Looking for a company with over 50 years of success and no signs of slowing down?

If so, Morguard may be the perfect place for you.

As one of Canada’s leading real estate companies, with properties across North America, we’re proud of our history and excited about our future.

Our Purpose
At Morguard, people are at the centre of everything we do. We are committed to creating lasting value not only for our clients and communities, but for our employees as well. As a fully integrated real estate organization, we offer exposure to a diverse portfolio that includes office, industrial, retail, and multi‑suite residential properties across North America. Our team reflects a wide range of backgrounds, perspectives, and experiences, and we believe that diversity strengthens us.

Collaboration fuels our success. Through innovation, teamwork, and a shared commitment to sustainability, our professionals are empowered to build their careers, contribute meaningfully, and help shape the future of real estate.

Putting Our Purpose into Action
We support our people by offering:

- A wide range of career opportunities across the organization.
- A comprehensive, competitive perks program that promotes health and wellness.

Where You’ll Add Value

Turn people strategy into results. As Director, Human Resources, you will translate the company’s people strategy into annual plans, quarterly objectives and measurable business outcomes. You will lead the HR team in delivering strategic priorities and dependable day‑to‑day service, while developing junior colleagues through coaching, meaningful delegation and hands‑on learning. Working with senior HR leadership and business leaders, you will model integrity, inclusion and accountability,



and ensure HR provides practical, responsive support that strengthens workforce capability and business performance.

How You’ll Make a Difference

1. Deliver the strategy. Turn multi‑year priorities into resourced work plans with clear owners, milestones and success measures. Set team objectives, review progress, remove barriers and adjust priorities to deliver business value while maintaining core HR services.

2. Develop the HR team. Coach junior colleagues through regular feedback, development plans, shadowing, and stretch assignments. Delegate meaningful responsibility with clear decision boundaries and support. Model respectful challenge, confidentiality and follow‑through, creating a team environment where people ask questions and learn.

3. Elevate service to the business. Build trusted relationships with business leaders. Set standards for responsiveness, accuracy, resolution and communication; manage requests and escalations; and use stakeholder feedback to reduce rework and improve the usefulness and consistency of HR advice.

4. Build workforce and leadership capability. Partner with leaders on workforce planning, critical‑role succession, recruitment, onboarding and retention. Implement leadership‑development and performance‑management priorities through practical tools,



coaching and development experiences that strengthen readiness and everyday management practices.

5. Improve employee experience. Translate employee feedback into owned action plans and communicate progress. Embed wellbeing, psychological safety, inclusion and accessibility into people practices, helping leaders address underlying workplace issues and improve employees’ access to support.

6. Provide sound advice and manage risk. Guide complex employee matters with balanced advice, fair processes and appropriate documentation. Maintain policies and compliance controls, monitor relevant legislative developments and coach managers and HR colleagues in sound judgment and timely escalation.

7. Modernize HR and embed change. Improve HRIS workflows, data quality, reporting and self‑service. Evaluate digital and AI‑enabled opportunities with appropriate governance and human review. Lead consultation, communications and adoption, tracking whether changes improve service, efficiency and business outcomes after launch.

The Expertise You’ll Bring

- Bachelor’s degree in HR, Business Administration, Industrial Relations or a related field, or equivalent education and experience; a recognized HR designation is an asset.
- 10 years of progressive generalist HR experience, including team leadership and accountability for operational delivery.
- Experience translating multi‑year strategy into measurable objectives, leading cross‑functional projects and sustaining organizational change.
- A demonstrated commitment to developing junior HR professionals through coaching, feedback and supported delegation.
- Broad knowledge of talent management, employee relations, total rewards,

📌 Director, Human Resources (Mississauga)
🏢 Morguard
📍 Mississauga