Position SummaryThe Director of Human Resources, Canada leads RESA's Canadian HRBP function, supporting approximately 600+ employees across operations from British Columbia and Alberta through Saskatchewan and Quebec. Reporting into the CHRO, this role leads the Canadian HR team and works within a shared services model to align people practices with business priorities and Canadian employment requirements.
This role combines national HR strategy with hands-on leadership of complex employee matters, acquisitions, and organizational integration. The successful candidate will drive consistent HR practices across union and non-union operations, develop the Canadian HR team, and support leaders through continued growth and change in a private equity-backed environment.
Job Responsibilities: - Lead, coach and develop the Canadian HR team, establish clear accountabilities and balance regional workloads.
- Advise senior leaders and general managers on organizational structure, workforce planning, leadership effectiveness and people decisions.
- Develop and execute the Canadian HR plan, with clear priorities, ownership, timelines and follow-through.
- Partner with U.S. HR leadership and shared services to implement enterprise programs while addressing Canadian legal and operational requirements.
- Lead Canadian HR due diligence and oversee post-acquisition integration, including employment agreements, policies, compensation, benefits, retirement programs and HR systems.
- Support acquired leaders and legacy owners through integration, earnout periods and changes in organizational structure and reporting relationships.
- Coordinate with Payroll, HR Operations, Finance, Legal and business leaders on integration milestones, entity amalgamations and employee communications.
- Lead complex employee relations matters, including investigations, workplace complaints, discipline, performance concerns and terminations; coach leaders and engage legal counsel when required.
- Oversee Canadian employment policies, handbooks and agreements, accounting for provincial differences and Quebec requirements.
- Provide leadership and escalation support for collective bargaining, grievances, collective agreement interpretation and implementation of negotiated changes.
- Lead talent reviews, succession planning, leadership development and performance management, including nine-box assessments and individual development plans.
- Partner with Talent Acquisition and business leaders on hiring priorities and retention; use employee feedback and HR data to improve leadership practices and employee engagement.
- Oversee Canadian merit planning, promotions, market adjustments and compensation recommendations with Compensation and business leadership.
- Maintain oversight of Canadian immigration and cross-border workforce mobility, working with qualified advisors and designated HR team members.
- Partner with Safety and legal counsel on employment-related policies and client site requirements, including drug and alcohol testing.
Required Experience and Qualifications:- Progressive HR experience with demonstrated leadership of an HR team and responsibility for operations across multiple Canadian provinces.
- Strong working knowledge of Canadian employment requirements, complex employee relations, and experience in unionized environments, with sound judgment on when to engage specialist advice.
- Demonstrated experience leading HR due diligence, acquisitions, post-acquisition integration, or other merger and integration activities.
- Experience advising senior leaders on workforce planning, organizational change, talent management, and compensation.
- Ability to manage competing priorities, lead through ambiguity, and remain directly involved in complex employee and operational matters.
- Strong business partnering, analytical, and problem-solving skills, with the ability to use HR data to inform decisions.
- Excellent written and verbal communication skills, strong discretion, and the ability to build trust with executives, local leaders, and field employees.
- Experience in industrial services, electrical services, construction, skilled trades, or another distributed operational environment would be considered an asset.
- Experience in a private equity-backed business, Quebec operations, UKG, Canadian benefits and retirement programs, and cross-border collaboration would be considered an asset.
- A relevant degree or equivalent combination of education and progressive HR experience. CPHR designation would be considered an asset.
Additional Information Travel: Required to support Canadian operations; Physical Demands: Primarily computer and phone work, with visits to operating locations as required. 
