The Director of Human Resources is a senior leadership role responsible for shaping and executing the company’s people strategy across a complex, multinational operating environment. Reporting to the Vice President, this role serves as a trusted advisor to leadership, playing a critical role in translating the company’s ownership vision and values into actionable people strategies, programs, and day-to-day practices.

The Director partners closely with executive and functional leaders to ensure that organizational structure, talent, and culture are fully aligned with the company’s growth objectives. This role is accountable for embedding a high-performance, ownership-driven culture across all regions and functions.

The Director will lead all core HR functions—including talent acquisition, employee relations, performance management, compliance, and organizational development—while building scalable systems and processes to support company’s expanding global operations across Canada, the United States, India, China, and Southeast Asia.

This role requires a hands-on leader who can operate both strategically and tactically in a fast-paced, entrepreneurial environment.

Key Responsibilities

1. Strategic HR Leadership, Culture & Executive Partnership

• Be a trusted advisor and thought partner to senior leadership, providing insight & guidance on organizational effectiveness, leadership capability, and people-related business decisions.
• Translate the company vision and values into tangible people strategies, ensuring they are reflected in hiring, performance management, leadership behaviors, & employee experience.
• Define and execute a forward-looking HR strategy aligned with the company’s commercial and operational priorities.
• Build scalable HR frameworks to support rapid growth and increasing operational complexity.
• Establish consistent HR policies and practices across all geographies while respecting local requirements.
• Lead, develop, and hold accountable the HR function with clear priorities and measurable outcomes.
• Drive initiatives that strengthen employee engagement, retention, and organizational effectiveness.
• Partner cross-functionally with leadership to support key business initiatives and long-term planning.

1. Talent Acquisition & Workforce Planning

• Oversee recruitment strategy to attract high-caliber talent across corporate, warehouse, production and international teams.
• Strengthen the company’s employer brand to position the company as a destination for top talent.
• Design and implement structured onboarding programs to accelerate productivity and integration.

1. Performance Management & Talent Development

• Lead the evolution of performance management frameworks, including goal setting, reviews, and succession planning.
• Build leadership development and career progression pathways across functions.
• Coach managers on performance management, feedback, and team effectiveness.

1. Employee Relations, Culture & Compliance

• Serve as the senior point of escalation for employee relations matters, investigations, and conflict resolution.
• Ensure compliance with employment legislation across all operating jurisdictions (Canada, U.S., and international).
• Champion and operationalize the company’s values across the organization, ensuring consistent application and reinforcement.
• Foster a high-performance, accountable, and values-driven culture.
• Champion Health & Safety programs, ensuring compliance and continuous improvement.

1. Organizational Development & Change Management

• Support organizational design initiatives to improve efficiency, clarity, and scalability.
• Lead change management efforts related to growth, restructuring, and new initiatives.
• Drive cross-functional alignment and collaboration across regions and departments.

1. HR Operations, Systems & Governance

• Oversee HRIS, employee data integrity, and reporting capabilities.
• Ensure effective administration of compensation, benefits, and payroll support processes.
• Develop and manage the HR budget with a focus on efficiency and ROI.
• Establish clear policies, procedures, and documentation standards across all regions.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree considered an asset.
• CPHR designation (or equivalent) strongly preferred.
• 8–12+ years of progressive HR leadership experience, ideally within a multi-site, product-driven, or distribution/manufacturing environment.
• Experience supporting international operations; familiarity with India, China, Vietnam and Malaysia is an asset.
• Strong knowledge of Canadian and U.S. employment legislation; global exposure preferred.
• Proven ability to build and scale HR functions in a high-growth environment.
• Strong business acumen with the ability to align HR strategy to operational and financial outcomes.
• Excellent communication, leadership, and stakeholder management skills.
• Experience with HRIS platforms and data-driven decision making.

Leadership Profile

• Hands-on, pragmatic leader who can operate at both strategic and execution levels
• High accountability and ownership mindset
• Strong influencer capable of driving alignment across functions and geographies
• Comfortable in a fast-paced, evolving environment with shifting priorities
• Commercially aware with a bias toward action and results
• Acts as a cultural steward, ensuring alignment between leadership intent, company values, and the employee experience