Senior HR Business Partner

Why work for the Town of Canmore

For starters, you can take great pride in our collaborative organization, its positive work culture and our amazing group of talented people who genuinely care about our community and accomplish outstanding work each and every day for its citizens. As a municipal government organization, the Town of Canmore exists to serve the community and visitors to Canmore. The organization is committed to supporting a triple bottom line sustainable future for all by promoting wellness and active living, being leaders in environmental stewardship, and ensuring the effective and efficient use of taxpayer dollars.

Position Overview

The Senior Human Resources Business Partner (HRBP) operates within a Senior HRBP dyad model, with primary accountability for designated client portfolios and shared accountability with their HRBP counterpart for advancing enterprise HR strategies, programs, and initiatives. Together, the Senior HRBPs provide consistent, coordinated HR support across the organization while fostering an engaged, skilled, connected, inclusive, and collaborative workforce.

The HR Business Partner team supports the Manager of People and Culture and the broader leadership team in designing and advancing people and culture strategies that drive long-term organizational success, with a focus on talent, leadership development, and reconciliation, equity, diversity, and inclusion (REDI). Key responsibilities include collaborating with the Senior Leadership Team to develop and implement initiatives aligned with the Town of Canmore’s purpose, mission, culture, and values.

This role leads employee and labour relations activities, including issue resolution and investigations, and works in partnership with their HRBP counterpart to ensure consistent application of practices and advice across the organization. The Senior HRBP identifies and deploys leadership development programs, oversees people surveys and talent data to inform HR strategies, coaches leaders to embody and promote the organization’s culture and values, and advances initiatives that support a diverse, equitable, and inclusive workplace, with a commitment to Truth & Reconciliation.

Employee and Labour Relations

• Lead resolution of employee relations issues, grievances, and conflicts through coaching, mediation, and investigations
• Manage collective bargaining processes and labour relations activities in accordance with provincial legislation
• Provide expert guidance to leaders on performance management, discipline, and termination procedures
• Develop and maintain HR policies and procedures that are adaptable, compliant, and aligned with organizational values
• Maintain confidentiality and ensure compliance with POPA, ATIA, and other privacy obligations

Organizational Development and Change Management

• Design and implement HR initiatives that support long-term organizational success and workforce preparedness
• Lead culture and values alignment efforts, coaching leaders to embody and promote organizational principles
• Manage organizational change initiatives to minimize disruption and support employee engagement
• Identify and deploy external leadership development programs that build organizational capability

Talent Management and Workforce Planning

• Oversee employee surveys and talent data collection to identify trends and inform strategic HR decisions
• Support recruitment, onboarding, and employee development initiatives across the organization
• Analyze workforce data to support succession planning and identify skill gaps

Diversity, Inclusion, and Reconciliation

• Develop and implement programs that foster a diverse, inclusive, and equitable workplace
• Integrate Truth and Reconciliation principles and the 94 Calls to Action into HR practices and policies
• Coach leaders to create psychologically safe and respectful work environments

Strategic Partnership and Communication

• Collaborate with the Manager of People & Culture and HR team to execute integrated people strategies
• Present HR initiatives, data, and recommendations to senior leadership, Council, and committees
• Build trusted partnerships with leaders across the organization to understand business needs and deliver HR solutions

Health and Safety

• Understand and carry out responsibilities for senior leaders, supervisors, and workers as outlined in the Town's Health & Safety Directive
• Demonstrate commitment to a safe and healthy environment for employees, visitors, workers, and interest holders
• Participate in inspections, audits, and incident reviews
• Takes initiative to deliver timely, effective, and appropriate service that meets the needs of clients and interest holders. Anticipates needs, responds proactively, and follows through on commitments to ensure a high standard of service. Demonstrates a respectful, solution-oriented approach, building trust and positive relationships.
• Applies self-awareness and emotional regulation to remain effective and composed in a variety of situations, recognizing and responding appropriately to the emotions of self and others, fostering positive relationships and a respectful, supportive environment.
• Exemplifies a strong commitment to continuous learning and professional growth by actively seeking opportunities to build knowledge, skills, and competencies. Reflects on both successes and setbacks to inform future actions, demonstrating adaptability and resilience. Fosters an environment where both self and others are open and empowered to grow through experience, feedback, and reflection.
• Maintains a forward-looking perspective by aligning actions and decisions with organizational values, mission, and long‑term goals. Anticipates future trends, opportunities, and challenges, and integrates this insight into planning and decision‑making. Balances short‑term priorities with a clear focus on sustainable outcomes, ensuring initiatives and efforts contribute to the broader strategic direction of the organization.
• Establishes objectives which are specific, clearly communicated, measurable, challenging but realistically achievable, and time‑targeted.
• Supports employee growth and performance by providing coaching, feedback, and guidance. Identifies training and development needs, establishes clear performance expectations, and fosters ongoing learning to help individuals reach their full potential and career goals.

Education, Experience & Certifications

Required

• Bachelor's degree in Human Resources, Business Administration, Psychology, or related field
• Minimum 10 years of progressive Human Resources experience, including at least 2 years in an HR Business Partner or similar strategic role
• Demonstrated expertise in employee and labour relations, including experience with conflict resolution, investigations, and collective bargaining
• Proven experience designing and implementing organizational development and change management initiatives
• Knowledge of Alberta employment‑related legislation, including employment standards, labour relations, human rights, privacy (including POPA and ATIA), occupational health and safety requirements, and workers' compensation
• Experience with talent management, workforce planning, and analysis of workforce data to inform strategic decisions
• Demonstrated ability to coach leaders and build trusted partnerships across organizational levels
• Strong communication skills with ability to present HR initiatives and recommendations to senior leadership and interest holders
• Experience developing and implementing diversity, inclusion, and equity initiatives in workplace settings

Preferred/Asset

• Master's degree in Human Resources, Business Administration, or related field
• Professional certification such as CHRP (Certified Human Resources Professional) or CIPD (Chartered Institute of Personnel and Development)
• Experience working in public sector, municipal government, or similar organizations
• Knowledge of and commitment to Truth and Reconciliation principles and the 94 Calls to Action
• Experience with employee engagement survey design and implementation
• Familiarity with leadership development program evaluation and deployment
• Experience facilitating organizational culture and values alignment initiatives
• Training or certification in mediation, conflict resolution, or workplace investigation
• Alberta Class 5 Driver’s License

Salary & Benefits

• Pay Range-$117,335.40 - $127,108.80 annually. Compensation will be calculated based on the successful candidate’s related work experience and education
• Full‑time permanent position
• Competitive benefits package, & health spending account
• Generous RRSP matching plan
• Personal development & learning opportunities
• Work‑Life Balance

Closing Date for Applications

This posting will remain open until 9:59 pm MDT on July 12, 2026 .

Prior to beginning work, the successful candidate will be required to submit all required certifications and documentation, including driver’s abstract and records checks.

Equal Opportunity Employer Statement

The Town of Canmore is committed to fostering an inclusive and respectful workplace. We are proud to be an equal opportunity employer and make employment decisions without regard to race, color, religion, gender, gender identity or expression, sexual orientation, age, disability, marital status, family status, ancestry, place of origin, or any other protected characteristic under applicable law.

We believe diversity strengthens our organization, and we encourage applications from all qualified individuals. Accommodations are available upon request for candidates taking part in all aspects of the selection process. Persons with disabilities who anticipate needing accommodations for any part of the application process may contact, in confidence, View email address on ca.talent.com