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Added 6 mins ago
Partnerships Marketing Manager
Breakthrough Academy
Vancouver, BC
Full-time
Do you get energized by turning strategic partnerships into trusted brand credibility, qualified leads, and long-term business growth?
Added 6 mins ago
Director, Portfolio Operations & Performance
Marcon
Vancouver, BC
$165,000 to $180,000 CAD / year
Full-time
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Added 7 mins ago
OmniaBio: Senior Manager, Manufacturing
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Added 36 mins ago
Senior Manager, Marketing & Communications
Liberty Mutual Canada
Toronto, ON
$130,000 to $170,000 CAD / year
Full-time
As Senior Manager, Marketing & Communications, you will help shape how Liberty Mutual Canada shows up for our employees, customers, business partners and communities. You will lead…
Added 36 mins ago
Manager, Auto Service Operations
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Added 36 mins ago
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Added 37 mins ago
Project Manager, Global Compliance Program Delivery
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Added 52 mins ago
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Added 52 mins ago
Manager III, Software Development, AWS Simple Workflow (SWF)
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…millions of customers? We are looking for a Software Development Manager to lead a team of engineers through the full software lifecycle - from design and architecture through deployment…
Added 1 hour ago
Senior Manager, Controllership
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Mississauga, ON
Full-time
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Added 1 hour ago
Senior Manager - Program & Project Management
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ON · Ontario, Canada
$81,215 to $133,000 USD / year
Full-time
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Added 1 hour ago
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Added 1 hour ago
Finance Manager
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$75,000 to $85,000 CAD / year
Full-time
Support senior leadership with ad-hoc financial analysis and strategic projects.
Added 1 hour ago
Manager, Strategic Initiatives
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Added 1 hour ago
Senior Cost Analyst / Analyste principal(e) en coûts
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Full-time
…passionate, global, and fast-paced team collaborating with several strategic partners and are committed to enhancing the overall agility and survivability of the modern warfighter and…
Added 1 hour ago
Bilingual RFP and Contracting Specialist
BD
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Full-time
Reporting to the Senior Marketing Manager, the Bilingual RFP and Contracting Specialist is responsible for driving operational excellence throughout the full RFP lifecycle and contracting…
Added 1 hour ago
Senior Manager, Sourcing - IF-2
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Added 1 hour ago
Senior Manager, Customer Segments & Growth (Partnerships & Operations)
SPECTRAFORCE
Toronto, ON
Contract
Reporting to the Director, Segments & Growth, the Senior Manager, Customer Segments & Growth Strategy is responsible for leading the strategy and execution of partnerships, sponsorships,…
Added 1 hour ago
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Added 1 hour ago
Senior Sales Manager
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$75,000 to $90,000 CAD / year
Full-time
…and package-based agreements. Agree deliverables, coordinate execution, track usage and production, and review results and renewal opportunities. Support major strategic partnerships led by…
Added 1 hour ago
Team Lead for Online + Offline Ads Project Manager
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Our client in the global professional services industry is looking for a Team Lead for Online + Offline Ads Project Manager to lead a team of 6–12 Ads Packages Project Managers across North…
Added 1 hour ago
Senior Manager, Public Relations (13 month fixed term contract)
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We’re looking for a Senior Manager, Public Relations (13 month fixed term contract) within Lightspeed's Global Communications team, based in Montreal. Reporting to the Director of Public…
Added 2 hours ago
Senior Corporate Quality Manager
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The Senior Corporate Quality Manager manages all aspect of maintaining ISO 9001:2015 Quality Certification. This role is responsible for the administration of Intelex, support and training…
Added 2 hours ago
Associate Media Director, Investment
Critical Mass
Toronto, ON
Full-time
Lead and develop a team of three direct reports, including a Manager, Senior Associate, and Associate, providing direction, coaching, feedback, and career development.
Added 2 hours ago
Sr Manager Customer Support
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Canada
The Senior Manager, Centralized Planning for Central Distribution is a highly visible leadership role responsible for workforce execution across teams and skill sets, ensuring the right…

Ecom Logistics

Human Resources Manager

Toronto, ON, Canada
Greater Toronto Area, Canada, Canada

Job type: Full-time
Apply by: Mar 21, 2027
Experience: Typically 6+ years of progressive Human Resources experience, including significant experience in an HR leadership or senior HR business partner capacity.
Posting language: English
Posted: Sep 22, 2026

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Original job description

Company Description Ecom Logistics is a leading Canadian third-party logistics (3PL) provider delivering end-to-end solutions to businesses across North America since 2017. The company operates over 250,000 sq. ft. of warehousing space and uses advanced fulfillment technology to support scalable, efficient operations. Ecom Logistics offers comprehensive services including warehousing, fulfillment, same-day and next-day delivery, inventory management, and returns management. The organization also provides Canada-US-international shipping and freight services, serving thousands of businesses that rely on its reliable, tech-enabled logistics network. Team members join a growing company focused on innovation, customer service, and operational excellence in the logistics sector.

Department: Human Resources / People & Culture

Reports To: Chief Executive Officer

Employment Type: Full-Time on site in Vaughan, Ontario

Level: Management

Position Summary

The Human Resources Manager is a strategic and hands-on HR leader responsible for strengthening the organization’s people practices, workplace culture, employee experience, and employment compliance

framework.

This role will lead the development and execution of People & Culture initiatives that support employee engagement, leadership effectiveness, performance, retention, organizational growth, and a positive workplace environment. The HR Manager will also serve as a key internal resource on employment legislation, workplace policies, employee relations, investigations, and HR risk management, ensuring that organizational practices remain fair, consistent, compliant, and aligned with business objectives.

The successful candidate will be comfortable operating both strategically and operationally; partnering with senior leadership on organizational priorities while remaining actively involved in employee relations, policy development, coaching, compliance, and day-to-day HR matters.

Key Responsibilities

People & Culture Strategy

Develop and execute a comprehensive People & Culture strategy aligned with the organization’s business objectives, values, and growth plans.

Build programs and initiatives that strengthen employee engagement, workplace culture, collaboration, accountability, and retention.

Partner with senior leadership to identify organizational people priorities and translate them into practical HR initiatives.

Establish programs that reinforce organizational values and expected workplace behaviours.

Lead employee feedback initiatives, including engagement surveys, feedback mechanisms, focus groups, and action planning.

Identify opportunities to improve the overall employee experience throughout the employee lifecycle.

Develop recognition, communication, engagement, and culture-building programs.

Monitor organizational culture and recommend proactive interventions where employee experience or workplace effectiveness can be improved.

Leadership & Organizational Development

Partner with managers and senior leaders to strengthen leadership capability across the organization.

Provide coaching and guidance to managers regarding employee management, communication, performance, conflict resolution, and difficult workplace conversations.

Develop manager training and resources to create consistent and effective people management practices.

Support organizational design, workforce planning, succession planning, and talent development initiatives.

Identify organizational capability gaps and recommend appropriate training, development, or structural solutions.

Support change-management initiatives and help leaders effectively communicate and implement organizational changes.

Employment Law & Legal Compliance

Maintain strong working knowledge of applicable employment standards, human rights, occupational health and safety, accessibility, privacy, and other workplace legislation.

Monitor legislative and regulatory developments and assess their impact on organizational policies and practices.

Proactively identify employment-related legal and compliance risks and recommend appropriate mitigation strategies.

Ensure employment practices, policies, documentation, contracts, disciplinary processes, terminations, accommodations, and workplace decisions comply with applicable legislation.

Partner with external employment counsel when required and coordinate legal advice on complex employee matters.

Maintain appropriate HR documentation and records to support legal and regulatory compliance.

Conduct periodic HR compliance audits and implement corrective actions where required.

Ensure managers understand their responsibilities under applicable employment and workplace legislation.

Employee Relations & Workplace Investigations

Serve as a senior point of escalation for complex or sensitive employee relations matters.

Provide guidance on workplace conflict, misconduct, performance concerns, attendance, accommodations, disciplinary matters, and terminations.

Conduct or oversee fair, objective, timely, and well-documented workplace investigations.

Provide recommendations following investigations and ensure appropriate follow-up actions are completed.

Promote consistent application of workplace policies and employment practices throughout the organization.

Identify recurring employee relations trends and recommend preventative measures.

Foster a workplace environment based on professionalism, respect, accountability, fairness, and open communication.

HR Policies, Governance & Risk Management

Lead the development, implementation, communication, and ongoing review of HR policies, procedures, handbooks, and employment practices.

Establish HR governance standards that promote consistency and reduce organizational risk.

Ensure policies remain current with legislative requirements and organizational needs.

Develop appropriate documentation standards for employee relations, performance management, accommodations, investigations, and other HR matters.

Maintain confidential employee information in accordance with privacy requirements and organizational policies.

Partner with leadership to ensure HR decisions appropriately balance employee experience, operational requirements, organizational values, and legal risk.

Performance & Talent Management

Develop and continuously improve the organization’s performance-management framework.

Coach managers on establishing expectations, providing meaningful feedback, managing underperformance, and recognizing strong performance.

Support performance improvement plans and other formal performance-management processes.

Develop career development and succession-planning practices for critical roles.

Support recruitment and workforce planning for key or senior positions as required.

Improve onboarding and offboarding practices to create a consistent employee experience.

Employee Engagement & Retention

Develop strategies to improve employee engagement and reduce unwanted turnover.

Analyze employee feedback, exit interviews, turnover information, absenteeism, and other people metrics to identify trends.

Recommend targeted retention strategies based on organizational and workforce needs.

Develop programs that promote recognition, connection, professional development, and employee wellbeing.

Ensure employee concerns and feedback are appropriately escalated and addressed.

Champion initiatives that strengthen trust between employees, managers, and leadership.

HR Metrics & Executive Reporting

Develop and maintain meaningful HR metrics and dashboards, including turnover, retention, absenteeism, employee relations, engagement, recruitment, performance, and other relevant indicators.

Provide senior leadership with regular reporting on workforce trends, organizational risks, and People & Culture priorities.

Use HR data and employee feedback to identify trends and recommend evidence-based improvements.

Establish measurable objectives for major People & Culture initiatives and evaluate their effectiveness.

Qualifications

Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, Organizational Development, or a related discipline. Equivalent combination of experience and education may be considered.

HR professional designation such as CHRP, CHRL, CPHR, SHRM-CP/SCP, or equivalent is strongly preferred.

Typically 6+ years of progressive Human Resources experience, including significant experience in an HR leadership or senior HR business partner capacity.

Demonstrated experience developing and implementing People & Culture, employee engagement, and organizational development initiatives.

Strong knowledge of applicable employment legislation and HR compliance requirements.

Significant experience managing complex employee relations matters and workplace investigations.

Experience advising senior leaders and coaching managers on people-management issues.

Experience developing HR policies, procedures, employment practices, and compliance frameworks.

Strong understanding of performance management, talent development, organizational change, and employee engagement.

Experience working with a large number of general labourers is an asset.

Experience working with external employment counsel is considered an asset.

We are committed to providing an inclusive and accessible recruitment process. We welcome applications from all qualified individuals, including persons with disabilities. Accommodations are available upon request at any stage of the recruitment and selection process. Please let us know if you require an accommodation, and we will work with you to meet your needs.

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More about this job

Responsibilities

The Human Resources Manager will develop and execute People & Culture strategies to enhance employee engagement, retention, and organizational growth. They will also serve as a key advisor on employment legislation, workplace policies, and complex employee relations matters.

Requirements

Candidates must possess a bachelor's degree in a relevant field and at least 6 years of progressive HR experience, preferably with a professional designation. Strong knowledge of employment law, compliance, and experience in leadership coaching are essential for this role.

Skills

People & Culture Strategy
Employee Engagement
Employment Law
Workplace Investigations
Performance Management
Organizational Development
HR Compliance
Leadership Coaching
Change Management
HR Metrics
Succession Planning
Policy Development
Talent Development
Conflict Resolution
Risk Management

Visa sponsorship

Not detected in the job text

Keywords

Human Resources
Logistics
People & Culture
Employment Standards
Human Rights
Occupational Health and Safety
CHRP
CHRL
CPHR
SHRM-CP
SHRM-SCP
Employee Relations
Workplace Investigations
Performance Management
Organizational Design
Succession Planning
Change Management
HR Compliance
Employee Lifecycle
Retention Strategies
HR Metrics
Executive Reporting
Talent Development
Workforce Planning
Policy Development
Conflict Resolution
Risk Management
Onboarding
Offboarding
Vaughan

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