Director, Acute Care Workforce Compensation and Regulation

Role Responsibilities

The Director, Acute Care Workforce Compensation and Regulation plays a key leadership role in shaping compensation policy, labour relations strategy, and workforce planning for Alberta’s acute care system. This position provides expert analysis, strategic advice, and people leadership to ensure workforce policies are evidence-informed, fiscally sustainable, and aligned with legislation, labour frameworks, and government priorities. Working closely with system partners, professional associations, labour representatives, and internal stakeholders, you will represent HSHS’ interests in public sector compensation negotiations, support international recruitment initiatives, and lead a high-performing team delivering system-wide workforce insights.

The job responsibilities include:
Workforce Compensation & Labour Relations

• Lead the analysis and development of compensation and regulatory policies for the acute care workforce, ensuring alignment with legislation, labour frameworks, and system sustainability.
• Provide HSHS leadership on physician compensation, ensuring alignment with Government of Alberta policy direction, affordability considerations, and acute care service priorities.
• Participate in monitoring and coordinating updates related to public-sector union negotiations involving acute care (UNA, HSAA, AUPE), supporting costing, mandate development, and negotiation readiness.
• Drive the creation of evidence-informed compensation models, regulatory updates, and policy instruments that support recruitment, retention, market competitiveness, and service delivery needs.
  
  

System-Wide Workforce Monitoring & Strategic Insights

• Ensure detailed planning and projections are for the acute care workforce and that internal and external supply are able to meet the identified needs.
• Ensure alignment between workforce initiatives, Government of Alberta strategic direction, regulatory requirements, and acute care workforce planning needs. 
  
  

Stakeholder & Relationship Management

• Maintain strong relationships with ACAs, PHCs, PPHS, Advanced Education, Jobs, Economy, Trade and Immigration, professional colleges, associations, labour representatives, Alberta Health Services, and internal partners to support coordinated workforce and regulatory approaches.
• Represent the unit on committees, consultations, and cross-government initiatives, ensuring departmental perspectives are reflected.
• Provide timely, accurate guidance to stakeholders by responding to inquiries, clarifying policy, and identifying practical solutions.
  
  

Team Leadership & Operational Management

• Lead and support staff through recruitment, coaching, performance management, and professional development, fostering a strong, engaged team culture.
• Oversee unit operational planning, annual deliverables, and performance monitoring to ensure priorities are achieved within budget.
• Promote a collaborative, solutions-focused environment aligned with departmental and government priorities.
• Monitor operational risks, capacity constraints, policy issues, and emerging trends, escalating concerns to the Director with clear recommendations.

Please click on this link to view the job description for this position.

APS Competencies

Competencies are behaviors that are essential to reach our goals in serving Albertans. We encourage you to have an in depth understanding of the competencies that are required for this opportunity and to be prepared to demonstrate them during the recruitment process.

This link will assist you with understanding competencies:
https://www.alberta.ca/system/files/custom_downloaded_images/psc-alberta-public-service-competency-model.pdf.

• Systems Thinking: Integrate broader trends, political environments, and risks into planning and decision-making. Align strategies with organizational vision and long-term goals. Anticipate how external and internal factors affect outcomes. Address behaviors and systemic challenges that impede progress.
• Creative Problem Solving: Engage communities, partners, and internal resources to address complex issues. Seek root causes by incorporating diverse perspectives. Improve and strengthen complex systems through innovative approaches. Encourage debate, idea generation, and shared ownership while managing risk.
• Drive for Results: Proactively identify and address project risks and challenges. Remove barriers to collaboration and achievement of outcomes. Uphold organizational principles and address issues directly. Deliver solutions that align with broader organizational mission and priorities.
• Develop Networks: Build and maintain strong, impactful relationships with diverse stakeholders. Ensure the needs of varied groups are heard, understood, and represented. Go above and beyond to meet stakeholder expectations. Foster trust and collaboration across sectors and disciplines.
• Agility: Proactively integrate change into processes and ways of working. Adapt quickly to shifting priorities while maintaining focus on outcomes. Remain objective under pressure and support others through change. Clearly communicate the impacts of change and embed them into existing work.
• Build Collaborative Environments: Promote collaboration across functional and organizational boundaries. Facilitate open communication and proactively address conflict. Anticipate challenges and reduce friction early. Recognize and credit contributions, helping talent thrive and be visible.
• Develop Self and Others: Create a shared learning environment that supports continuous improvement. Shape group learning and capability development. Apply emerging methods and practices to achieve goals. Support individuals through coaching and personal development planning.

Qualifications

Minimum Recruitment Standards
University graduation in a field related to public administration, health administration, business, economics, and labour relations, supplemented by seven years related experience.

Equivalency: Directly related education or experience considered on the basis of: 
1 year of education for 1 year of experience; or 
1 year of experience for 1 year of education.

The following experience is required: 

• Experience in compensation policy, workforce planning, collective bargaining, or health system strategy, with significant leadership responsibility.
• Proven track record working with unions, professional associations, regulatory bodies, and health delivery organizations on sensitive and complex files.
• Knowledge of collective bargaining, labor relations, essential services regimes, and public‑sector compensation practices.
  
  

The following experience is considered as assets:

• Experience developing enterprise policy frameworks, costing models, and options for executive/ministerial decision-making.
• Understanding of Alberta’s acute care delivery system, including Hospital and Surgical Health Services roles, Acute Care Alberta/Public Health Corporations structures, and system accountability.

Minimum recruitment standards outline the minimum education and experience required for appointment to a job classification.

Refer to https://www.alberta.ca/alberta-public-service-minimum-recruitment-standards.

Notes

Hours of work are 8:15 AM to 4:30 PM, Monday to Friday. This is a full-time position working 36.25 hours per week.

If a security screening is required:

• Final candidates will be required to undergo a security screening.
• Any costs associated with obtaining the required documents/checks as noted or interview travel expenses, will be the responsibility of the candidate. Out-of-province applicants can obtain the required documents/checks from the province they currently reside in.

A cover letter outlining how your experience relates to the qualifications of this role is required.

In your resume, please include dates (including months and years) associated with all education and work experience. For example, January 2006 – June 2009 (part-time). This example is provided for illustrative purposes only. Applicants are encouraged to present their information clearly and thoroughly, using a format that best conveys their experience.

Links and information on what the GoA have to offer to prospective employees.

• Working for the Alberta Public Service - https://www.alberta.ca/advantages-working-for-alberta-public-service.aspx.
• Management Employees Pension Plan (MEPP) - https://www.mepp.ca.
• Alberta Public Service Benefit Information - https://www.alberta.ca/alberta-public-service-benefits.    
• Professional learning and development - https://www.alberta.ca/professional-development-support-directive.
• Research Alberta Public Service Careers tool - https://researchapscareers.alberta.ca.
• Positive workplace culture and work-life balance.
• Leadership and mentorship programs.