HR Manager (People & Culture Manager)

Location: Hybrid role in Prince George, BC (preferred), or remote near Quesnel, Burns Lake, or Smithers. Regular site travel required.

Salary Range: $100,000 - $125,000

In Canada, we're building a high-performing, modern HR function to better support our operations. We're looking for an experienced HR Manager to join our BC team, with the opportunity to support multiple sites across our Northern BC operations. You'll report to the HR Director, Canada, and work with colleagues across our US and UK teams as part of a broader global HR network. Locally, you'll partner directly with leaders and employees at the site while also contributing to how HR continues to evolve across the business.

If you enjoy being close to operations, managing a full range of HR responsibilities, and working in an environment where no two days are the same, this is a role where you can make a meaningful impact.

About the Role

You'll be the primary HR partner for your sites, supporting everything from employee relations and performance management to workforce planning, engagement, and policy application. Alongside your day-to-day work, you'll partner with a centralized team of specialists in Talent Acquisition, Talent Development, Total Rewards, and HR Governance & Analytics to deliver broader HR initiatives.

The pace is fast, and the work is varied. Leaders will look to you for guidance, often in real time, and you'll play an important role in helping them navigate people decisions with confidence. Some leaders are experienced, while others are still developing their capability, and you'll spend time coaching and supporting them in practical ways.

There will be times when priorities shift, and the workload is high. Success in this role comes from staying organized, maintaining sound judgment, and continuing to move work forward even when things are moving quickly.

You'll also play a key role in strengthening employee engagement and contributing to a workplace where people feel supported, appreciated, treated fairly, and able to do their best work.

Key Responsibilities

HR Partnership and Site Support (Core Focus)

• Act as the primary HR contact for assigned sites, supporting leaders and employees across the full employee lifecycle
• Build strong relationships through regular onsite presence and day-to-day interaction
• Provide practical, timely HR advice that aligns with operational needs
• Manage a broad range of HR responsibilities with a high level of autonomy
• Professionally navigate unique, complex employee situations with confidentiality, sensitivity and care

Employee Relations and Leader Support

• Lead employee relations matters, including investigations, discipline, performance management, and dismissals
• Ensure a consistent and fair approach, supported by clear documentation
• Support leaders who are still building their capability by providing practical guidance and hands-on support
• Coach supervisors and managers through day-to-day people management and more complex situations

Disability and Return-to-Work Support

• Lead return-to-work and accommodation planning
• Coordinate disability-related processes and ensure timelines and requirements are met
• Work with leaders to implement practical and sustainable solutions

Culture, Engagement and Team Effectiveness

• Partner with leaders to build a positive, inclusive, and high-performing work environment
• Support employee engagement initiatives and help turn feedback into clear, actionable plans
• Contribute to creating a workplace where employees feel supported, respected, engaged, and able to do their best work
• Reinforce consistent and fair people practices across teams and sites

HR Programs, Systems, Projects and Continuous Improvement

• Support the rollout of key HR initiatives, including policy updates, workforce programs, and hiring improvements
• Be confident in how to use our HRIS system and process employee changes and data updates within the system on a regular basis
• Partner with specialist teams to ensure new programs are understood and effectively applied at the site level
• Identify opportunities to simplify processes and improve how HR is delivered
• Contribute to the ongoing development of a more efficient and modern HR function

Workforce Planning and Talent Support

• Partner with leaders and Talent Acquisition on hiring needs and workforce planning
• Support talent discussions and calibrations, development initiatives, and succession planning
• Provide input on team structure and resourcing decisions

A Typical Week in the HR Manager Role

In a typical week, you might be on-site supporting a supervisor through a performance issue, advising a leader on a sensitive situation, partnering on a hiring need, and working with the broader HR team to implement a new process or program.

No week looks the same. The role requires you to stay flexible, focus on what matters most, and keep things moving forward.

What You Bring

Education and Credentials

• Bachelor's degree in Human Resources, Business, or a related field is required
• CPHR or SHRM designation, or progress toward a designation, is strongly preferred

Experience and Expertise

• 5-7 years of progressive experience in an HR generalist, HRBP, or HR Manager role, ideally in industrial, manufacturing, or natural resources environments
• Strong HR generalist knowledge across the full employee lifecycle, including employee relations, investigations, performance management, and talent processes
• Experience managing complex employee relations matters independently within a multi-site organization
• Experience with collective agreement administration, grievance handling, and bargaining support is preferred
• Strong interpersonal judgment, communication skills, and the ability to build trusted relationships across all levels of the business
• Valid driver's license, reliable transportation, and the ability to travel regularly to assigned sites

Leadership and Delivery Strengths

• Ability to manage a varied caseload, balance competing priorities, and deliver practical solutions in a fast-paced environment
• Confidence coaching leaders through difficult conversations, investigations, performance discussions, and organizational change
• Strong organizational skills, sound judgment, and a collaborative approach to delivering people initiatives and business outcomes

Why Join Drax?

At Drax, we recognize that our people drive our success. We are proud to foster a workplace culture that values collaboration, inclusion, accountability, and continuous learning.

When you join Drax, you can expect:

• Competitive compensation and annual incentive opportunities
• Comprehensive health and dental coverage from day one
• RRSP matching program
• Flexible work arrangements within BC
• Opportunities for professional growth and development
• A supportive, team-oriented environment where your contributions are valued
• Meaningful work that supports the transition to a more sustainable energy future