Human Resources Director- Hybrid- Construction Sector

HR Director

Position Title: HR Director

Reporting To: Partner – Operations

Position Summary

The HR Director leads the Human Resources function, ensuring people strategies align with mform’s business objectives and support its continued growth. The role provides strategic leadership across workforce planning, organizational development, talent management, leadership development, employee relations, compensation, policy development and organizational effectiveness.

Working closely with the Partners and business leaders, the HR Director provides strategic advice, strengthens leadership capability and builds a high-performing, engaged workforce. The role also oversees the HR team, establishes departmental priorities and ensures HR programs, policies and services are delivered effectively, consistently and in compliance with applicable legislation.

Roles and Responsibilities

The duties and responsibilities outlined below are not exhaustive. As the organization evolves, additional responsibilities may be assigned to address business needs, strengthen collaboration and respond to changing priorities. Adaptability and a proactive approach are essential.

Major Position Duties and Responsibilities

1. Strategic HR Leadership

• Develop and execute mform’s HR strategy in alignment with business objectives.

• Partner with the Partners to ensure people initiatives support organizational growth and operational priorities.

• Establish annual HR priorities, objectives and key performance indicators.

• Provide strategic advice and recommendations on organizational planning, workforce challenges and business initiatives.

• Identify opportunities to improve organizational effectiveness, employee engagement and leadership capability through proactive HR initiatives.

2. Workforce Planning and Organizational Development

• Partner with business leaders to forecast workforce requirements and support annual headcount planning.

• Identify current and future skill gaps and develop workforce plans that support business growth.

• Lead succession planning for key positions to reduce organizational risk and support business continuity.

• Evaluate organizational structures, reporting relationships and role design to improve efficiency and accountability.

• Support organizational change, restructuring and business transformation initiatives.

3. Leadership Development and Talent Management

• Coach and support leaders in strengthening leadership capability and people management skills.

• Develop leadership initiatives that improve management effectiveness across mform.

• Partner with leaders to identify high-potential employees and establish development and succession plans.

• Promote a culture of accountability, continuous learning and employee development.

• Lead employee engagement, retention and talent management initiatives that strengthen organizational performance.

4. Employee Relations and Employment Risk

• Provide strategic guidance on complex employee relations matters, including performance management, workplace investigations, accommodations, conflict resolution and disciplinary action.

• Ensure employment decisions are fair, consistent and compliant with applicable legislation and company policies.

• Oversee workplace investigations and recommend appropriate outcomes and risk mitigation measures.

• Partner with legal counsel, as required, on complex employment matters.

• Minimize organizational risk through sound HR practices and the proactive management of employee issues.

5. Compensation, Policies and HR Governance

• Lead annual compensation planning and salary review processes.

• Assess market trends and recommend compensation and total rewards strategies that support attraction and retention.

• Develop, review and maintain HR policies, procedures and programs to ensure legislative compliance and operational effectiveness.

• Monitor compliance with employment legislation, company policies and HR best practices.

• Track HR metrics, analyze trends and provide recommendations to support informed business decisions.

6. Talent Acquisition and Workforce Strategy

• Oversee mform’s recruitment strategy and workforce planning initiatives.

• Provide oversight of recruitment for leadership, management and specialized positions.

• Ensure recruitment practices align with organizational values and long-term business objectives.

• Evaluate recruitment effectiveness and identify opportunities to improve hiring outcomes.

• Build internal recruitment capabilities while leveraging external recruitment partners when specialized expertise is required.

7. HR Leadership and Department Management

• Lead, coach and support the HR Business Partner and HR Coordinator, fostering a collaborative, high-performing and service-oriented team.

• Establish departmental priorities, allocate responsibilities and align workloads with business needs and individual capabilities.

• Monitor team performance, provide ongoing feedback and support professional development.

• Ensure HR services are delivered consistently, efficiently and in accordance with mform’s policies and service standards.

• Identify opportunities to streamline processes, improve service delivery and strengthen the overall effectiveness of the HR function.

• Build strong working relationships across mform, positioning HR as a trusted business partner to managers, employees and the Partners.

• Lead by example, promoting accountability, collaboration, professionalism and continuous learning.

Qualifications and Experience

• University degree in Human Resources, Business Administration or a related discipline.

• Certified Human Resources Leader (CHRL) designation considered an asset.

• Minimum 8–10 years of progressive HR experience, including leadership responsibility.

• Demonstrated experience partnering with senior leadership in a growing organization.

• Strong knowledge of Ontario employment legislation and HR best practices.

• Experience leading organizational change, employee relations, leadership development and workforce planning initiatives.

• Strong business acumen and the ability to align HR strategies with organizational objectives.

Core Competencies

• Demonstrated leadership, coaching and relationship-building skills.

• Strong influencing, negotiation and executive advisory capabilities.

• Excellent communication, interpersonal and conflict resolution skills.

• Strong analytical, problem-solving and decision-making abilities.

• Ability to manage competing priorities while maintaining a strategic focus.

• High level of professionalism, discretion and confidentiality.