HR Manager

Role Overview

• Act as the primary HR lead for the organization, serving as the escalation point for complex employee relations matters.
• Provide guidance, coaching, and support to people managers on performance management, employee development, and day-to-day HR practices.
• Own and continuously improve HR operations across the full employee lifecycle.
• Ensure 100% compliance with Canadian employment and labour laws, including ESA, human rights legislation, and workplace health and safety requirements.
• Maintain, update, and enforce employee handbooks, policies, and procedures aligned with local regulations.
• Own the HRIS as the single source of truth for employee data, ensuring data accuracy, security, and alignment with internal IT and security standards.
• Oversee benefits administration and ensure programs remain competitive and compliant within Canada.
• Ensure compliance with Canadian data privacy requirements (PIPEDA) and partner with IT on data governance practices.
• Own end-to-end HR operations including onboarding, offboarding, probation management, promotions, role changes, terminations, and exit interviews.
• Design, document, and continuously improve HR processes to support scale, efficiency, and consistency.
• Track, analyze, and report on core HR metrics (e.g., turnover, time-to-hire, engagement insights).
• Partner with leadership on workforce planning to align headcount with business needs and budgets.
• Lead performance management processes, including goal setting, performance reviews, and calibration support for managers.
• Manage employee relations matters including investigations, performance improvement plans, and termination processes, in partnership with legal counsel when required.
• Support and implement leadership development, manager training, and employee learning programs.
• Contribute to the design and rollout of people programs focused on engagement, career development, and organizational effectiveness.

Requirements

• 6–8 years of progressive Human Resources experience, with demonstrated ownership of HR operations and people management practices.
• Hands-on experience supporting and advising managers on employee relations, performance management, and day-to-day HR decision-making.
• Strong working knowledge of Canadian employment legislation and HR regulatory requirements.
• Proven experience across the full HR lifecycle, including compliance, employee relations, HR operations, and people programs.
• Experience using HR systems and tools (e.g., HRIS, collaboration platforms) with a process
• and data-driven mindset.

Benefits

• None specified