Director Of People & Culture

The Director of People & Culture is responsible for developing and leading the company’s people strategy, ensuring regulatory compliance, strengthening organizational performance, and fostering a safe, accountable, and high-performing workplace. This role is a key member of the management team, providing strategic guidance and practical solutions to support the company’s operational objectives, workforce needs, and long-term growth.
The Director will maintain a strong understanding of employment legislation, transportation-related regulations, and industry requirements that impact the business. They will proactively identify legislative and regulatory changes, assess their operational and workforce implications, and provide recommendations to leadership to mitigate risk and support informed decision making.
The Director oversees the full employment lifecycle, including recruitment strategy, onboarding, training and development, performance management, employee relations, benefits administration, and workforce planning. They will act as a strategic advisor to the executive team, ensuring that company practices across Bulk Carriers, Jack’s Truck wash, and Kelcold align with the company’s mission, values and operational priorities.
Key Responsibilities
People Strategy and Leadership
Develop and implement People & Culture strategy aligned with the company’s business objectives, and operational requirements
Lead, coach, and develop a high performing People & Culture team
Establish and maintain effective HR policies, procedures, and standards across the business
Promote a culture of accountability, respect, safety, continuous improvement and consistent approach to people management across the organization
Support organizational change, succession planning, talent retention, and the development of employees
Provide guidance on employee relations matters, including performance issues, attendance, investigations, discipline, and terminations
Identify and mitigate people-related risks, partnering with the executive team and legal as required.
Regulatory Compliance
Maintain a strong understanding of federal employment legislation, labour standards, occupational health and safety obligations, and other regulations impacting the business
Monitor legislative, regulatory, and industry changes that may affect the company’s workforce and operations
Ensure company policies, procedures, employment practices and people-related programs are reviewed and updated as required
Partner with Operations, Safety and Compliance, Payroll, and Finance to ensure consistent implementation of compliance requirements
Performance Management
Own and lead the company performance management process, ensuring it is consistent, structured, measurable and aligned with company goals
Coordinate annual goal setting and performance review process
Support management team in establishing measurable performance expectations aligned with company objectives
Provide guidance and coaching to management team on feedback, corrective actions, and performance improvement plans
Recruitment Onboarding, Training and Development
Lead recruitment strategies in partnership with hiring managers
Ensure effective immigration support processes for recruiting and retaining international drivers and employees
Maintain a strong understanding of immigration programs, standards and regulations
Support workforce planning, job postings, candidate screening, interviews, and employment offers
Compensation and Benefits
Administer and oversee the company’s employee benefits program, including enrolment, employee changes, plan communications, renewals, and serve as main point of contact with providers
Serve as the primary contact for employee benefits inquiries
Monitor benefits costs and utilization to provide recommendations to leadership regarding plan effectiveness
Support the development and maintenance of equitable, competitive, and internally consistent compensation practices
Ensure compliance with all federally regulated standards, and lead the completion of the annual pay equity submission
Qualifications and Experience
Bachelor’s degree in human resources, business administration, or a related field
7+ years of progressive HR leadership experience with at least 2 years in a management role
Demonstrated expertise in employee recruitment, employee relations, and workforce development
Experience in transportation, logistics, or another highly regulated industry is strongly preferred
Experience interpreting legislation and implementing compliant HR policies and procedures
Ability to manage competing priorities, maintain confidentiality, and exercise sound judgement when handling sensitive employee matters
Strong communication, problem-solving, organizational, and interpersonal skills
Tagged as: 10011
Essential Skills:
Adaptability
Oral Communication
Problem Solving
Working with Others
Languages:
English
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