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Added 6 mins ago
BG
Représentant·e des ventes- Produits souterrains et entretien des arbres | Territory Manager - Underground & Tree Care Products
Brandt Group of Companies
Laval, QC
- Full-time
…Area of Responsibility (AOR). This role focuses on developing business opportunities, strengthening customer relationships, and achieving sales goals to grow revenue and market…
Added 6 mins ago
BG
Représentant·e des ventes - Produits souterrains et entretien des arbres | Territory Manager - Underground & Tree Care Products
Brandt Group of Companies
Brossard, QC
- Full-time
…Area of Responsibility (AOR). This role focuses on developing business opportunities, strengthening customer relationships, and achieving sales goals to grow revenue and market…
Added 6 mins ago
D
Senior Manager, Technology Procurement
Deloitte
Toronto, ON
- Full-time
…people can find meaning and opportunity. It builds consumer and business confidence, empowers organizations to find imaginative ways of deploying capital, enables fair, trusted, and…
Added 6 mins ago
BG
Représentant·e des ventes - Construction et foresterie | Heavy Duty Equipment Sales Representative
Brandt Group of Companies
Laval, QC
- Full-time
…details on a day to day basis. The TM will also identify other business opportunities within the AOR that may be served by other areas of Brandt - Parts & Service, Sales of other products…
Added 6 mins ago
TU
Director, Strategic Planning & Operations
The University of British Columbia
Vancouver, BC
- $8,810.92 to $13,202.5 CAD / month
- Full-time
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Financial Advisor - Willowbrook Park, Langley BC
Scotiabank
Langley (District), BC · City of Langley, BC
- Full-time
Developing, retaining and growing the branch business by delivering against individual and team sales goals that support a positive customer experience
Added 6 mins ago
GO
Land Registration Officer
Government of Nova Scotia
Sydney Indian Reserve No. 28A, NS · Sydney, NS
- Full-time
At Service Nova Scotia, we impact every citizen, business and municipality in Nova Scotia. Our mandate is to design and deliver programs and services to meet the needs of our clients and…
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BG
Représentant·e des ventes - Produits souterrains et entretien des arbres | Territory Manager - Underground & Tree Care Products
Brandt Group of Companies
Saint-Augustin-de-Desmaures, QC
- Full-time
…Area of Responsibility (AOR). This role focuses on developing business opportunities, strengthening customer relationships, and achieving sales goals to grow revenue and market…
Added 6 mins ago
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Quality Systems Specialist
SCIEX
Vaughan, ON
- Full-time
Learn about the Danaher Business System which makes everything possible.
Added 6 mins ago
VA
Technical Sales Specialist
Vanko, Analytical & Instrumentation Specialists
Calgary, AB
- Full-time
…support our industrial instrumentation and analytical solutions business throughout British…
Added 6 mins ago
MC
Chef de l’engagement du client / Customer Engagement Manager
Merck Canada
Kirkland, QC
- Full-time
Added 6 mins ago
NG
Finance Manager
New Gold Inc.
Emo, ON
- Full-time
…capital costs, manage financial risk, and achieve the mine's business plan and Life of Mine…
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SI
Business Analyst
Spait Infotech
Canada
- Full-time
Gather, analyze, and document business requirements from stakeholders.
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GF
District Sales Manager
Gordon Food Service - Canada
Winnipeg, MB
- Full-time
Oversees development of business plans for territory and customers. Assist with new account development and visit key customers to build relationships and to assist with the resolution of…
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CS
Youth Services Worker
Carrier Sekani Family Services
Burns Lake, BC
- $30.56 to $39.57 CAD / hour
- Full-time
…affordable housing and low cost of living. “We are proud of our business community, our thriving civic life, and our vibrant First Nations culture. It is our big-spirited, big-thinking…
Added 6 mins ago
KR
Senior Manager, IT Internal Audit
Kassen Recruitment
Saint John, NB
- $115,000 to $200,000 CAD / year
- Full-time
…activities and strengthen risk management practices across the business. This opportunity is ideal for a leader with a strong background in IT controls, technology risk, and audit…
Added 6 mins ago
CS
Youth Services Worker
Carrier Sekani Family Services
Burns Lake, BC
- $30.56 to $39.57 CAD / hour
- Contract
…affordable housing and low cost of living. “We are proud of our business community, our thriving civic life, and our vibrant First Nations culture. It is our big-spirited, big-thinking…
Added 6 mins ago
NG
IT Specialist (Systems & Applications)
New Gold Inc.
Emo, ON
- Full-time
Ability to be on call after business hours, as required.
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SI
ULUX Designer
Spait Infotech
Canada
- Full-time
Improve existing interfaces based on user behavior and business requirements.
Added 6 mins ago
AI
Computer Vision Engineer
Aptino, Inc.
Canada
- Contract
Apply statistical modeling and Machine Learning techniques to solve complex business problems.
Added 6 mins ago
TC
Director, Portfolio
Travelers Capital Corp.
Calgary, AB
- $100,000 to $125,000 CAD / year
- Full-time
…which that is vital to the long-term growth and success of the business. The Director, Portfolio requires a high-degree of interface with our clients and on-going management of Travelers’…
Added 6 mins ago
GE
Sous Chef *12-Month Contract*
Grey Eagle Resort & Casino
Calgary, AB
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Employee Scheduling: Coordinate and plan the employee schedules to make certain all shifts are properly staffed to meet business requirements at the same time following kitchen wage budgets.
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Manager, Client Services
Ryan
Calgary, AB
- Full-time
…relationships and researching, initiating, and developing new business relationships for the Firm by targeting qualified prospects. The Manager would partner working closely with a small…
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GE
Hospitality F&B Assistant Manager
Grey Eagle Resort & Casino
Calgary, AB
- Full-time
Develop effective and efficient staff schedules to meet the requirements of business fluctuations, company and staff needs
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5726 - Assistant Store Manager FT
Lids
Sudbury, ON · Greater Sudbury, ON
- $20 USD / hour
- Full-time

Wilson

Vice President Human Resources

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

$200,000 to $220,000 CAD / year · Full-time

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Job details

Pay: $200,000 to $220,000 CAD / year
Job type: Full-time
Apply by: Nov 26, 2026
Posting language: English
Posted: Oct 27, 2026

Original job description

Description and Requirements

Title: VP, Human Resources

Position Type: Full-time/ Permanent

Location: East GTA, ON (Hybrid; 2 days in-office)

Compensation: $220 K salary + 20-25% bonus + LTIP + Benefits

THE OPPORTUNITY

Our client is seeking a Vice President, Human Resources to establish and scale the people function through a pivotal period of North American growth, acquisition integration and organizational transformation. Reporting directly to the CEO, this executive will be the senior people leader and a trusted advisor to the CEO and operating leadership.

The business spans Canadian Operations, U.S. Operations and a broad franchise network, each with distinct people needs and varying levels of HR maturity. The opportunity is to create a coherent, commercially grounded people strategy without losing the entrepreneurial spirit, speed and close relationships that have defined the company’s success.

This is a hands-on executive builder role - not a mandate to administer a fully formed HR function. The successful candidate will be as comfortable examining employee data and designing processes as advising the CEO, guiding organizational decisions and developing future leaders.

THE MANDATE

Establish the North American HR Operating Model

Immerse in all three business streams, assess existing HR talent and capabilities, and define the future organizational structure, accountabilities and governance. Establish a practical resourcing plan, clear ownership of workforce data and a prioritized roadmap that allows critical workstreams to move in parallel.

Create the Foundational People Infrastructure

Build reliable employee census and workforce intelligence, strengthen core policies and compliance across Canadian and U.S. jurisdictions, and evaluate U.S. benefits. Define a scalable HRIS and people-technology strategy, with sound data controls and appropriate payroll alignment rather than unnecessary standardization.

Support Growth, Acquisitions and Operational Excellence

Develop a repeatable people-integration approach for acquisitions, from diligence and employee risk through communications, retention and onboarding. Strengthen critical-role recruiting, onboarding and employee experience, and equip operating leaders to identify and address preventable turnover.

Build Leadership and Long-Term Organizational Capability

Establish practical leadership expectations and performance accountability, then progressively introduce job architecture, compensation and Total Rewards frameworks, succession planning and management development. Help shape the longer-term vision while preserving a strong promote-from-within culture.

First 90 Days | Listen, Assess and Prioritize

Develop a grounded understanding of U.S. Operations, Canadian Operations and Franchising; assess the existing HR team, processes, workforce data, systems and people risks. Engage employees and leaders, distinguish enterprise-wide needs from business-specific requirements, and agree a realistic 12-month roadmap with the Group CEO.

Months 2–6 | Establish the Foundations

Define the HR operating model and deliver a formal HR resourcing plan by Month 4. Build a dependable North American employee census and clear data ownership; establish the compliance and policy baseline; address material exposures promptly; assess U.S. benefits; and begin strengthening critical-role onboarding and retention intelligence.

Beyond the Foundations | Build and Scale

Sequence M&A people integration, HRIS modernization, job architecture and Total Rewards alongside leadership accountability, performance management, succession and development. The roadmap is directional: the incoming VP will adjust timing based on what they discover and accelerate initiatives when business or people risks demand it.

THE EXECUTIVE WE ARE SEEKING

A commercially minded HR leader with the strategic judgment to advise a Group CEO and the operational credibility to build an evolving function from the ground up. The strongest candidates will demonstrate:

Senior HR leadership across multi-site, distributed or operational organizations, with meaningful Canada and U.S. experience.

Firsthand success assessing, building and scaling HR teams, operating models, policies, systems and governance - not only managing mature functions.

Experience navigating growth, acquisitions, organizational integration and competing stakeholder priorities.

Capability in workforce analytics, employee listening, retention improvement, leadership development, performance and succession.

Working knowledge of HR technology, cross-border employment risk and Total Rewards, with the judgment to engage specialists where needed.

Executive presence, sound business judgment and the willingness to remain accessible to frontline employees and operational leaders.

Experience in private equity, franchising, frontline services or seasonal workforces is valuable but not required. The essential differentiator is a track record of building pragmatic people capabilities that strengthen a growing business.

LEADERSHIP & CULTURE

This client values people who act with urgency, take ownership and build trust. This leader will listen before prescribing, speak candidly when difficult issues arise, influence through credibility rather than control, and preserve a relationship-oriented culture while introducing greater structure and consistency.

Within corporate operations, the VP will influence, design and execute. Across the franchise network, the role will advise, enable and provide resources while respecting franchise independence and appropriate boundaries. Success requires both enterprise perspective and a genuine appreciation of the realities facing operators and employees.

THE OPPORTUNITY AHEAD

This is a rare opportunity to shape the HR function at a formative stage, partner directly with the Group CEO and build the people infrastructure and leadership capabilities that will support the company's next chapter of North American growth.

All interested applicants who meet the qualifications listed above are invited to submit a resume by clicking “Apply Now.”

The indicated pay range is a good‑faith estimate based on required qualifications, experience, training, and other factors permitted by law. It reflects the pay band established by the client company. Actual offers may vary depending on skills, experience, geographic location, and expected work quality. Most candidates start in the lower half of the range. Pay history is not considered where prohibited by law. This information serves as a general guideline for compensation discussions.

To support a fair and efficient hiring process, we may use artificial intelligence (AI) tools to help review applications. Our team carefully reviews all candidates, and AI is used only as a support tool - never as the sole decision-maker.

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More about this job

Responsibilities

Establish and scale the North American HR function, including its operating model, team structure, workforce data, policies, compliance, and HR technology strategy. Advise the CEO and operating leaders while supporting acquisition integration, talent retention, leadership development, performance accountability, and long-term organizational capability.

Requirements

Candidates should have senior HR leadership experience in multi-site or operational organizations, meaningful experience in both Canada and the U.S., and a track record of building HR teams, systems, policies, and governance. They should bring commercial judgment and experience with growth, acquisitions, workforce analytics, retention, leadership development, HR technology, cross-border employment risk, and Total Rewards.

Skills

Human Resources Leadership
HR Operating Model Design
Organizational Transformation
Mergers And Acquisitions Integration
Workforce Analytics
Employee Relations
HR Technology Strategy
HRIS
Talent Acquisition
Employee Retention
Leadership Development
Performance Management
Succession Planning
Total Rewards
Change Management

Benefits

Bonus
Long-Term Incentive Plan
Benefits

Visa sponsorship

Not detected in the job text

Keywords

Human Resources
North American Operations
Canadian Operations
U.S. Operations
Franchise Network
HR Operating Model
Workforce Data
Employee Census
Workforce Intelligence
HRIS
People Technology
Payroll Alignment
Employment Compliance
U.S. Benefits
Mergers And Acquisitions
People Integration
Employee Retention
Critical-Role Recruiting
Onboarding
Employee Experience
Job Architecture
Total Rewards
Performance Management
Succession Planning
Leadership Development
Organizational Transformation
Workforce Planning
Data Governance

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