Director, People & Culture

About Vital Infrastructure Property Trust

A proven partner in healthcare infrastructure, Vital Infrastructure invests in, operates and partners to strengthen essential healthcare infrastructure. We're a real estate investment trust with more than $5B of assets under management, owning and operating a portfolio of 133 high‑quality properties across Canada, the United States, Brazil, Germany, the Netherlands, and Australia.

Our leadership team brings deep healthcare expertise and long‑standing relationships across local health networks. Their disciplined approach to investment, operational excellence, and long‑term ownership strategy supports portfolio quality and drives consistent, reliable performance for our investors and partners.

Position Summary

The Director, People & Culture is a key member of the global People & Culture team, responsible for leading the delivery of people strategies and programs across a multi‑jurisdictional workforce in Canada, the United States, Brazil, Australia, and select European markets. Reporting to the Global Head, People & Culture, the Director will also oversee the People & Culture Coordinator based in Toronto.

In a globally connected environment, this is a hands‑on leadership role that combines strategic partnership with direct execution across the full employee lifecycle. The successful candidate will work closely with senior leaders to support organizational effectiveness, talent development, employee relations, performance management and total rewards initiatives.

Key Responsibilities

Strategic Business Partnership

• Lead and deliver People & Culture strategies in partnership with senior leaders to support business objectives across multiple jurisdictions.
• Act as a trusted advisor to leaders on a broad range of people matters, including organizational design, workforce planning, employee relations, performance management and talent development.
• Build strong partnerships across the business and influence leaders on people‑related decisions that support both business performance and employee experience.

Hands‑On People & Culture Delivery

• Lead and directly execute core People & Culture programs and processes across the employee lifecycle, including talent acquisition, onboarding, performance management, promotions, succession planning and employee engagement.
• Provide day‑to‑day People & Culture support and practical guidance to managers and employees, balancing strategic thinking with responsive, hands‑on execution.
• Identify opportunities to enhance and streamline People & Culture processes, programs and tools in support of an efficient and high‑quality employee experience.

Employee Relations, Risk & Compliance

• Manage complex employee relations matters, including investigations, conflict resolution, performance concerns and policy interpretation, ensuring consistency, fairness and compliance.
• Maintain current knowledge of employment legislation, market practices and emerging trends across relevant jurisdictions to inform recommendations and decision‑making.
• Handle highly sensitive and confidential employee, business and compensation information with professionalism and discretion.

Global People & Culture Support

• Oversee and support People & Culture delivery across employee populations in Canada, the United States, Brazil, Australia and select European jurisdictions.
• Collaborate with internal stakeholders and external partners, as needed, to ensure effective delivery of People & Culture support across multiple markets.
• Contribute to the continued evolution of global People & Culture practices in a lean and geographically dispersed environment.

Total Rewards & Executive Compensation

• Support and evolve total rewards programs, including annual compensation review processes, market benchmarking and incentive planning.
• Partner with the Global Head, People & Culture and other stakeholders on executive compensation‑related activities, including compensation analysis, governance support and preparation of materials for senior leadership.
• Contribute insights on compensation trends and market practices, particularly within the REIT, real estate and broader financial services sectors.

Change & Organizational Effectiveness

• Lead the people‑related aspects of acquisitions, dispositions and organizational change initiatives, ensuring thoughtful planning, effective communication and smooth execution.
• Support leaders through periods of change by providing guidance on structure, communication, employee impact and transition planning.
• Contribute to initiatives that strengthen organizational effectiveness, leadership capability, employee engagement and culture.

Team Leadership

• Oversee and support the work of the People & Culture Coordinator in Toronto, providing direction, coaching and ongoing development.
• Set priorities and allocate work effectively to ensure timely, high‑quality support across the function.

Knowledge, Skills and Experience

• 10+ years of progressive experience in Human Resources, including senior‑level business partnering within a complex, fast‑paced organization.
• University degree in Human Resources, Business Administration or a related field.
• Experience in real estate, REITs, asset management, private equity or financial services strongly preferred.
• Demonstrated experience operating in a hands‑on HR role, with the ability to balance strategic thinking and direct execution across multiple areas of People & Culture.
• Experience supporting executive compensation and incentive programs, with exposure to plan design, governance or analysis.
• Experience working in a global or multi‑jurisdictional environment, with exposure to varying employment legislation and practices.
• Strong knowledge across core HR disciplines, including employee relations, performance management, talent development and organizational effectiveness.
• Proven ability to build relationships and influence stakeholders at all levels, including senior leadership.
• Strong analytical and problem‑solving skills, with the ability to translate data and insights into practical recommendations.
• Excellent communication, coaching and interpersonal skills.
• High level of discretion and ability to manage sensitive and confidential information.

Preferred Qualifications

• CHRP/CHRL designation (or equivalent) considered an asset.
• Experience supporting organizational change, acquisitions or integration activities is considered an asset.

Salary Range

• CAD $135 - $165K

Use of AI in Recruitment

Vital Infrastructure Property does not use artificial intelligence (AI) to screen, assess or select applicants. All hiring decisions are made by our People & Culture team and hiring managers.

Existing Vacancy Disclosure

This posting is for an existing vacancy within the organization.

Accommodation during Recruitment Process

Vital Infrastructure Property Trust is an equal‑opportunity employer and welcomes applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process. Persons with disabilities who need accommodation during the application process or require job postings in an alternative format should contact the Northwest People and Culture team at Careers@vitalreit.com.

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