Position SummaryReporting to the VP, People & Strategy, the Human Resources Manager is responsible for leading the evolution of the organization's Human Resources function. This role provides leadership to the HR team while establishing the systems, frameworks, and governance that will support a scalable, high-performing organization.
This is a strategic leadership position focused on modernizing HR practices in the oranization, strengthening leadership capability, and building consistent people programs that enable future growth. The successful candidate will work closely with senior leaders to develop a progressive HR function that aligns people strategy with business objectives.
Key ResponsibilitiesHR Strategy & Organizational Development- Lead the continued development and maturity of the Human Resources function, creating standardized, scalable, and business-focused HR practices.
- Develop and execute HR strategies that support organizational growth, workforce planning, talent retention, succession planning, and organizational effectiveness.
- Partner with senior leadership to identify organizational needs and provide strategic people solutions that support business priorities.
- Champion change management initiatives and foster a culture of continuous improvement.
Leadership & Employee Relations- Provide leadership, coaching, and development to the HR team while building organizational HR capability.
- Act as a trusted advisor to leaders on employee relations, labour relations, performance management, workplace investigations, and conflict resolution.
- Support leaders in managing employee performance, engagement, and organizational change through practical, business-focused HR guidance.
- Lead the organization's labour relations strategy by providing guidance on collective agreement interpretation, grievance management, investigations, progressive discipline, and dispute resolution while fostering collaborative relationships with union representatives.
- Partner with operational leaders to support collective bargaining preparation, labour strategy, workforce planning, and the consistent application of collective agreements and employment policies.
HR Programs & Governance- Develop, and maintain HR policies, programs, and procedures to ensure consistency, compliance, and operational excellence.
- Ensure compliance with employment legislation, human rights requirements, and occupational health and safety regulations.
- Monitor legislative changes and emerging HR trends, recommending proactive improvements to organizational practices.
- Partner with Health & Safety and operational leaders to support onboarding, orientation, leadership development, and employee learning initiatives.
Organizational Design, Job Architecture & Total Rewards- Design and implement a company-wide job architecture framework, including job families, career pathways, and role levelling.
- Establish and maintain compensation structures, salary bands, and job evaluation methodologies that support internal equity and external competitiveness.
- Lead compensation benchmarking and market analysis, providing recommendations on salary administration and total rewards strategies.
- Maintain accurate organizational structures and job descriptions that reflect business requirements.
Workforce Analytics & Continuous Improvement- Analyze workforce metrics including turnover, engagement, recruitment, and organizational trends to support informed business decisions.
- Develop meaningful HR reporting and key performance indicators to measure the effectiveness of people programs.
- Manage the Human Resources budget and identify opportunities to improve efficiency, effectiveness, and employee experience.
Qualifications- Degree in Human Resources, Business Administration, or a related discipline.
- CPHR designation (or working toward designation) is preferred.
- 8-10 years of progressive Human Resources experience, including leadership of HR teams and strategic HR initiatives.
- Demonstrated experience developing HR frameworks, organizational design, job architecture, or compensation programs.
- Strong knowledge of employment legislation, employee and labour relations, performance management, compensation, and organizational development.
- Proven ability to influence leaders, manage change, and build trusted relationships across all levels of an organization.
- Excellent analytical, communication, and problem-solving skills with a strategic mindset.
- Highly organized, adaptable, and able to balance strategic priorities with operational execution.
- Proficiency with HRIS platforms and Microsoft Office Suite.
What You'll BringYou are a strategic HR leader who sees beyond day-to-day operations. You excel at creating structure, building frameworks, and implementing people practices that enable organizational growth. You're comfortable partnering with senior leaders, leading through change, and balancing long-term strategy with practical execution. You bring the credibility, business acumen, and leadership to transform HR into a trusted strategic partner for the organization.
