Staff Development and Wellness Lead

Identifying Information 

Job Title:  Staff Development and Wellness Lead 

Employment Group:  Bargaining Unit – CUPE Local 1099 

Location: In office 

Program Area:  Operations 

Job Level: Team Lead – Permanent Full-Time

Salary Range: $27.59 - $35.13

Reports to:   Senior Manager, Human Resources

Organization Summary 

CMHA-Edmonton is a non-profit organization dedicated to ensuring that all people experience good mental health and well-being. The organization promotes awareness, understanding and education related to mental health, mental illness, recovery, and suicide prevention. CMHA-Edmonton supports resilience and recovery for individuals experiencing distress, including those affected by mental illness or suicide, through a broad range of services, such as crisis intervention; safe, and affordable long-term housing; peer support; suicide grief and family support; information and referral support; and wellness. 

Position Summary 

Reporting to the Senior Manager, Human Resources, the Staff Development & Wellness Lead is responsible for directly delivering and advancing initiatives that strengthen employee engagement, workplace culture, learning and development, staff wellness, and the overall employee experience across the organization. This role designs, facilitates, coordinates, and implements programs and practices that align with CMHA-Edmonton’s Strategic Plan, Business Plan, annual operational plans, and organizational values.

The Staff Development & Wellness Lead works collaboratively with leaders, employees, and internal partners to identify opportunities to enhance engagement, communication, onboarding, recognition, change initiatives, and professional development. The role translates employee feedback, organizational priorities, and workforce trends into practical, hands-on activities such as facilitation, tool creation, training delivery, and program coordination that foster a positive, inclusive, healthy, and high-performing workplace culture. In addition, the position supports key human resources processes by ensuring effective coordination, communication, reporting, and administrative oversight.

Key Responsibilities

Learning & Development 

• Design and deliver core mandatory training and priority organization-wide staff development initiatives aligned with CMHA-Edmonton’s Strategic Plan priorities, annual operational plans, operational needs, and role-based competencies.


• Lead learning needs assessments by gathering and synthesizing input from employees and leaders; translate findings into prioritized, practical learning plans, development pathways, and training recommendations (including use of external providers where appropriate).


• Facilitate learning sessions and coordinate other development activities (including use of external providers where appropriate); create participant materials and support managers and employees with tools that encourage goal-setting and individual development planning.


• Track participation, completion, and learning feedback; analyze results and prepare summary insights to inform operational planning, continuous improvement, and decision-making.


• Continuously improve learning and development offerings by updating content, formats, and delivery approaches to keep programs practical, accessible, inclusive, and effective.

Employee Engagement 

• Collect, analyze, and summarize employee feedback and engagement information (e.g., surveys, pulse checks, focus groups, participation data) to identify themes, priorities, and practical next steps.


• Facilitate inclusive, values-based workplace practices by developing and delivering tools, messaging, and activities that encourage open communication and strengthen the overall employee experience.


• Develop, coordinate, and deliver staff recognition initiatives (e.g., processes, communications, and events) that promote appreciation, celebrate contributions, and reinforce a positive and inclusive workplace culture.


• Create and coordinate engagement communications and materials (in partnership with Communications) that build trust, strengthen leadership visibility, and encourage meaningful staff participation.

Onboarding Administration 

• Coordinate and facilitate new employee orientation, including delivery of core onboarding content and introductions to key contacts, team norms, policies, programs, and available wellness supports.


• Maintain and improve onboarding tools (e.g., checklists, schedules, templates, and orientation materials).

Time weighting: As a general guideline, this role typically allocates approximately 60% to Learning & Development, 30% to Employee Engagement & Workplace Culture, and 10% to Onboarding Administration, and may flex based on operational priorities and annual planning cycles.

Knowledge, Skills & Abilities

• Strong communication and relationship-building skills, with the ability to work effectively with employees and leaders at all levels.


• Well-developed analytical, problem-solving, planning, and organizational skills, with strong attention to detail.


• Ability to manage multiple priorities, coordinate initiatives, and meet deadlines in a fast-paced environment.


• Experience using HRIS, records management systems, internal communication tools, and Microsoft Office applications.


• Ability to handle sensitive and confidential information with discretion, professionalism, and sound judgment.


• Demonstrated commitment to collaboration, inclusion, employee well-being, and a positive workplace culture.

Qualifications / Experience

• Post-secondary education in Human Resources, Education, Organizational Development, or related fields.


• Minimum of five years of progressive experience in human resources, employee engagement, learning and development, or organizational development.


• Experience in a non-profit, healthcare, human services, or other mission-driven environment would be an asset.


• An acceptable Criminal Records Check is required.

Training Requirements 

The successful candidate must complete the following training within the first three (3) months of employment: 

• Indigenous Cultural Awareness Training 


• Discrimination and Harassment Training 


• Diversity and Cross-Cultural Training 


• Trauma-Informed Care Training 

Disclaimer 

This job description is intended to describe the general nature and level of work being performed by the incumbent in this position. It is not intended to be an exhaustive list of all duties, responsibilities, or qualifications required. Duties and responsibilities may be amended from time to time to meet organizational needs.