For more than three decades, KPMB Architects has evolved in response to a changing world and worked to change it for the better. Guided by our purpose and anchored by our values, KPMB crafts design solutions that catalyze positive change.

As a full-service practice working across Canada and the United States, we provide expertise in building design, interior design, master planning, workplace strategy, public engagement, and sustainable design. KPMB has designed and delivered projects totaling more than 31 million square feet in a diverse range of sectors, including education, healthcare, scientific research, arts and culture, government, corporate, hospitality, recreation, and mixed-use development.

With uncompromising rigour and close attention to the increasingly complex needs of the world around us, our diverse team devotes their expertise, passion, and creativity to solve today’s challenges and unlock new opportunities for our clients and the communities we serve.

What are we looking for?

Reporting into the Managing Partner, the Director of People + Culture plays a key role in developing and leading the People + Culture Strategy, in alignment with the organization’s strategy, mission and values and the management of people programs and function areas. The individual has the ability to take a big picture view, understanding the broader industry and firm landscape, aligning People initiatives with our strategic goals, and anticipating future trends and challenges. They are equally comfortable zooming into the details, delving into the minutiae of People operations, resolving complex issues, and ensuring the smooth execution of day-to-day tasks.

The scope of this role’s portfolio includes, but is not limited to, developing and leading the firm’s talent management strategy, performance management program, policy management, total rewards model, employee experience and engagement, learning and development, diversity, equity and inclusion and workforce planning and succession, HR information management, Health + Safety and government compliance.

Success in this role requires a natural orientation to leadership and collaboration with the ability and interest in working hands-on in the implementation of People + Culture programs. This role is best suited for a curious, analytical, resourceful, People + Culture leader that is excited to work within a design-led business. Ultimately, your strategic vision and execution capabilities will help shape the future of KPMB’s workplace culture.

 

Select key responsibilities:

People + Culture Strategy + Change Management

• Lead the development of the People + Culture pillar of the firm’s strategic planning process
• Align annual People + Culture goals with business objectives and develop actionable and measurable strategies to achieve them
• Regularly review and update HR strategies, based on changes in the business environment or firm objectives
• Develop communication strategies and deliver compelling presentations to keep employees informed during periods of change or in relation to core people programs

 

Talent Management + People Development

• Collaborate with leadership to identify and implement talent acquisition strategies that align with the firm’s growth objectives
• Design and oversee the execution of a comprehensive employee development program, to enhance skills and career progression, in alignment with the firm’s current and anticipated future needs
• Analyze workforce data to identify trends and make informed decisions about talent management initiatives
• Oversee the creation of training curricula that support the firm’s strategic direction and employees’ professional career growth
• Oversee the tracking of employee attendance and engagement in internal or external training initiatives, analyze the use-case for a learning management system
• Evaluate the effectiveness of training programs and adjust strategies to maximize return on investment
• Stay abreast of People + Culture trends and frameworks focused on talent management, and development

 

Employee Experience, Engagement + Relations

• Create and execute employee engagement surveys to gather feedback and identify areas for improvement
• Develop recognition programs that celebrate employee achievements and contributions to the firm’s success
• Organize team-building events and activities that enhance collaboration and morale
• Develop and implement strategies to foster positive employee relations
• Manage conflict resolution processes to address issues in a timely and fair manner
• Promote a positive workplace culture that aligns with the firm’s values and objectives

 

Total Rewards

• Develop and implement a comprehensive total rewards strategy that aligns with the firm’s objectives and market trends
• Manage the firm’s compensation programs, ensuring they are competitive, sustainable, and aligned with the firm’s culture. Regularly benchmark the firm’s compensation and benefits against industry standards to ensure competitiveness.
• Oversee the firm’s comprehensive health and wellness benefits program that supports the well-being of all employees and is tailored to the needs of employees based on demographics and life stages
• Develop and promote the firm’s Employee Value Proposition internally and externally and encourage employee participation in the reward programs such as health and wellness initiatives
• Support leadership in decision-making and communication of decisions related to compensation and strategy

 

Equity, Diversity and Inclusion

• Lead the development of diversity and inclusion programming, building upon existing efforts, and ensuring their integration into all aspects of the firm’s operations (recruitment, pay equity, etc.)
• Facilitate or procure experienced facilitators to provide training and workshops to promote an inclusive workplace culture
• Monitor and report on the effectiveness of diversity initiatives, adjusting as necessary to meet firm goals
• Collect and analyze EDI data and report to leadership on progress across key EDI performance indicators

 

Performance Management Programs

• Develop or build upon existing performance management programs that aligns with the firm’s strategic objectives and fosters a high-performing and accountable culture
• Implement a continuous feedback system to provide employees at all levels with regular and candid development feedback based on performance evaluations
• Coordinate with managers to ensure fair and consistent application of performance standards across the firm

 

HR Information Management

• Oversee the management, maintenance and security of Human Resources Employee data
• Oversee the selection, implementation, and management of HR technologies, as required
• Ensure HR systems are utilized effectively and provide the necessary user and admin training
• Regularly review and update HR systems to ensure they meet the organization’s needs

 

Policy Management +Health + Safety

• Lead the development and revision of the firm’s policies (Employee Handbook) to ensure they are clear and in line with legal requirements and best practices
• Ensure any new policies or policy updates are communicated effectively to all employees
• Oversee the enforcement of company policies, by supporting managers in the handling of any violations in a fair and consistent manner
• Provide guidance and training to managers and employees on the firm’s policies
• Oversee compliance on Health + Safety and AODA Programs + Policy

 

Workforce Planning + Succession

• Conduct strategic workforce planning to forecast future staffing needs and ensure readiness for organizational changes
• Develop succession plans for key roles to ensure leadership continuity and minimize disruption. This includes identifying high-potential employees, providing them with targeted development opportunities, and preparing them for future leadership roles.
• Partner with educational institutions to create a pipeline of talent for future recruitment needs (co-op)
• Collaborate with management to understand future business directions and the implications for succession planning

 

Candidate Profile + Qualifications

• University bachelor’s degree or equivalent combination of education and experience in Human Resources Management
• Certified Human Resources Leader (CHRL)
• 8-10+ years of progressively responsible experience in People + Culture/HR, preferably within the AEC Industry
• Successful track record for developing and implementing strategic People + Culture projects, leveraging change management best practices
• Expertise in leveraging data and analytics to drive research-backed decision-making and measurement of the effectiveness of people initiatives
• Experience working with and providing HR Advisory support (Strategic HRBP) to an Executive Committee or Senior Leadership team
• Possesses exceptional communication, impact and influence, and interpersonal skills, and is able to articulate and champion organizational values and culture across all levels of the firm
• A self-starter with the ability to manage projects and breakdown complex processes to execute work efficiently
• Described as possessing a high degree of integrity, empathy, intuition, ethical conduct, sound judgment, emotional intelligence, and self-awareness demonstrated in leadership approach, problem-solving, and decision-making
• Technical expertise with Microsoft 365 (Word, Excel, PowerPoint), Payroll software (Ceridian/ADP), Benefits Management Platforms, and HR Technology (HRIS, LMS, ATS), etc.,