Description

The Human Resources Director provides strategic leadership and oversight for all human resources functions within Sheshatshiu Innu First Nation (SIFN). This role is responsible for developing and guiding a comprehensive HR framework that supports organizational effectiveness, workforce sustainability, and community priorities.

Working in alignment with Innu values of respect, accountability, and stewardship, the HR Director leads the development of HR policies, workforce planning, recruitment, compensation systems, and capacity-building initiatives. The Director ensures that HR practices meet legislative requirements while strengthening internal capacity and supporting long-term organizational growth.

This position plays a critical leadership role in fostering a positive, culturally grounded workplace and building a sustainable HR infrastructure for the Nation

Key Responsibilities

Strategic HR Leadership

Develop and implement a comprehensive HR strategy aligned with SIFN’s strategic plan and community priorities.
Provide expert advice to senior leadership on HR matters, workforce risks, and organizational development.
Lead the continuous improvement of HR systems, policies, and practices.
Ensure HR initiatives support long-term sustainability and workforce capacity building
Recruitment & Workforce Planning

Oversee recruitment processes to ensure fairness, transparency, and alignment with community capacity-building goals.
Approve recruitment strategies, job postings, and hiring recommendations.
Lead workforce planning initiatives to address current and future staffing needs.
Ensure structured, consistent recruitment and documentation processes.
 

Organizational Design & Job Structure

Provide leadership in organizational design, role clarity, and reporting structures.
Oversee the development and maintenance of job descriptions and performance expectations.
Ensure accountability structures are clear, efficient, and aligned with operational needs.
Compensation & Classification

Lead the development and maintenance of compensation frameworks, salary grids, and classification systems.
Ensure internal equity, transparency, and alignment with market conditions and financial realities.
Provide strategic recommendations to leadership on compensation and workforce investments.
Training & Organizational Development

Establish organizational training and professional development strategies.
Support leadership development and succession planning initiatives.
Ensure onboarding, orientation, and offboarding processes are structured and effective.
Foster a learning culture that promotes growth, accountability, and professionalism.
HR Policy & Compliance

Lead the development, review, and implementation of HR policies and workplace guidelines.
Ensure compliance with applicable employment legislation and best practices.
Promote consistent, fair, and culturally respectful application of policies across the organization.
Leadership & Capacity Building

Lead, mentor, and support HR staff, including the HR Capacity Lead and other team members.
Build internal HR knowledge, tools, and systems to ensure long-term sustainability.
Promote strong documentation, governance, and accountability practices within HR
Collaboration & Governance

Collaborate with leadership, departments, and community stakeholders to support organizational goals.
Prepare reports, analysis, and recommendations for senior leadership and Council.
Maintain strict confidentiality and exercise sound judgment in all HR matters

Requirements

Knowledge and Skills

Strong strategic leadership and decision-making abilities.
Excellent communication, facilitation, and interpersonal skills.
In-depth knowledge of HR systems, workforce planning, and organizational development.
Strong analytical and problem-solving skills.
Ability to lead change and build organizational capacity.
High level of professionalism, discretion, and cultural awareness.
Strong understanding of governance and accountability in public or First Nation organizations.
 
Education and Experience

Post-secondary education in Human Resources, Business Administration, or a related field.
CHRP/CPHR designation is strongly preferred.
Minimum 5-7 years of progressive HR experience, including senior leadership roles.
Experience in policy development, compensation, recruitment, and organizational design.
Experience working with Indigenous communities or organizations is a strong asset.
Knowledge of employment legislation and HR best practices in Newfoundland and Labrador.
      Preference will be given to qualified First Nations candidates

Working Conditions

Office-based leadership role with regular interaction with staff, leadership, and community members.
May require attendance at evening meetings or community events.
Must maintain strict confidentiality in all HR matters