Human Resources Manager, Canada
Position Information
Job Title: Human Resources Manager, Canada
Location: Woodbridge, Ontario
Work Arrangement: Full-time, primarily on-site
Corporate Coverage: Navien Canada and NaviComm
Geographic Coverage: Ontario, British Columbia, & other Canadian locations as applicable
Compensation Range: C$105,000 to C$135,000 per year, plus applicable annual administrative bonus opportunities
Travel: Occasional travel to Canadian offices and operating locations
Job Summary
The Human Resources Manager, Canada is responsible for leading and coordinating human resources operations for Navien Canada and NaviComm, two separate Canadian legal entities with distinct business models, workforces, and operational requirements.
Based in Woodbridge, Ontario, the HR Manager will provide consistent and practical HR leadership across the two organizations while maintaining appropriate legal-entity separation in employment relationships, payroll records, benefits administration, workers’ compensation, employee documentation, and statutory reporting.
The role supports a diverse employee population across sales, warehouse, logistics, technical support, training, technology, software, service operations, customer support, project management, and corporate administration. The successful candidate will combine hands-on employee relations capability with strong knowledge of provincial employment standards, occupational health and safety, human rights, compensation, benefits, payroll coordination, and organizational change.
Key Responsibilities
1. Multi-Entity HR Leadership and Governance
- Lead day-to-day HR operations for Navien Canada and NaviComm.
- Develop consistent Canadian HR practices, policies, and employee programs across both organizations, while accommodating differences in their workforces and business operations.
- Maintain appropriate separation between the two legal entities with respect to employment agreements, employee records, payroll, benefits, workers’ compensation, statutory reporting, and termination documentation.
- Advise senior management on workforce planning, organizational structure, employee relations, compensation, retention, and HR-related business risks.
- Coordinate with Finance, Legal, Compliance, Payroll, and business leaders on matters affecting employees of either organization.
- Support the administration and documentation of shared HR services and related intercompany cost-allocation requirements.
2. Employment Law and Regulatory Compliance
- Ensure compliance with applicable employment standards legislation in Ontario and British Columbia, including requirements governing wages, hours of work, overtime, vacation, statutory holidays, leaves of absence, termination, and record retention.
- Ensure HR policies and employment practices comply with the Ontario Human Rights Code, British Columbia Human Rights Code, and other applicable provincial requirements.
- Monitor legislative and regulatory developments and update policies, employment templates, manager guidance, and HR processes as required.
- Coordinate with external employment counsel on complex employee relations, accommodation, investigation, termination, restructuring, and litigation-sensitive matters.
- Support compliance with applicable privacy, accessibility, pay equity, and employment record requirements
3. Employee Relations and Performance Management
- Serve as the primary HR contact for managers and employees of both organizations.
- Provide practical guidance regarding attendance, workplace conduct, performance management, conflict resolution, accommodations, investigations, corrective action, and terminations.
- Develop and maintain consistent performance-management and documentation standards.
- Conduct or coordinate workplace investigations in a timely, objective, and confidential manner.
- Support employee engagement, retention, succession planning, and management capability development.
- Provide change-management support for organizational integration, restructuring, acquisitions, and business expansion.
4. Talent Acquisition and Onboarding
- Manage full-cycle recruitment for sales, warehouse, logistics, technical, technology, software, customer support, project, and administrative positions.
- Ensure that recruitment approvals clearly identify the employing legal entity, work location, reporting relationship, compensation range, and approved budget.
- Maintain compliant job descriptions, postings, interview documentation, offer letters, background-check processes, and candidate records.
- Ensure publicly advertised positions comply with applicable Ontario and British Columbia recruitment and pay-transparency requirements.
- Coordinate pre-employment screening and onboarding while maintaining appropriate privacy and consent documentation.
- Develop consistent onboarding programs, while ensuring that employees receive legal-entity-specific employment and payroll documentation.
5. Compensation, Benefits and Payroll Coordination
- Maintain salary structures, job classifications, incentive arrangements, and internal compensation records for both organizations.
- Support annual compensation and bonus review processes in coordination with Finance and business leadership.
- Review HR-related payroll inputs, including new hires, terminations, salary changes, bonuses, leaves, vacation and benefit deductions.
- Partner with Finance and payroll providers to reconcile headcount, payroll data, benefit costs, and personnel expenses by legal entity.
- Administer or oversee Canadian employee benefit and retirement programs.
- Ensure employees are enrolled under the correct employing entity and applicable benefit plan.
- Support market benchmarking and internal pay-equity reviews.
- Maintain documentation supporting the allocation of shared HR and benefit costs between Navien Canada and NaviComm.
6. Health, Safety and Workers’ Compensation
- Coordinate occupational health and safety programs for office, warehouse, logistics, technical, field-service, and other applicable work environments.
- Ensure compliance with applicable Ontario and British Columbia occupational health and safety requirements.
- Coordinate registrations, reporting, claims management, return-to-work activities, and recordkeeping involving WSIB and WorkSafeBC.
- Support required workplace inspections, employee training, incident investigations, emergency procedures, and corrective-action tracking.
- Work with operational management to identify and address safety risks relevant to each business.
- Maintain separate and accurate workers’ compensation and incident records for each employing entity.
7. HR Policies, Systems and Records
- Maintain employee handbooks, HR policies, employment templates, forms, and manager guidance for both organizations.
- Standardize HR processes where practical while preserving required legal-entity and provincial distinctions.
- Maintain accurate and confidential personnel records, organizational charts, headcount reports, leave records, compensation data, and employment documentation.
- Support the selection, implementation, and administration of HR information, payroll, benefits, recruiting, and performance-management systems.
- Establish appropriate role-based access and confidentiality controls over employee information.
- Prepare regular HR reporting for Canadian and corporate management, including headcount, turnover, vacancies, compensation, leave, safety, and employee-relations matters.
8. Training and Organizational Development
- Identify organizational and management training needs across both organizations.
- Coordinate manager training on employment standards, human rights, accommodations, workplace investigations, performance documentation, occupational health and safety, and respectful workplace practices.
- Support technical, operational, leadership, and compliance training programs.
- Track required training completion and maintain supporting records.
Qualifications and Requirements
- Bachelor’s degree in Human Resources Management, Business Administration, Labour Relations, or a related field.
- CHRL designation in Ontario or CPHR designation in British Columbia is strongly preferred.
- Minimum five years of progressive HR management experience, including experience managing employee relations and provincial employment compliance.
- Experience supporting more than one legal entity, business unit, or provincial jurisdiction is strongly preferred.
- Experience in wholesale distribution, industrial products, warehousing, logistics, technology, software, telecommunications, field service, or a related operating environment is an asset.
- Working knowledge of Ontario and British Columbia employment standards, human rights, occupational health and safety, workers’ compensation, and recruitment requirements.
- Demonstrated experience with employee relations, workplace investigations, performance management, recruitment, compensation, benefits, payroll coordination, and policy development.
- Strong judgment and ability to balance legal compliance, employee considerations, and business requirements.
- Ability to handle confidential and sensitive information with discretion.
- Strong written and verbal communication, organizational, and stakeholder-management skills.
- Ability to work primarily on-site in Woodbridge and travel occasionally to other Canadian locations.
- Experience with ADP payroll preferred