Director, People And Culture

Make Space ( is a Canadian-owned storage company with operations across six provinces, from British Columbia to Quebec. We are focused on expanding our national footprint through new site development, strategic acquisitions, and continuous improvement of our existing facilities.

Backed by an active real estate investment fund, we are building capital to support our continued growth by developing modern, high-performing storage facilities and acquiring strategic assets in key markets.

We offer a comprehensive range of storage solutions, including self-storage, portable storage containers, shipping container sales, RV and boat parking, and specialized storage services for residential and commercial customers.

At Make Space, we pride ourselves on being a growth-focused, entrepreneurial organization that values innovation, collaboration, accountability, and operational excellence.

Join our team and play a key role in shaping our people strategy as we continue to grow across Canada.

Make Space is seeking an experienced Director, People & Culture to lead and oversee all aspects of our human resources function. Reporting to executive leadership, this position will serve as a trusted advisor to the CEO, Executive Advisor and senior management team, providing strategic guidance and hands-on leadership across all areas of human resources.

The successful candidate will be responsible for developing and executing HR strategies that align with our business objectives, strengthen organizational culture, support employee engagement, and drive operational excellence. As a growing organization with operations across multiple Canadian provinces, we are looking for a collaborative and results‑driven HR leader who can navigate a dynamic business environment, manage complex employee relations matters, and establish scalable HR processes and programs.

This is an exciting opportunity for an HR professional who enjoys both strategic leadership and hands‑on involvement in day‑to‑day HR operations. This key leader position will directly influence the success of the company and of its culture.

Strategic HR Leadership & Business Partnership

• Develop, implement, and execute HR strategies that align with Make Space's business objectives and long‑term growth plans.
• Serve as a trusted advisor to the CEO and executive leadership team on workforce planning, organizational effectiveness, employee relations, and people‑related business decisions.
• Provide strategic guidance and recommendations on HR policies, programs, and best practices.
• Partner with senior leaders to strengthen leadership effectiveness, accountability, and organizational performance.
• Support HR integration and workforce planning initiatives associated with acquisitions, organizational changes, and business expansion.

Organizational Development & Change Management

• Lead HR initiatives that support organizational development, business transformation, and change management.
• Partner with leadership to support organizational restructuring, workforce transitions, and business integration initiatives.
• Promote a positive workplace culture focused on collaboration, accountability, and continuous improvement.
• Develop initiatives that strengthen employee engagement, leadership capability, and organizational effectiveness.
• Provide coaching and guidance to managers navigating organizational change.

Employee Relations & Employment Compliance

• Provide leadership and guidance on complex employee relations matters, workplace investigations, conflict resolution, and performance management.
• Ensure consistent application of HR policies, procedures, and employment practices across the organization.
• Maintain compliance with applicable employment standards, human rights legislation, occupational health and safety requirements, and other relevant provincial regulations.
• Advise management on employee disciplinary matters, terminations, accommodations, and workplace concerns.
• Partner with external legal counsel and advisors on employment‑related matters when required.

Talent Acquisition, Development & Performance Management

• Oversee talent acquisition strategies to attract, recruit, and retain qualified employees across the organization.
• Develop and enhance performance management programs that promote employee accountability, development, and achievement of business objectives.
• Partner with leadership to identify talent needs, succession planning opportunities, and leadership development initiatives.
• Support employee onboarding, engagement, retention, and professional development programs.
• Establish effective talent management practices that support the company's continued growth.

Compensation, Benefits & Total Rewards

• Provide strategic oversight of compensation structures, employee benefits, incentive programs, and recognition initiatives.
• Evaluate compensation practices to ensure market competitiveness, internal equity, and alignment with business objectives.
• Collaborate with Finance and Payroll to ensure accurate and compliant administration of compensation and benefits programs.
• Support the development and implementation of performance-based compensation and reward strategies.
• Review and recommend enhancements to employee benefits and total rewards programs.

HR Operations, Systems & Process Improvement

• Oversee the effective administration of HR operations, payroll, employee records, and HR information systems.
• Identify opportunities to improve HR processes, operational efficiencies, and employee experience.
• Lead the development, implementation, and continuous improvement of HR policies, procedures, and standard operating practices.
• Leverage HR technology, reporting, and analytics to support informed business decisions.
• Ensure HR processes and systems remain efficient, compliant, and scalable as the organization grows.

HR Team Leadership & Cross-Functional Collaboration

• Lead, mentor, and develop the HR team, fostering a culture of professionalism, accountability, and continuous learning.
• Establish clear expectations, responsibilities, and performance objectives for HR team members.
• Collaborate closely with Operations, Finance, and other departments to ensure HR initiatives support business needs.
• Build strong working relationships with management teams across multiple locations and provinces.
• Act as a key resource to leadership on all people‑related matters.

• Post-secondary degree or diploma in Human Resources, Business Administration, or a related discipline.
• CPHR designation required or actively in progress.
• Minimum 8-10 years of progressive human resources experience, including significant experience in an HR leadership or management role.
• Demonstrated experience providing strategic HR guidance to senior executives and leadership teams.
• Strong working knowledge of Canadian employment legislation, employment standards, and HR compliance requirements.
• Experience supporting employees and business operations across multiple Canadian provinces is considered a strong asset.
• Proven experience managing complex employee relations matters, workplace investigations, performance management, and organizational change.
• Strong understanding of compensation, benefits, talent management, and HR operations.
• Experience developing and implementing HR policies, processes, and scalable systems.
• Previous experience leading, mentoring, and developing HR professionals.
• Experience supporting a growing, multi-location organization or acquisition-related integration would be considered an asset.
• Proficiency with HRIS platforms, HR reporting, and Microsoft Office applications.

• High level of professionalism, integrity, accountability, and executive presence.
• Strong strategic thinking with the ability to translate business objectives into practical