Industrial Services Company – Director Human Resources


About the Company

Our client is a Canadian–owned industrial services company that provides services into the wireless telecommunication market globally. With its North American head office located in the Waterloo area, and a significant employee base in Brampton as well as satellite offices in Canada, the US, and Europe, the company provides a diverse array of services to clients in various geographies.   To help manage the complex human resource situation the company is seeking a Director of HR to join the organization.

Scope of Position

Reporting directly to the CEO, the Director Human Resources will be responsible for nurturing and supporting a culture that attracts, motivates and retains the firm’s human capital. This will include guiding and supporting the organization on all HR matters to meet its strategic objectives and goals for profitability and growth. In addition, this Director Human Resources will also be responsible for overseeing the company’s legal matters as applied to the firm’s human resources.

Functional Responsibilities

  • Contribute to the overall management of the business from a human resources perspective including contributing to the strategic planning process, understanding the strategic initiatives, and appropriately translating those into appropriate HR programs.
  • Engage with the senior management team on strategic HR decisions.
  • Responsible for HR functions from recruiting to termination, providing the primary direction, maintenance and execution for all Canadian, American and European HR functions.
  • Develop and refine effective HR practices including: recruitment, onboarding, succession planning for key roles, training and development, employee issues, reviews, documentation, recognition, corrective actions, exit interviews, HR record keeping and day to day administration.
  • Collaborate with business unit leaders to build and execute talent management, organizational development, pay and compensation, staffing/recruiting and workforce/employee relations processes and programs.
  • Consult with various levels of management about employee issues to bring proactive results, legal compliance and develop consistency across all areas of the business.  Investigate and provide resolutions for employee relations problems.
  • Direct the day-to-day human resources activities for a diverse, employee workforce in a fast-paced organization, as well as build and implement an engaged atmosphere for a high-performance work culture.
  • Labour relations liaison and key stakeholder relative to labour negotiations, dispute resolution and union communication.  Provide advice to supervisors and managers regarding employee performance levels, discipline, termination and organization changes.
  • Ensure the confidentiality and security of all HR-related data and employee records, complying with their required retention and disposal.
  • Provide direction to employees, including supervisors, managers and Executives on HR-related issues as needed.
  • Lead the development of, and effectively manage and integrate HR policies and programs including performance reviews, succession planning, career development, performance management, goal setting and reviews, training and mentoring, employee benefits, employee handbook, etc.
  • Counsel and work with senior leadership team to ensure compensation plans are competitive and promote attitudes and behaviors that support the firm’s goals and values.
  • Drive initiatives to accelerate integration of new employees, align workforce around goals and priorities, and instill an HR culture of continuous improvement … while monitoring and measuring compliance and engagement.
  • Work with the CEO and other senior leaders to define and effectively communicate organizational values to drive culture of service, professionalism and performance excellence
  • Develop HR strategies to identify and address competency, knowledge, talent and performance gaps.
  • Develop recruitment and retention strategies to attract and retain top talent.
  • Assess and upgrade current training programs; launch management mentoring initiatives to support employee growth and development. Identify and stretch high potential talent.
  • Create and manage employee recognition and awards programs.

Key Performance Deliverables

In light of the identified responsibilities, the following are specific deliverables that the position is designed to achieve.

  • Specific key performance measures will be discussed and agreed upon with the successful candidate.

Competency Profile

The following competencies listed below define the role of the Director Human Resources.

Role Expertise

Demonstrates critical technical or professional knowledge/skills related to the role. Has thorough knowledge of relevant products, services and methods. Expands technical knowledge/skills and keeps up-to-date in own area of expertise.

Commercial Acumen

Applies appropriate commercial and financial principles. Appreciates the commercial impact of own work on the organization’s total expenses and revenues. Understands situations in terms of costs, profits, added-value and return on investment.


Can alter own perspective and behaviour in order to adjust to changing demands and plans. Open to change and readily adopts new methods in the face of shifting priorities and ambiguity. Quickly adapts to new situations and approaches


Encourages others by creating enthusiasm, a feeling of investment and a desire to excel. Inspires a healthy attitude to work by recognizing positive contributions.  Influence

Articulates the key points of an argument persuasively. Negotiates skillfully and convinces others to own point of view. Directly and indirectly impacts the decisions/opinions of others. Mobilizes people into action.


Makes an immediate positive impression upon others. Has presence and commands respect. Comes across with force and quickly establishes credibility. Accurately predicts the effects of own words and actions. Makes an immediate positive impression upon others.

Integrity & Sincerity

Inspires trust and supports others through own authenticity and following up on commitments. Maintains high ethical standards both personally and professionally. Shows consistency among principles.

Preferred Experience / Education

The following indicates specific industry, academic and functional experience/qualifications that are important to the successful achievement of the identified responsibilities and performance deliverables.

  • A bachelor’s degree or equivalent is highly preferred.
  • 10+ years of broad-based and progressive experience in a general human resources leadership role in a complex organization.
  • Highly adaptable and able to deal with ambiguity.
  • Experience in identifying and analyzing HR and business data to recommend HR initiatives that will drive business objectives.
  • Demonstrated success in leading a strategic HR function.
  • Experience in communicating and presenting progressive HR strategies and plans to senior management. Ability to support ideas and plans with appropriate facts and data.
  • Recognized for abilities to manage significant change of corporate cultures.
  • Proven leadership and management skills with a knowledge of current industry best-practices.
  • Able to influence others and effect change of direction, while keeping participants fully engaged.
  • Must be capable of interfacing effectively at all levels of the organization.
  • Experience in privately owned mid-sized, geographically distributed, partly unionized businesses.
  • Strong values alignment to the company.

Remuneration & Benefits 

  • Highly competitive compensation package tailored to the successful candidate.

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