The Mandate The Vice President of Human Resources will serve as a trusted advisor to the Canadian leadership team and a key partner to global stakeholders. The successful candidate will oversee a broad HR portfolio spanning organizational effectiveness, talent strategy, workforce planning, leadership development, employee relations, change management, and HR operations.

This leader will bring consistency across provinces while understanding that each region and business group may have different operational and regulatory requirements. The position requires strong judgement, executive presence, and the ability to influence within a large, complex, and highly matrixed organization.

Key Responsibilities Executive Partnership and People Strategy

Develop and execute a Canadian people strategy aligned with regional business priorities and the organization’s global direction.

Advise senior executives on organizational structure, workforce priorities, leadership capability, talent risk, and employee matters.

Translate business plans into practical and measurable people initiatives.

Provide thoughtful, commercially grounded guidance during periods of growth, change, and organizational complexity.

Build strong relationships with executive leaders and become a trusted, credible partner across the business.

Regional HR Leadership

Oversee the delivery of HR programs and services across multiple Canadian provinces.

Create consistency in HR practices while addressing provincial employment legislation and regional business requirements.

Lead, coach, and develop regional HR professionals, promoting accountability, collaboration, and high-quality service delivery.





Establish clear priorities for the HR function and ensure the team remains focused on the most important business and workforce needs.

Partner closely with global HR leaders, Centres of Excellence, shared-service teams, and international stakeholders on a daily basis.

Organizational Design and Transformation

Lead organizational-design initiatives, operating-model changes, workforce restructuring, and role-alignment programs.

Support the organization through transformation, integration, growth, and other significant business changes.

Assess organizational capability and identify opportunities to improve structure, efficiency, accountability, and collaboration.

Develop practical change-management strategies that support leaders and employees through transition.

Help build an adaptable organization capable of responding to evolving business priorities.

Talent, Performance and Succession

Lead regional talent reviews, succession planning, workforce planning, and leadership-development initiatives.

Partner with executives to identify critical roles, high-potential talent, capability gaps, and future leadership needs.

Strengthen performance-management practices and promote transparent expectations, accountability, and meaningful development conversations.

Develop strategies that support employee engagement, retention, internal mobility,



and leadership readiness.

Ensure regional talent programs remain aligned with global frameworks while meeting Canadian business needs.

Mergers, Acquisitions and Integration

Provide HR leadership during mergers, acquisitions, integrations, or other major organizational transitions.

Support people-related due diligence, workforce assessment, organizational design, communications, and integration planning.

Identify potential people, culture, leadership, and employee-relations risks.

Help align policies, programs, teams, and ways of working following an acquisition or organizational change.

Partner with business and global stakeholders to promote a smooth and well-managed employee transition.

Employee Relations and Risk Management

Provide executive oversight on complex and sensitive employee-relations matters.

Coach senior leaders through difficult performance, conduct, restructuring, and workplace issues.

Ensure HR policies and employment practices remain compliant with applicable provincial and federal requirements.

Work closely with legal and other internal partners to manage organizational risk and support sound decision-making.

Promote fair, consistent, and well-documented people practices across the Canadian organization.

HR Operations, Governance and Analytics

Evaluate existing HR processes and identify opportunities to improve consistency, efficiency, and the employee experience.

Support the continued development of integrated regional and global HR service-delivery models.

Use workforce data, business metrics, and employee insights to guide decisions and identify emerging priori

📌 Human Resources Director/VP (Winnipeg)
🏢 Adecco
📍 Winnipeg