Director of HR - *

Your Mission

Bring our people system to life. AML's HR function is built to raise individual and collective performance — which calls for high standards, honest feedback, and a willingness to coach through difficult conversations. Hire A-players. Run the review cycle. Equip managers to do the same. Cascade AML's people system into every acquisition. Stay compliant across five jurisdictions.

What You'll be Accountable For

• Owns A-Player Recruiting Pipeline: Are we hiring A-players by design?
• Owns Onboarding for A-Player Retention: Are new hires getting to A status and staying?
• Owns ABC Review Ops & Scorecard Currency: Are reviews happening frequently enough AND on current scorecards?
• Owns Manager Enablement on ABC: Can every people-manager run ABC well?
• Owns Total Rewards Framework & Administration: Is AML's total rewards offering competitive, deliberate, and well-administered?
• Owns HR Compliance: Are we compliant across all jurisdictions?
• Plays for the First Team First: Is AML's HR system being progressively cascaded?
• Creates a Succession Culture: Do key players on the team have ready successors?

Some Other Daily Duties

• Owns the recruiting funnel from open req to onboarded. Manages sourcing, candidate experience, hiring-manager partnership.
• Runs the new-hire 90-day journey. Owns the cultural + role-functional + systems + AML Way orientation.
• Runs the company-wide quarterly review system: scorecards, calibration sessions, completion tracking.
• Trains line managers on ABC methodology + difficult-conversation skills. Sits in reviews to enable standardization.
• Comp framework refresh with market data, individual comp decisions admin, benefits enrollment campaigns.
• Owns employee handbook and HR policies across BC, NS, ON, UK, US. Annual jurisdiction audit.
• Handles employee complaints, escalations, investigations, performance plans, exit conversations.
• Employee survey, action planning, culture-pulse cadence. Partners with CEO on cultural integration of acquired companies.
• Integration planning: during every acquisition, leads the people-side integration — pre-/post-close assessment, scorecard build, AML onboarding, comp mapping, jurisdiction onboarding.

Your Skills & Competencies

• People Perception: Perception of fit and capability under social signal. Distinction between charisma and substance.
• Standards Resilience: Standards resilience under pressure. Resistance to hiring-bar drift, rating inflation, and comp-exception creep.
• People Systems Architecture: Systems-design instinct for people problems. Comfort moving fuzzy human dynamics into repeatable process.
• Influence Without Authority: Influence without formal levers. Trust, framing, and persuasion as the primary tools of the function.
• Directness in Hard Conversations: Directness in difficult conversations. Modeling the feedback managers need to learn.
• Comfort in Ambiguity: Equanimity in gray-area situations. Tolerance for edge cases where no playbook exists.
• Trust Stewardship: Confidentiality, fairness, consistency, presence. The foundation under every other competency.
• Strategy-to-Practice Translation: Translation fluency between strategic intent and operating reality. The bridge from philosophy to practice.

What Other Experience is Required?

Education

Bachelor's required in HR, business, or related field. CHRP, SHRM-SCP, or equivalent designation strongly preferred. MBA or HR master's a plus. You are a business person first and an HR professional second!

Experience

7+ years HR leadership including 3+ years at Director or senior manager level. Track record of running HR end-to-end at a 70+ person organization. Expertise in talent-grid systems and behavioural assessment methodologies (Top grading, structured behavioural interviewing, or equivalent). Demonstrated experience designing, building, and operating a performance assessment system from the ground up — not just administering one inherited. Multi-jurisdiction (Canadian provinces + US + UK) HR law experience strongly preferred given AML's distributed workforce.

Industry Background

Growth-stage experience preferred. Familiarity with the challenge of new people via acquisition a definite plus.

Other

Canadian work authorization. Victoria BC or Halifax NS base preferred. Comfortable as the one-person HR function with executive presence to handle hard conversations across every level of the company. Travel expected between Victoria and Halifax, as well as to acquisition targets.