestra musicians (Calgary Philharmonic Orchestra musicians are members of The Calgary Musicians Association, Local 547 of the American Federation of Musicians of the United States and Canada), including ensuring compliance with Collective Bargaining Agreements. Facilitate negotiations and consultations with the union to address labour-related issues. Stay informed about industry standards and best practices in labour relations. Recruitment, Onboarding and Offboarding Oversee and administer the full-cycle recruitment process for administrative staff, including creating job postings, conducting pre-screening interviews, reference checks, and advising during the selection process. Support the Orchestra Operations team in the recruitment, onboarding, and offboarding processes for Orchestra musicians as per the Collective Agreement. Support the CEO and/or Director, Artistic + Education with recruitment of artistic leadership roles. Support the Artistic + Education team, and the Chorus Director and Chorus Administrator, with the recruitment process for volunteer Chorus members. Support the Board with recruitment of volunteer Board and committee members. Support the Volunteer Manager in the recruitment process and management of other volunteers (Front of House, events, etc.). Provide expert guidance on compensation for new administrative hires and manage the drafting and delivery of Offer Letters and Employment Agreements. Develop, implement, and facilitate onboarding and offboarding programs that accurately reflect the workplace culture and effectively transition all employees (including volunteers and contractors) throughout the employee lifecycle. Performance Management and Training and Development Lead the design and implementation of the performance management lifecycle, collaborating with Senior Leadership to establish and implement processes, oversee probationary and annual review cycles, and equip Managers with the documentation, guidance, and coaching required for effective execution. Lead the development of Professional Development Plans and training initiatives, working in collaboration with key leadership to advance growth and learning opportunities for all team members. Policy Development and Compliance Proactively develop, implement, and update HR policies in alignment with organizational goals, changes, and best practices. Ensure compliance with employment legislation, regulations, and union agreements. Champion strong communication of all HR policies and processes across the organization to ensure both awareness and transparency for all team members. Ensure policies are legally compliant, provide advice and guidance to leaders and employees regarding policies. Keep abreast of changes in HR regulations and update policies accordingly, and make recommendations to leadership of emerging trends or changes. Oversee workplace discrimination, harassment, and other employee relations issues, exercising judgment to assess risk and determine when escalation or external investigative expertise is required. HR, Compensation, and Benefits Administration Maintain accurate HR records and documentation. Generate HR reports and analytics to support operational decisions. Ensure salary and benefits market benchmarking is conducted, as required. Stay informed about industry trends and recommend adjustments to the benefits package (keeping in mind the Collecti