Job Description: Human Resources Manager
Department: Human Resources
Reports To: Executive Leadership / Senior Management
Employment Type: Full-Time
Position Overview
We are seeking an experienced, strategic, and hands-on
Human Resources Manager to establish, develop, and lead the Human Resources function across our diversified, multi-sector organization.
This individual will play a key role in building a structured, efficient, and scalable HR department by developing policies, implementing standardized processes, establishing best practices, and introducing enterprise HR software and technology solutions.
The successful candidate will assess our current HR practices, identify gaps and opportunities for improvement, and develop a comprehensive HR framework that supports our various business units while maintaining consistency, accountability, and operational efficiency across the organization.
This role requires a professional who can balance strategic planning with practical execution, take ownership of projects from concept through implementation, and work closely with executive leadership and department heads to build a strong organizational foundation that supports continued growth.
Key Responsibilities
- HR Department Development and Organizational Structure
- Build and establish the company's HR department, including defining its structure, responsibilities, workflows, and service delivery model.
- Assess existing HR practices and identify gaps, inefficiencies, and opportunities for improvement.
- Develop a comprehensive HR roadmap aligned with the company's growth strategy and operational requirements.
- Establish standardized HR policies, procedures, documentation, and internal controls across multiple business units and sectors.
- Define roles, responsibilities, reporting structures, and approval processes related to HR management.
- Develop HR standards that promote consistency across the organization while accommodating the unique needs of individual business units.
- Establish HR performance metrics, reporting mechanisms, and accountability frameworks.
- HR Systems and Enterprise Software Implementation
- Lead the evaluation, selection, implementation, and optimization of HR information systems (HRIS), human capital management (HCM) platforms, and other relevant enterprise software.
- Assess business requirements and recommend appropriate technology solutions for a multi-entity, multi-sector organization.
- Oversee the implementation of HR systems covering areas such as:
- Employee records and centralized personnel databases.
- Recruitment and applicant tracking.
- Employee onboarding and offboarding.
- Payroll administration and time and attendance.
- Benefits administration.
- Performance management and employee development.
- Training, certifications, and compliance tracking.
- Employee self-service and management reporting.
- Coordinate with IT, Finance, Payroll, external consultants, and software vendors to ensure successful implementation and integration.
- Lead requirements gathering, system configuration, data migration, testing, user training, and rollout.
- Establish data governance standards, access controls, reporting procedures, and processes for maintaining accurate employee records.
- Drive adoption of new systems and continuously identify opportunities to automate manual processes and improve operational efficiency.
- HR Policies, Processes, and Standardization
- Develop, document, and implement comprehensive HR policies, employee handbooks, standard operating procedures, and process guidelines.
- Establish consistent workflows for the employee lifecycle, from recruitment through termination.
- Standardize processes for hiring approvals, employment agreements, onboarding, promotions, compensation changes, leaves, disciplinary matters, and offboarding.
- Introduce approval matrices, documentation standards, and clear lines of responsibility.
- Develop centralized HR documentation and ensure policies are communicated effectively and applied consistently.
- Review and update HR procedures as the organization grows, its workforce changes, and regulatory requirements evolve.
- Recruitment, Talent Acquisition, and Workforce Planning
- Develop a structured recruitment and talent acquisition process to support current operations and future expansion.
- Establish recruitment workflows, approval requirements, job description standards, interview procedures, and candidate evaluation frameworks.
- Partner with department heads to identify workforce requirements, staffing priorities, and succession needs.
- Improve hiring efficiency, candidate experience, and recruitment reporting.
- Develop onboarding programs that ensure new employees are integrated effectively into the organization.
- Employee Relations and Performance Management
- Serve as a trusted advisor to management on employee relations, workplace issues, conflict resolution, and performance matters.
- Develop a formal performance management framework, including goal setting, performance reviews, development plans, and accountability measures.
- Establish consistent procedures for employee feedback, disciplinary action, investigations, grievances, and workplace concerns.
- Support managers in leadership development, team management, and employee engagement.
- Foster a professional, respectful, and performance-oriented workplace culture.
- Compensation, Benefits, and Payroll Coordination
- Establish structured processes for compensation administration, salary reviews, benefits management, and employee changes.
- Work with Finance and Payroll to improve accuracy, controls, approvals, and reporting.
- Develop compensation guidelines and job classification frameworks that support internal consistency and business needs.
- Review benefits programs and identify opportunities to improve administration and employee value.
- Ensure HR-related payroll information is accurate, appropriately authorized, and communicated to relevant stakeholders.
- Compliance, Risk Management, and Employment Standards
- Ensure HR policies and practices comply with applicable employment legislation, workplace health and safety requirements, human rights obligations, privacy laws, and other relevant regulations.
- Maintain accurate personnel records, employment documentation, and compliance records.
- Establish processes for tracking employment agreements, required training, certifications, policy acknowledgements, and other time-sensitive obligations.
- Support workplace investigations, incident documentation, and corrective action where required.
- Identify HR-related risks and implement controls to mitigate potential legal, operational, and reputational exposure.
- Coordinate with external legal counsel and relevant specialists when necessary.
- Reporting, Analytics, and Continuous Improvement
- Develop HR dashboards and management reports covering headcount, recruitment, turnover, absenteeism, compensation, employee performance, and other key indicators.
- Provide executive leadership with reliable workforce data and recommendations to support business decisions.
- Establish measurable objectives for HR projects, process improvements, and system implementations.
- Regularly evaluate the effectiveness of HR programs and implement improvements based on business requirements and performance data.
Qualifications And Experience
- Bachelor's degree or diploma in Human Resources Management, Business Administration, or a related discipline.
- CHRP or CHRL designation, or progress toward the appropriate designation, is considered an asset.
- A minimum of 5–8 years of progressive HR experience, including experience developing or significantly improving HR functions, policies, and processes.
- Demonstrated experience implementing HRIS, HCM, payroll, applicant tracking, or other enterprise business systems.
- Proven ability to lead projects involving process design, technology implementation, change management, and organizational development.
- Experience supporting multiple business units, legal entities, industries, or geographically dispersed teams is strongly preferred.
- Strong understanding of employment legislation, HR best practices, employee relations, and HR administration.
- Experience developing policies, standard operating procedures, reporting frameworks, and internal controls.
- Strong analytical, organizational, communication, and project management skills.
- Proficiency with HR technology, Microsoft Excel, reporting tools, and related business software.
Key Competencies
The Ideal Candidate Will Demonstrate
- Builder mentality: Able to create structure and processes where systems may be informal, inconsistent, or underdeveloped.
- Strategic thinking: Understands how HR practices support business objectives, operational performance, and organizational growth.
- Technology leadership: Comfortable evaluating, implementing, and optimizing enterprise software and digital workflows.
- Execution and accountability: Takes ownership of initiatives and drives projects through to completion.
- Process orientation: Skilled at documenting workflows, standardizing procedures, and introducing appropriate controls.
- Change management: Able to gain buy-in from employees, managers, and senior leadership when introducing new processes and systems.
- Adaptability: Comfortable operating across different sectors, business models, and workforce requirements.
- Communication and leadership: Able to influence stakeholders, advise executives, and work effectively with teams at all levels.
- Discretion and professionalism: Handles confidential employee information and sensitive workplace matters with sound judgment.
Initial Priorities and Deliverables
During the first 6–12 months, the successful candidate will be expected to:
- Assess the current state: Review existing HR practices, employee documentation, organizational structures, systems, and compliance requirements.
- Develop an HR master plan: Establish priorities, timelines, resource requirements, and a roadmap for building the HR function.
- Create the HR framework: Implement core HR policies, procedures, approval matrices, standardized documentation, and employee lifecycle workflows.
- Select and implement HR technology: Define system requirements, evaluate suitable platforms, and lead implementation according to an approved project plan.
- Centralize employee information: Establish reliable employee records, standardized reporting, and appropriate access controls.
- Standardize key processes: Implement consistent recruitment, onboarding, performance management, employee changes, and offboarding procedures.
- Establish HR reporting: Introduce regular workforce reporting and measurable HR performance indicators.
- Build for scalability: Recommend the future HR team structure, resources, and operating model required to support the company's continued growth.
Measures of Success
Performance Will Be Evaluated Based On Measurable Improvements, Including
- Implementation of a documented HR strategy and operating framework.
- Successful rollout and adoption of appropriate HR enterprise software.
- Improved accuracy, accessibility, and consistency of employee records.
- Standardized HR policies and procedures across relevant business units.
- Reduced administrative duplication and manual processing.
- Improved recruitment, onboarding, and employee lifecycle efficiency.
- Stronger compliance tracking, documentation, and internal controls.
- Reliable HR dashboards and management reporting.
- Positive feedback from executive leadership, managers, and employees.
- A scalable HR operating model aligned with the company's future needs.
Why Join Us?
This is an opportunity to take ownership of a foundational business function and make a meaningful impact on how a diversified organization operates and grows.
The successful candidate will have the opportunity to build processes, introduce modern technology, work directly with senior leadership, and shape the future of HR across multiple business units.
We are looking for someone who is comfortable creating structure, challenging inefficient practices, and turning ideas into practical, sustainable solutions.
Application Process
Interested candidates should submit their resume and a cover letter outlining their experience in building HR functions, implementing HR systems, and leading process improvement initiatives.
Candidates may also be asked to describe a previous HR transformation project, including the challenges faced, systems implemented, and measurable outcomes achieved.
