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Added 2 hours ago
CB
Sales Associate - CosmoProf Store # 07344
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- Full-time
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Added 2 hours ago
TI
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- Full-time
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BC
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Added 3 hours ago
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Added 3 hours ago
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Added 3 hours ago
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Business Advisor
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EI
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Added 3 hours ago
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Vice President, Financial Services and Systems (Regulated Utility)
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Toronto, ON · Greater Toronto Area, Canada
- $225,000 to $300,000 CAD / year
- Full-time
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Napoleon

Vice President Human Resources

Barrie, ON, Canada

Full-time

Apply About employer

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Job details

Job type: Full-time
Apply by: Nov 7, 2026
Experience: Minimum 15 years of progressive Human Resources leadership experience.
Posting language: English
Posted: Oct 8, 2026

Original job description

Napoleon leads the way with innovative engineering, advanced manufacturing techniques, unsurpassed customer service and remarkable product quality. Our award-winning products offer a best-in-class experience for all customers’ home comfort needs. While we are proudly Canadian, Napoleon is also fortunate to operate on a world-wide scale.

The warmth and experience that Napoleon product brings to the homes of our customers transcends borders, language, and cultures to elevate everyday experiences, so you love being home. Throughout North America, Europe, South America and Asia, Napoleon creates memorable moments through our stunning designs and innovative technologies.

This posting is for an existing permanent vacancy and is actively being recruited for.

Vice President Human Resources

Reporting to the President, the Vice President, Human Resources is a member of the Executive Leadership Team responsible for developing and executing the global people strategy that enables Napoleon's business strategy, organizational effectiveness, and long-term growth.

The Vice President, Human Resources serves as a trusted advisor to the President, Executive Leadership Team, and ownership, providing strategic leadership across organizational design, leadership capability, workforce planning, talent management, culture, employee relations, compensation, total rewards, and organizational transformation.

This role is responsible for ensuring Napoleon has the leadership capability, organizational structure, manufacturing workforce, and culture necessary to support continued growth across Canada, the United States, Mexico, Europe, China, and future global markets. Particular emphasis is placed on building organizational capability within manufacturing operations through strategic workforce planning, frontline leadership development, skilled labour attraction, labour productivity, attendance improvement, and operational excellence while balancing strategic business priorities, legal compliance, and organizational effectiveness.

Key Responsibilities:

Executive Leadership

Serve as an active member of the Senior Leadership Team, contributing to enterprise strategy and business decision-making.

Partner with the President and executive leaders to align people strategies with corporate objectives.

Provide executive consulting and strategic counsel to senior leaders on organizational, leadership, and workforce matters.

Lead enterprise workforce planning to ensure organizational capability supports future business needs.

Influence organizational effectiveness through leadership development, succession planning, and executive talent decisions.

Partner closely with Operations leaders to ensure workforce capability supports production requirements, operational efficiency, and long-term manufacturing growth.

Organizational Strategy & Transformation

Lead organizational design initiatives that improve effectiveness, accountability, decision-making, and scalability.

Develop organizational structures that support business growth and operational excellence.

Lead enterprise-wide change management initiatives, ensuring leadership alignment, organizational readiness, and successful adoption.

Evaluate organizational health/wellness and recommend structural improvements to enhance performance.

Talent & Leadership

Develop and execute enterprise talent strategies that attract, develop, engage, and retain high-performing associates.

Support Immigration policies and process to attract diverse associates.

Lead succession planning and talent review processes across the organization.

Build leadership capability through coaching, leadership development, mentoring, and assessment programs, utilizing leadership competencies as the guide.

Establish strategies for identifying and developing future leaders.

Foster a culture of continuous learning, accountability, and professional growth.

Develop strategies to strengthen frontline leadership capability across manufacturing operations.

Ensure robust succession plans exist for plant leadership, technical specialists, and other business-critical manufacturing roles.

Develop long-term strategies for attracting and retaining skilled trades, technical talent, and production associates.

Culture & Associate Experience

Champion Napoleon's culture, values, and leadership expectations across all business units.

Lead initiatives that strengthen associate engagement, organizational effectiveness, and the overall associate experience.

Ensure a respectful, inclusive, and high-performance workplace that supports innovation and collaboration.

Utilize engagement feedback and organizational insights to drive continuous improvement.

Total Rewards

Develop and oversee the organization's compensation, benefits, and recognition philosophy to ensure competitiveness, internal equity, and alignment with business objectives.

Advise senior and executive leadership on compensation programs and market competitiveness.

Ensure total rewards programs support attraction, retention, and performance.

Workforce & Labour Relations

Provide executive oversight for associate and labour relations strategies across all jurisdictions.

Co-lead the Associate Relations Committee (ARC) to foster collaboration and to identify areas for improvement and education.

Ensure compliance with employment legislation while balancing organizational risk and business objectives.

Provide strategic guidance regarding workplace investigations, conflict resolution, and complex employment matters.

Partner with legal counsel where specialized expertise is required.

Develop workforce strategies that improve labour productivity, attendance, workforce stability, and organizational capability across manufacturing operations.

Partner with Operations to address workforce planning, labour availability, staffing models, scheduling effectiveness, and production support.

Lead strategies that improve absenteeism, retention, associate attendance, and overall workforce reliability.

Ensure HR programs directly support operational performance, manufacturing efficiency, and frontline leadership effectiveness.

HR Operations & Technology

Provide strategic oversight of HR Operations, HRIS, and service delivery.

Ensure technology supports business objectives through automation, analytics, and process improvement.

Leverage workforce analytics, operational metrics, and executive scorecards to monitor organizational health, workforce productivity, labour effectiveness, engagement, turnover, succession readiness, talent acquisition, and HR service delivery, providing actionable insights to executive leadership.

Champion digital transformation and responsible use of AI within Human Resources.

Global Human Resources

Develop globally aligned people strategies while recognizing regional legislative and cultural requirements.

Support leaders across Canada, the United States, Mexico, Europe, China and future international operations.

Ensure consistency in leadership practices while maintaining local compliance.

Foster collaboration across global HR teams to share best practices and improve organizational effectiveness.

Leadership Responsibilities

Lead, coach, and develop the Human Resources Leadership Team.

Build a high-performing HR function that delivers strategic value while providing exceptional service to the business.

Continue to build and operationalize the HR Operation Model (HROM) fostering collaboration across Centres of Excellence, HRSS and HR Business Partners.

Promote accountability, innovation, continuous improvement, and operational excellence.

Education & Experience

Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or related discipline. Master's degree considered an asset.

Minimum 15 years of progressive Human Resources leadership experience.

CHRP designation required. CHRL or CHRE is an asset.

At Napoleon, we believe in creating an environment where our Associates can thrive personally and professionally. Here’s what you can look forward to when you join our team:

Benefits, Health, Well-being & Support

Comprehensive health, dental, vision, and life insurance coverage – 100% of premiums paid by the Company!

Long Term Disability Protection

Well-being support programs and virtual medical visits

Employee & Family Assistance Program for mental health and well-being (EAP)

Career Growth & Development

Training Allowance and continuous learning opportunities and programs

Leadership development and mentorship programs

Clear pathways for advancement

Culture & Community

Appreciation events, raffles, and team building activities

Napoleon Cares – A fund sponsored by Associates to help Associates in times of need

Financial Security

Competitive total compensation package, inclusive of bonus opportunity

Retirement savings plan with matching Company contributions (RRSP/DPSP)

Exclusive Associate discounts on our award-winning products

Artificial Intelligence Disclosure

As part of our commitment to transparency and fairness in hiring, we disclose that automated tools, including artificial intelligence (AI), may be used to support parts of the recruitment process. This may include functions such as resume parsing, candidate ranking, or initial screening. These tools do not make final hiring decisions but may assist Talent Acquisition in evaluating applications. AI tools used may include systems based on algorithms, statistical models, or machine learning.

The Napoleon Group of Companies is committed to fair and accessible employment practices that attract and retain Associates with disabilities. This includes providing accessibility across all stages of the employment cycle. Accommodation is available upon request.

We thank you for your interest in The Napoleon Group of Companies and for participating in our competition. Only those candidates selected for consideration will be contacted.

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More about this job

Responsibilities

Develop and execute the global people strategy, advising the President and executive team on organizational effectiveness, workforce planning, talent, leadership, culture, total rewards, and employee relations. Lead the HR function and its transformation while strengthening manufacturing workforce capability, operational performance, global compliance, and HR technology and analytics.

Requirements

A bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related discipline is required; a master's degree is an asset. Candidates must have at least 15 years of progressive HR leadership experience and a CHRP designation; CHRL or CHRE is an asset.

Skills

Global Human Resources Strategy
Executive Leadership
Workforce Planning
Organizational Design
Change Management
Talent Management
Succession Planning
Leadership Development
Manufacturing Workforce Strategy
Employee and Labor Relations
Compensation and Total Rewards
HR Operations
HRIS
Workforce Analytics
Employment Law Compliance
Digital Transformation

Benefits

Health Insurance
Dental Insurance
Vision Insurance
Life Insurance
Long-Term Disability Protection
Well-Being Support Programs
Virtual Medical Visits
Employee and Family Assistance Program
Training Allowance
Leadership Development
Mentorship Programs
Advancement Opportunities
Team-Building Activities
Competitive Total Compensation
Bonus Opportunity
Retirement Savings Plan
Company Matching Contributions
Employee Product Discounts

Visa sponsorship

Not detected in the job text

Keywords

CHRP
CHRL
CHRE
Human Resources
Manufacturing
Global Workforce Planning
Organizational Design
Organizational Transformation
Change Management
Talent Management
Succession Planning
Leadership Development
Frontline Leadership
Skilled Trades
Employee Relations
Labor Relations
Compensation
Total Rewards
Employment Legislation
HR Operations
HRIS
HR Service Delivery
Workforce Analytics
Operational Metrics
Executive Scorecards
Digital Transformation
Artificial Intelligence
Centers Of Excellence
HR Shared Services
HR Business Partners

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