Job Description: Human Resources Manager

Department: Human Resources
Reports To: Executive Leadership / Senior Management
Employment Type: Full-Time

Position Overview

We are seeking an experienced, strategic, and hands‑on Human Resources Manager to establish, develop, and lead the Human Resources function across our diversified, multi‑sector organization.

This individual will play a key role in building a structured, efficient, and scalable HR department by developing policies, implementing standardized processes, establishing best practices, and introducing enterprise HR software and technology solutions.

The successful candidate will assess our current HR practices, identify gaps and opportunities for improvement, and develop a comprehensive HR framework that supports our various business units while maintaining consistency, accountability, and operational efficiency across the organization.

This role requires a professional who can balance strategic planning with practical execution, take ownership of projects from concept through implementation, and work closely with executive leadership and department heads to build a strong organizational foundation that supports continued growth.

Key Responsibilities

1. HR Department Development and Organizational Structure

Build and establish the company's HR department, including defining its structure, responsibilities, workflows, and service delivery model.

Assess existing HR practices and identify gaps, inefficiencies, and opportunities for improvement.

Develop a comprehensive HR roadmap aligned with the company's growth strategy and operational requirements.

Establish standardized HR policies, procedures, documentation,



and internal controls across multiple business units and sectors.

Define roles, responsibilities, reporting structures, and approval processes related to HR management.

Develop HR standards that promote consistency across the organization while accommodating the unique needs of individual business units.

Establish HR performance metrics, reporting mechanisms, and accountability frameworks.

2. HR Systems and Enterprise Software Implementation

Lead the evaluation, selection, implementation, and optimization of HR information systems (HRIS), human capital management (HCM) platforms, and other relevant enterprise software.

Assess business requirements and recommend appropriate technology solutions for a multi‑entity, multi‑sector organization.

Oversee the implementation of HR systems covering areas such as:

- Employee records and centralized personnel databases.
- Recruitment and applicant tracking.
- Employee onboarding and offboarding.
- Payroll administration and time and attendance.
- Benefits administration.
- Performance management and employee development.
- Training, certifications, and compliance tracking.
- Employee self‑service and management reporting.

Coordinate with IT, Finance, Payroll, external consultants,



and software vendors to ensure successful implementation and integration.

Lead requirements gathering, system configuration, data migration, testing, user training, and rollout.

Establish data governance standards, access controls, reporting procedures, and processes for maintaining accurate employee records.

Drive adoption of current systems and continuously identify opportunities to automate manual processes and improve operational efficiency.

3. HR Policies, Processes, and Standardization

Develop, document, and implement comprehensive HR policies, employee handbooks, standard operating procedures, and process guidelines.

Establish consistent workflows for the employee lifecycle, from recruitment through termination.

Standardize processes for hiring approvals, employment agreements, onboarding, promotions, compensation changes, leaves, disciplinary matters, and offboarding.

Introduce approval matrices, documentation standards, and clear lines of responsibility.

Develop centralized HR documentation and ensure policies are communicated effectively and applied consistently.

Review and update HR procedures as the organization grows, its workforce changes, and regulatory requirements evolve.

4. Recruitment, Talent Acquisition, and Workforce Planning

Develop a structured recruitment and talent acquisition process to support current operations and future expansion.

Establish recruitment workflows, approval requirements, job description standards, interview procedures, and candidate evaluation frameworks.

Partner with department heads to identify workforce requirements, staffing priorities, and succession needs.

Improve hiring ef

📌 Human Resources Manager (Vaughan)
🏢 J Dass
📍 Vaughan