Qualifications and Detail about the Position

Role Snapshot

Role Level - Senior-level HR leadership for Canada

Environment - Complex, unionized, high-volume, client-driven industrial services/scaffolding operations

Team Leadership - Manager, Talent Acquisition; two HR Business Partners; HR GeneralistCore Focus - Labour relations, employee relations, investigations, workforce planning, operational HR, Indigenous partnership support, and HR program delivery

Travel - Travel within Canada will be required

Location - Edmonton, AB, Canada

About the Role

Brock Canada is seeking a SR Human Resources Manager - Canada to lead HR strategy, labour relations, employee relations, and people operations across a complex, high-volume industrial services environment.

This is a broad, hands-on HR leadership role supporting a fast-paced, client-driven soft craft organization with operations across multiple sites, business units, unions, and jurisdictions. The successful candidate will operate as a trusted advisor to senior leadership while providing practical, timely support to field operations in a highly reactive and demanding environment.

The role requires a strong HR leader who is comfortable navigating complex unionized environments, workplace investigations, workforce planning, Indigenous partnership considerations, and high-volume project-driven staffing needs.

This is an opportunity for an experienced HR leader who wants to influence all areas of HR while directly influencing business outcomes in a dynamic Canadian industrial services organization.

HR Leadership & Business Partnership
• Lead the HR function for Brock Canada, ensuring HR programs, practices, and advice are aligned with operational needs, business priorities, and Canadian legislative requirements.
• Act as a strategic partner to senior leaders, regional leaders, project teams, and operational stakeholders.
• Provide sound, practical HR guidance in a fast-paced, high-volume, client-driven environment.
• Support business leaders through workforce planning, organizational changes, employee relations matters, performance concerns, and complex people decisions.
• Balance strategic HR leadership with hands-on execution where required.

Labour Relations & Unionized Workforce Support
• Provide leadership and guidance in a complex unionized environment, including interpretation of collective agreements, labour relations strategy, grievances, discipline, and workforce movement.
• Support leaders in managing unionized employee matters fairly, consistently, and in alignment with applicable agreements, legislation, and business needs.
• Partner with operations to support project ramp-ups, workforce planning, site requirements, and labour-related challenges.
• Maintain a strong understanding of the realities of industrial field operations, including project timelines, client demands, and site-specific requirements.

Employee Relations, Investigations & Compliance
• Lead and support workplace investigations related to conduct, harassment, discrimination, respectful workplace concerns, performance, policy violations, and other employee relations matters.
• Provide coaching to leaders on documentation, corrective action, conflict resolution, and difficult conversations.
• Ensure HR practices comply with applicable Canadian employment standards, human rights legislation, labour legislation, privacy requirements, occupational health and safety obligations, and company policies.
• Promote consistent, fair, and defensible decision-making across the organization.

Team Leadership
• Coach, mentor, and support a small HR team, including the Manager, Talent Acquisition, two HR Business Partners, and an HR Generalist.
• Provide direction, prioritization, and development support to the HR team while helping the team operate effectively in support of the business.
• Build team capability, strengthen HR processes, and promote consistency in how HR supports the business.
• Foster a collaborative HR culture that is responsive, solutions-oriented, and trusted by operations.

Indigenous Partnership & Workforce Considerations
• Support HR practices and workforce strategies that reflect Brock Canada's Indigenous partnerships, community commitments, and project-specific Indigenous participation requirements.
• Partner with internal and external stakeholders to ensure HR support aligns with Indigenous business priorities, employment commitments, and respectful relationship-building.
• Promote culturally aware and inclusive HR practices across the organization.

Talent, Workforce Planning & High-Volume Operations
• Partner with Talent Acquisition and operations to support high-volume staffing needs across projects, maintenance work, turnarounds, and client-driven demands.
• Provide leadership oversight to recruitment, onboarding, retention, workforce planning, and project ramp-up support.
• Help the business anticipate workforce risks and develop practical solutions to meet project and client requirements.
• Support continuous improvement in staffing processes, onboarding practices, employee experience, and operational HR delivery.

HR Programs, Processes & Continuous Improvement
• Lead and support the implementation of HR programs, policies, systems, and process improvements across Canada.
• Identify opportunities to streamline HR processes while recognizing the complexity of operating across multiple systems, entities, clients, unions, and project requirements.
• Use HR data, trends, and operational feedback to identify risks, inform recommendations, and support leadership decision-making.
• Support compensation, performance management, succession planning, employee engagement, leadership development, and other core HR initiatives.

Culture, Safety & Leadership Expectations
• Promote Brock's safety-first culture and support leaders in building respectful, accountable, and high-performing teams.
• Model professionalism, discretion, sound judgment, and resilience in a challenging and fast-moving environment.
• Build credibility with corporate and field stakeholders through practical advice, strong follow-through, and a clear understanding of operational realities.

Qualifications
• Bachelor's degree in Human Resources, Business Administration, Labour Relations, or a related field.
• CPHR designation or working toward designation is considered an asset.
• 8-10+ years of progressive HR experience, including leadership experience in a complex operational environment.
• Strong experience supporting unionized workforces, including collective agreement interpretation, employee relations, investigations, grievances, and discipline.
• Experience in industrial services, construction, maintenance, energy, scaffolding, or a similar project-based field environment is strongly preferred.
• Demonstrated ability to coach and advise senior leaders on complex people matters.
• Strong knowledge of Canadian employment standards, labour legislation, human rights, workplace investigations, privacy, and HR best practices.
• Experience supporting multi-site operations across multiple provinces or business units is considered an asset.
• Experience working with Indigenous partnerships, Indigenous-owned entities, or Indigenous workforce participation commitments is considered an asset.
• Proven ability to lead, coach, and develop a small HR team.

Skills & Attributes
• Strong labour relations and employee relations judgment.
• Practical, business-minded approach to HR.
• Ability to operate effectively in a high-volume, fast-paced, and client-driven environment.
• Comfortable navigating ambiguity, competing priorities, and urgent operational needs.
• Excellent communication, coaching, conflict resolution, and investigation skills.
• Strong ability to build trust with executives, operations leaders, field teams, unions, and HR colleagues.
• Highly organized with the ability to manage multiple priorities at once.
• Resilient, adaptable, and comfortable in a demanding leadership role.
• Strong analytical and problem-solving skills.
• Professional discretion and sound judgment when handling confidential and sensitive matters.

Working Conditions
• Office-based role with regular interaction with field operations, project sites, and business leaders.
• Travel within Canada may be required to support operations, projects, leadership teams, investigations, and employee relations matters.
• May include exposure to industrial, shop, yard, and field environments.
• Use of personal protective equipment may be required when attending operational sites.
• Must be comfortable supporting a business that operates in a fast-paced, project-driven environment with shifting priorities and urgent client needs.

Why Join Brock Canada?

This is a unique opportunity to lead HR for a complex Canadian industrial services organization where the work is challenging, varied, and directly connected to business outcomes.

The Sr. HR Manager - Canada will have the opportunity to influence all areas of HR, support a dedicated HR team, partner closely with senior operations leaders, and help shape people practices across a high-volume, unionized, project-driven business.

For an HR leader who enjoys complexity, operational partnership, labour relations, and the opportunity to make a visible impact, this role offers a broad and meaningful mandate.