Who We Are

Richcraft Homes is a renowned, successful Ottawa Real Estate Corporation with more than a 40-year history in home and high-rise construction, land acquisition and development, multiple joint venture projects, and residential and commercial income property management.

Richcraft’s purpose is to provide a distinctive, sought-after product that delivers value and award-winning designs, with a commitment to customer satisfaction that surpasses every expectation. At Richcraft, we are purpose-inspired, detail-oriented and driven.

Why Richcraft?

Richcraft strives to provide a high-quality, professional work environment that fosters personal and professional growth. Innovation, integrity, craftsmanship, and community are at the forefront of everything we do. We have always kept an unwavering commitment to our people, our communities, and our homeowners. At Richcraft, we are privileged to build dream homes for our clients. Richcraft is passionate about the professional growth, development, and long-term career excellence of its employees

The Role

Reporting to the Chief Financial Officer, the Human Resources (HR) Manager will be responsible for the management of the daily functions of the HR team at Richcraft and to deliver value-added services to managers and employees that allow Richcraft to achieve organization goals. The HR Manager is responsible for the recruitment and retention of great employees, which is integral to the success of Richcraft.

In This Role, You Will:

Human Resources Leadership

• Lead the full-cycle recruitment function, including employer branding, job postings, and interviews, with the goal of positioning the organization as an employer of choice within the construction and real estate industry
• Build and maintain strong industry networks to identify and attract top talent
• Develop and manage onboarding programs to ensure effective integration of new employees
• Develop, implement, and maintain HR policies and procedures in compliance with applicable legislation
• Recommend and implement HR programs that strengthen organizational culture and employee engagement

HR Strategy, Systems and Compliance

• Develop and maintain HR metrics and reporting within the HRIS to evaluate the effectiveness of HR programs and support data-driven decision-making
• Ensure legal compliance by monitoring and implementing all applicable employment laws and regulations
• Liaise with legal counsel on employment-related matters as required
• Identify and recommend improvements to internal processes and standard operating procedures
• Handle confidential and sensitive matters with a high degree of discretion and professionalism

Performance Management and Development

• Lead and champion the annual performance review process
• Provide guidance and coaching to managers on performance management, employee development, and disciplinary actions
• Support career development and succession planning across the organization

Compensation, Benefits and Payroll

• Support the annual compensation review process, including market analysis and salary benchmarking
• Develop and recommend competitive salary structures aligned with organizational goals
• Oversee employee benefits programs (health, dental, retirement) to ensure competitiveness and alignment with company strategy
• Manage payroll operations to ensure accurate and timely processing for both salaried and hourly employees, including administration of leave programs
• Draft, review, and manage employment contracts for salaried, hourly, and seasonal employees, ensuring clarity, consistency, and legal compliance

Employee Relations

• Serve as a trusted advisor to managers and employees on all employee relations matters, providing guidance that balances business objectives with fairness and legal compliance
• Lead and manage employee relations issues including conflict resolution, workplace investigations, disciplinary actions, and terminations
• Conduct thorough, unbiased investigations into complaints such as harassment, discrimination, policy violations, and workplace incidents; document findings and recommend appropriate actions
• Provide coaching to managers on effective communication, performance management, and handling difficult conversations with employees
• Ensure consistent and fair application of company policies, procedures, and disciplinary practices across all departments and job sites
• Support the administration of progressive discipline processes, ensuring proper documentation and risk mitigation
• Design, implement, and manage employee engagement surveys to gather actionable feedback from both field and office employees
• Develop survey strategies that capture insights on key areas such as engagement, leadership effectiveness, communication, safety culture, and job satisfaction
• Lead employee engagement initiatives based on survey insights, such as recognition programs, communication improvements, and culture-building activities

Health and Safety

• Oversee the Health and Safety function to ensure compliance and promote a strong safety culture
• Work with the Health and Safety Officer on workplace injury claims and return-to-work programs in coordination with Workplace Safety and Insurance Board, including modified duties and accommodation plans

Workforce Planning and Organizational Development

• Partner with senior leadership to support workforce planning and overall people strategy
• Align HR initiatives with business objectives and growth plans
• Develop succession planning frameworks to identify and prepare high-potential employees for key leadership and technical roles
• Use HR data and analytics (e.g., turnover, time-to-fill, workforce utilization) to inform workforce planning decisions and improve overall effectiveness
• Support change management initiatives related to growth, new systems, or process improvements, ensuring effective communication and employee adoption
• Act as a strategic advisor to leadership on organizational effectiveness, culture, and people-related risks and opportunities

Team Leadership

• Provide leadership, mentorship, and direction to the Payroll Specialist, HR Coordinator, and Health & Safety Officer
• Establish team objectives and key performance indicators (KPIs)
• Conduct annual performance reviews and support ongoing development of team members

What You Bring:

• Five years’ experience as a Human Resources Manager or HR Business Partner
• Strong knowledge of applicable employment law
• Experience partnering with or managing a payroll department.
• Proven experience in health and safety
• Strong organization and attention to detail
• Ability to handle confidential information with tact and discretion
• Ability to communicate quickly and concisely in a verbal and written format
• Computer proficiency with MS Office including Outlook, Word, and PowerPoint; advanced Excel skills, with the ability to analyze and compare data
• Post-secondary education from an accredited institution in Human Resources
• CHRP or CHRLP designation strong asset
• Construction sector knowledge is considered an asset
• Safety certification training is considered an asset
• Knowledge of Dayforce Implementation will be considered an asset

Salary: $90,000- $105,000 annually

Vacancy Type: Replacement

Our recruitment process is fair and transparent. We use an AI tool only for the initial screening to match resumes with job requirements. All interviews and final hiring decisions are made by the hiring manager and our HR team. AI does not make any hiring decisions.

Richcraft Homes is committed to creating an inclusive environment where all team members and clients feel like they belong. We seek applicants with a wide range of abilities, and we provide an accessible candidate experience. If you need accommodation during the application or interview process, please contact us and we will work this you to meet your needs.