Are you an experienced HR leader who thrives in operational environments, talent management, labor relations, and organizational effectiveness?

We are seeking a Human Resources Manager to serve as a strategic HR Business Partner supporting Aggregate and Construction Materials operations across British Columbia and the Pacific Northwest. This role provides end-to-end HR leadership, partnering with business leaders to drive talent strategies, workforce planning, employee and labor relations, succession management, organizational effectiveness, and employee engagement initiatives.

The ideal candidate combines strong HR business partnering expertise, labor relations knowledge, organizational development experience, and the ability to influence leaders in a dynamic operational environment.

Key Responsibilities
Partner with operational leaders to align HR strategies with business objectives.
Provide proactive HR guidance and coaching to managers and supervisors.
Support workforce planning initiatives to ensure the organization has the talent required to achieve business goals.
Identify and address key organizational and people-related challenges.
Act as a trusted advisor on HR policies, employee matters, and business decisions.

Talent Management & Succession Planning
Collaborate with leaders to identify critical talent needs and workforce risks.
Develop and maintain succession plans for key positions.
Support talent reviews and leadership development initiatives.

Build strong internal talent pipelines for future business growth.
Partner with management to improve employee performance and career development.

Recruitment & Staffing
Support recruiting and talent acquisition efforts in partnership with recruitment teams.
Candidate Interviews
Selection Processes
Hiring Decisions
Workforce Planning Discussions
Ensure hiring strategies align with operational and business requirements.
Promote effective onboarding and integration of new employees.

Onboarding & Employee Development
Oversee onboarding processes for new hires.




Coordinate orientation, training, and employee integration activities.
Support leadership development and workforce capability-building initiatives.
Ensure employees receive appropriate training and development opportunities.
Contribute to learning and organizational development programs.

Performance Management
Lead and coordinate the performance management process.
Support:
Goal Setting
Performance Reviews
Employee Development Plans
Performance Improvement Initiatives

Coach managers on performance conversations and employee development.
Drive a performance-focused culture aligned with business objectives.

Employee Relations
Serve as the primary HR contact for employee relations matters.
Conduct workplace investigations involving:

Employee Concerns
Workplace Conduct
Policy Violations
Performance Issues

Advise managers on disciplinary actions and corrective measures.
Ensure fair and consistent application of company policies and procedures.

Labor Relations
Partner closely with Labor Relations teams on:

Grievance Management
Collective Bargaining Activities

Labor Strategies
Union Relations

Provide guidance to operational leaders regarding labor agreements.

Support positive union-management relationships.

Ensure compliance with collective bargaining agreements and employment regulations.

Compensation & Benefits Administration
Coordinate compensation planning activities, including:

Salary Reviews

Merit Increase Cycles

Bonus Programs

Job Evaluations

Support equitable and competitive compensation practices.





Assist leaders with compensation-related decisions and recommendations.

Partner with Total Rewards teams to align compensation programs with business needs.

HR Analytics & Reporting
Prepare and analyze HR metrics and workforce data.
Monitor key indicators including:

Turnover

Retention

Recruitment Effectiveness

Workforce Demographics

Employee Engagement

Provide insights and recommendations to support business decisions.

Use data to identify opportunities for process improvements and organizational effectiveness.

Organizational Development & Effectiveness
Support organizational design and change management initiatives.

Drive programs related to:

Employee Engagement

Organizational Capability

Help leaders navigate organizational changes successfully.

Promote a culture of continuous improvement and employee development.

Health, Safety & Environmental Commitment
Champion health, safety, and environmental policies across all sites.

Promote a strong safety culture within the workforce.

Ensure compliance with organizational safety standards.

Partner with operational leaders to reinforce safe workplace behaviors.

Support employee participation in safety initiatives and programs.

Qualifications
Education
Required
Bachelor's Degree

Preferred Fields of Study
Human Resources

Business Administration

Organizational Development

Industrial Relations

Related Discipline

Experience
Required
7-10 years of progressive experience in:

Human Resources

HR Business Partnering

Employee Relations

Talent Management

Organizational Development

Experience supporting operational or industrial environments.

Preferred
Experience in:

Construction Materials

Manufacturing

Mining

Heavy Industry

Leadership experience and exposure to Organizational Development/Effectiveness (OD/OE).

Certifications
Preferred
CPHR (Chartered Qualified in Human Resources)

Equivalent HR Professional Certification

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📌 Human Resources Manager (British Columbia)
🏢 SoTalent
📍 British Columbia