Job Description
Girl Guides of Canada–Guides du Canada (GGC), a national membership-based organization, empowers every girl in Guiding to discover herself and be everything she wants to be. Our mission is to be a catalyst for girls empowering girls. Together, we’re building our vision of A better world, by girls.
GGC is actively searching for a People & Culture Lead
Remote work arrangement.
About this Opportunity
The People & Culture Lead is responsible for enabling key People & Culture programs and practices that strengthen employee engagement, learning and development, HR systems, analytics, and continuous improvement across the organization. Reporting to the Chief People Officer, this role acts as a collaborative partner within the P&C team, supporting the effective planning, coordination, implementation, and evaluation of initiatives aligned with the organization’s mission, values, talent strategy, and ongoing efforts to strengthen People & Culture programs, systems, and employee experience.
This role provides leadership and coordination across employee engagement, recognition, organizational learning, LMS implementation and maintenance, HCM system optimization, people analytics, and cross-functional feedback mechanisms. The incumbent brings a project management lens to their work, ensuring initiatives are well planned, effectively delivered, informed by data and stakeholder input, and continuously improved over time.
This role collaborates closely with People & Culture team members and cross-functional stakeholders to foster an inclusive, engaging, learning-oriented, and high-performing work environment
In this role you will:
Training and Development
- Provide coordination and leadership for organizational learning and development efforts, ensuring alignment with the broader talent strategy, organizational priorities, and employee capability-building needs.
- Support the planning, implementation, maintenance, and continuous improvement of the Learning Management System, including its alignment with organizational learning priorities and related digital transformation initiatives.
- Partner with subject matter experts to develop, curate, implement, and evaluate learning solutions, including workshops, e-learning modules, leadership development supports, onboarding resources, and other employee capability-building programs.
- Support the development and maintenance of annual learning plans, training calendars, LMS course structures, participation tracking, and evaluation processes.
- Apply project management practices to learning and development initiatives, including planning timelines, coordinating stakeholders, monitoring progress, identifying risks, and supporting effective implementation.
- Use learner feedback, participation data, and evaluation results to assess training effectiveness and identify opportunities to improve learning experiences and outcomes.
Employee Engagement, Recognition and Feedback
- Lead and coordinate employee engagement initiatives that support a positive, inclusive, values-aligned, and high-performing organizational culture.
- Partner with the Employee Engagement Working Group and other internal stakeholders to plan and deliver engagement activities, Connect Day initiatives, employee listening opportunities, and related culture-building efforts.
- Support the design, implementation, and analysis of employee surveys, pulse checks, focus groups, and other feedback mechanisms to identify employee experience themes, gaps, and opportunities for action.
- Work with leaders and People & Culture colleagues to translate engagement data and employee feedback into practical actions, while maintaining feedback loops to assess progress and support continuous improvement.
- Lead or support the rollout and ongoing coordination of employee recognition initiatives, including values-based, non-monetary recognition programs that reinforce desired behaviours and organizational values.
HR Systems, Analytics, Reporting and Continuous Improvement
- Hold accountability for overall People & Culture metrics, data management, reporting, and analytics practices, ensuring information is accurate, meaningful, and aligned to organizational priorities.
- Serve as a functional lead or key partner for Human Capital Management and related HR systems, supporting data integrity, effective system use, reporting, and process improvement.
- Develop clear people-data insights, themes, and narratives that help the People & Culture team and organizational leaders understand workforce trends, risks, opportunities, and progress against priorities.
- Support the development of relevant measures, dashboards, feedback loops, and success indicators for key People & Culture programs and initiatives.
- Identify opportunities to strengthen People & Culture processes, reporting practices, system use, and cross-functional learning to improve the quality and impact of the function.
People Strategy Enablement
- Contribute to the implementation and ongoing evolution of the People & Culture strategy, ensuring programs and initiatives are aligned with organizational priorities, talent needs, values, and culture goals.
- Provide coordination, planning, and implementation support for People & Culture programs and initiatives, applying project management discipline to ensure clarity of scope, timelines, responsibilities, risks, dependencies, and outcomes.
- Support organizational development, change management, employee experience, and talent-related initiatives in partnership with People & Culture colleagues and organizational leaders.
- Support the use of focus groups, working groups, employee surveys, and other consultation mechanisms to inform People & Culture program design, implementation, and continuous improvement.
- Champion inclusive, practical, and employee-centred approaches to People & Culture programs, policies, systems, and communications.
Other Duties as Assigned
- Support additional People & Culture responsibilities or cross-functional initiatives as required, maintaining a focus on inclusion, collaboration, service excellence, confidentiality, and continuous improvement.
You are the ideal candidate if you have:
Education, Designations and Certifications
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Adult Education, or a related field, or an equivalent combination of education and experience.
- Human Resources certification, such as CHRP or CHRL, is considered an asset.
- Project management certification or training is considered an asset.
Experience
- Minimum of five years of progressive experience in human resources, with demonstrated experience in employee engagement, learning and development, HR systems, people analytics, program implementation, and/or HR operations.
- Experience supporting HR technology, HCM or learning systems, employee engagement and recognition programs, surveys, focus groups, working groups, program rollouts, or organizational change initiatives is considered an asset.
Skills and Competencies
Project Management and Program Implementation
- Strong planning, coordination, and implementation skills, with the ability to manage multiple People & Culture initiatives, timelines, stakeholders, risks, and follow-up actions.
- Ability to support effective program delivery across learning, engagement, recognition, systems, analytics, and feedback processes.
Learning and Development
- Understanding of adult learning principles, training coordination, learning evaluation, and employee capability-building practices.
- Experience supporting e-learning, LMS administration or implementation, course coordination, learning calendars, and training communications is considered an asset.
- Ability to work with subject matter experts to support the design, delivery, maintenance, and improvement of learning solutions.
HR Systems, Analytics and Continuous Improvement
- Experience working with Human Capital Management or HRIS systems, such as ADP, Workday, Ceridian, UKG, or similar platforms.
- Ability to manage, interpret, and present people-related data in a way that supports decision-making, planning, and storytelling.
- Strong process improvement mindset, with the ability to identify trends, gaps, risks, and opportunities and recommend practical solutions.
- Advanced Excel skills and/or experience with dashboards, survey tools, reporting platforms, or data visualization tools is considered an asset.
Engagement, Stakeholder Relations and Collaboration
- Strong relationship-building and communication skills, with the ability to work effectively with employees, people leaders, People & Culture colleagues, cross-functional teams, and external partners.
- Experience supporting employee engagement, recognition, surveys, focus groups, working groups, or other employee listening mechanisms.
- Ability to gather feedback, synthesize themes, and translate stakeholder input into practical recommendations or action plans.
Leadership, Influence and Change Support
- Ability to act as a trusted partner, contributing sound judgment, structure, data, and ideas to support decision-making.
- Ability to influence without direct authority and support employees and leaders through program changes, system adoption, learning initiatives, and employee experience improvements.
Problem-Solving, Adaptability and Integrity
- Analytical and solution-oriented mindset, with the ability to assess issues and recommend practical solutions.
- Ability to manage multiple priorities in a fast-paced environment with professionalism and discretion.
- Strong commitment to confidentiality, equity, diversity, inclusion, accessibility, and respectful workplace practices.
Benefits:
What’s in it for you?
- We offer generous health benefits (Health, dental, vision, Health Service Spending Account).
- Paid time off.
- Collaborative hybrid/remote work environment.
- Fun and friendly work environment and work-life balance.
Hiring Range: $65,100.00 - $76,830.00
Application Deadline: June 5th, 2026
If this sounds like a job tailor-made for you, apply today!
This position will remain open until filled. Interviews will be conducted on a rolling basis.
Submissions without a cover letter will not be considered. Please note that GGC accepts all genders for job applications.
GGC is committed to diversity, equity and inclusion. We value a recruitment and selection process that is inclusive and barrier-free, and we encourage applications from people who are racialized, Indigenous, people from the 2SLGBTQI+ community, people with disabilities and other equity seeking groups. GGC welcomes girls and women – cisgender and transgender – as well as non-binary people who are comfortable in spaces that focus on and are driven by the experience of girls.
Upon request, Girl Guides of Canada-Guides du Canada will make available accommodations during the recruitment process. Please note we do not require applicants to identify as a person with disability, or to disclose their disability, to request or access accommodation. Accommodation requests should be made in advance to People & Culture.
We thank all candidates for their interest. Only those selected for an interview will be contacted