Regional Human Resource Manager

Position Summary

The Regional Human Resources Manager is responsible for delivering end-to-end HR leadership and support across Western Canada, partnering closely with operational leaders to drive employee engagement, workforce effectiveness, organizational performance, and safety excellence.

Reporting to the Director, Human Resources, this role serves as the primary HR partner for the region, providing strategic and operational leadership across the full employee lifecycle, including workforce planning, recruitment support, onboarding, employee relations, performance management, talent development, compliance, succession planning, and organizational change.

The Regional HR Manager works collaboratively with Assa Abloy Canada's centralized Safety, Talent Acquisition, and Training & Development teams to ensure consistent execution of corporate programs while addressing the unique needs of regional operations. The successful candidate is a hands-on HR leader who thrives in a fast-paced, multi-site environment and is passionate about building strong teams, supporting leaders, and fostering a culture of accountability, safety, and continuous improvement.

Key Responsibilities

Human Resources Business Partnership

• Serve as the primary HR partner to regional business leaders, General Managers, and people leaders.
• Provide guidance and support on employee relations, performance management, investigations, attendance management, accommodations, corrective action, and conflict resolution.
• Coach leaders on employee development, engagement, retention, and leadership effectiveness.
• Support workforce planning, organizational design, succession planning, and talent reviews.
• Lead regional execution of HR initiatives, policies, programs, and processes.
• Ensure consistency and compliance with company policies and employment legislation.
• Support integration activities related to acquisitions, organizational changes, and business growth initiatives.
• Manage Union relationships with branches that are part of the Carpenters Union

Safety Leadership & Coordination

• Champion a strong safety culture across the region and support leadership accountability for safety performance.
• Partner with the centralized Safety team to ensure effective implementation of corporate safety programs, policies, inspections, audits, investigations, and corrective actions.
• Support leaders with incident management, return-to-work programs, and regulatory compliance requirements.
• Monitor safety trends and collaborate with operational leaders on risk mitigation initiatives.
• Participate in site visits, safety reviews, investigations, and leadership discussions as required.

Talent Acquisition Partnership

• Work closely with the centralized Talent Acquisition team to support regional hiring strategies and workforce needs.
• Assist leaders with workforce planning, recruiting priorities, and critical role hiring.
• Participate in candidate selection and leadership recruitment processes.
• Provide market intelligence on compensation, talent availability, and competitive hiring conditions.
• Support effective onboarding and integration of new employees.

Training & Development Partnership

• Collaborate with the centralized Training & Development team to identify regional training needs and capability gaps.
• Support implementation of technical, leadership, compliance, and safety training programs.
• Promote employee development, career progression, and succession planning initiatives.
• Encourage utilization of learning resources, development programs, and the company's learning management system.
• Assist leaders in building and executing employee development plans.

Employee Relations & Compliance

• Conduct workplace investigations and provide recommendations on appropriate resolutions.
• Ensure compliance with applicable employment standards, human rights legislation, occupational health and safety requirements, and corporate policies.
• Support disability management, accommodation, and return-to-work processes.
• Maintain accurate documentation and HR records.
• Partner with internal and external resources on complex employee matters as needed.

Leadership & Organizational Effectiveness

• Serve as a member of the regional leadership team.
• Support organizational change, business transformation, and continuous improvement initiatives.
• Use HR and safety metrics to identify trends, risks, and opportunities.
• Drive leadership accountability for employee engagement, performance, safety, and talent outcomes.
• Foster a collaborative, inclusive, and high-performing workplace culture.

Qualifications

Education & Certifications

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Occupational Health & Safety, or a related discipline.
• CHRP, CHRL, CPHR, or equivalent HR designation preferred.

Experience

• 7+ years of progressive Human Resources experience.
• Minimum 3 years in an HR Manager, HR Business Partner, or senior HR leadership role.
• Experience supporting multi-site operations, field service, construction, industrial, manufacturing, or service organizations.
• Experience supporting employee relations, investigations, performance management, and organizational change.
• Experience working with occupational health and safety programs is preferred.
• Experience in a growth-oriented or acquisition-driven environment is considered an asset.

Knowledge, Skills & Abilities

• Strong understanding of employment legislation across Western Canada.
• Working knowledge of occupational health and safety regulations and best practices.
• Exceptional influencing, coaching, and relationship-building skills.
• Strong problem-solving, conflict resolution, and decision-making abilities.
• Ability to manage competing priorities in a fast-paced environment.
• Strong analytical and communication skills.
• High level of professionalism, discretion, and business acumen.

Key Success Measures

• Employee engagement and retention outcomes.
• Safety performance and proactive risk reduction.
• Quality and timeliness of employee relations support.
• Leadership effectiveness and people manager capability.
• Recruitment and retention of critical talent.
• Succession bench strength and employee development progress.
• Successful implementation of corporate HR, safety, training, and recruitment initiatives.
• Strong partnership and credibility with operational leaders throughout Western Canada.

Travel: Approximately 30% travel or as needed.