Company Overview

Cutting Edge Consulting Inc. is a vibrant industrial construction and crane services provider operating across BC, Alberta, and Yukon. Rooted in local expertise with a strong commitment to safety, quality, and innovation, we prioritize integrity, culture, and social responsibility to deliver exceptional client satisfaction and uphold industry standards.

Position Summary The Director of Human Resources is responsible for the strategic leadership, development, and execution of all human resources, labour relations, organizational development, and people strategy functions across a multi-site, unionized organization. As a key member of the leadership team, the Director partners with executives and operational leaders to develop a high-performing, engaged, and compliant workforce that supports organizational objectives and long-term growth.

The role provides oversight of labour relations, workforce planning, talent management, employee and labour relations, leadership development, compensation and benefits, policy governance, organizational effectiveness, culture initiatives, and regulatory compliance. The Director serves as the organization's primary advisor on all people-related matters and is responsible for developing forward-looking HR strategies that enhance employee experience, operational effectiveness, risk mitigation, and organizational performance.

Key Responsibilities

Strategic Human Resources Leadership

- Develop, implement, and evaluate the organization's Human Resources Strategic Plan in alignment with corporate objectives and business priorities.
- Lead organizational design and workforce planning initiatives to ensure the organization is appropriately structured to support growth and operational demands.
- Develop and oversee succession planning strategies for critical leadership and operational positions.
- Establish HR priorities, objectives, key performance indicators (KPIs), and performance metrics to measure organizational effectiveness.
- Drive continuous improvement initiatives that enhance employee experience, organizational performance, and service delivery.
- Provide strategic direction on culture-building initiatives that strengthen employee engagement, retention, and organizational values.
- Lead the development and execution of major people initiatives related to organizational transformation, growth, restructuring, and change management.

Labour Relations

- Provide strategic oversight for all labour relations matters involving CUPE Local 115 and CUPE Local 2404.
- Lead collective bargaining preparation, negotiations, and implementation activities.




- Interpret and administer collective agreements while ensuring consistent application across the organization.
- Oversee the management of grievances, arbitrations, and other complex labour relations matters.
- Foster collaborative relationships with both union and non-union leadership to proactively address workplace issues and opportunities.

Talent Management & Organizational Development

- Lead organizational strategies related to talent acquisition, onboarding, retention, career development, and workforce sustainability.
- Develop programs that support leadership development, management effectiveness, and employee growth.
- Oversee performance management frameworks and ensure alignment with organizational objectives.
- Support organizational learning and development programs that build future leadership capacity.

Employee Relations

- Provide strategic oversight and guidance on complex employee relations matters.
- Lead the resolution of sensitive workplace issues, investigations, complaints, and conflict resolution processes.
- Ensure fair, consistent, and legally compliant application of organizational policies and procedures.
- Advise leaders on progressive discipline, attendance management, accommodation, performance concerns, and termination decisions.
- Promote a respectful, inclusive, and psychologically safe workplace culture.

Compensation, Benefits & HR Programs

- Provide leadership and oversight of compensation and benefits programs.
- Monitor market trends and recommend compensation strategies that support attraction and retention objectives.
- Oversee job evaluation and classification frameworks, where applicable.
- Ensure employee programs remain competitive, fiscally responsible, and aligned with organizational needs.
- Lead annual HR program reviews and recommend improvements based on organizational objectives and workforce analytics.

Compliance, Governance & Risk Management

- Ensure compliance with all applicable employment legislation, labour laws, human rights legislation, privacy requirements, collective agreements, and organizational policies.
- Develop, review, and maintain HR policies, procedures, and governance frameworks.
- Provide leadership regarding workplace investigations, accommodation processes, and legal compliance matters.
- Conduct regular reviews of organizational HR practices to identify and mitigate risk.




- Partner with legal counsel and external advisors as required on employment and labour matters.
- Maintain awareness of legislative and industry changes and ensure organizational readiness and compliance.
- Coordinate with Director of HSE and Risk Compliance to oversee return to work plans and support WorkSafeBC requirements related to workforce planning.

Leadership & Executive Support

- Serve as a trusted advisor to executive leadership on all people-related matters.
- Provide coaching and consultation to managers and leaders regarding workforce planning, leadership effectiveness, employee engagement, and organizational issues.
- Prepare and present strategic recommendations, reports, and workforce analytics to executive leadership and the Board as required.
- Develop and monitor departmental budgets and resource plans.
- Represent the organization in external HR, labour relations, and industry forums as appropriate.

Leadership Responsibilities

- Provide leadership, mentorship, coaching, and performance management to the HR team.
- Foster a culture of accountability, collaboration, professionalism, and continuous improvement.
- Develop team capability through ongoing learning and development opportunities.
- Ensure HR services are delivered effectively, consistently, and in alignment with organizational values and priorities.

Direct Reports

- Human Resources Manager
- People & Culture Lead
- Human Resources Coordinator (directly or indirectly)

Qualifications

- Post-secondary degree in Human Resources, Business Administration, Industrial Relations, or a related discipline.
- Chartered Professional in Human Resources (CPHR) designation preferred.
- Minimum 8-10 years of progressive HR leadership experience, including significant labour relations experience within a unionized environment.
- Demonstrated experience leading collective bargaining and grievance processes.
- Strong knowledge of employment standards, labour legislation, human rights, privacy requirements, and HR best practices.
- Proven ability to influence senior leaders and drive organizational change.
- Exceptional communication, negotiation, relationship-building, and problem-solving skills.

Join us as we build a resilient workforce committed to safety, excellence, and innovation! This role offers the opportunity to shape our company's future by leading transformative HR initiatives that empower our team members every step of the way. Pay: $104,000.00-$120,000.00 per year

Perks

- Casual dress
- Company events
- Dental care
- Employee assistance program
- Extended health care
- On-site parking
- Paid time off
- RRSP match
- Wellness program

Work Location: In person

📌 Director of Human Resources (Kamloops)
🏢 Cutting Edge Consulting
📍 Kamloops