District Hr Manager Canada(Central Ontario) - C$90,000 - C$125,000 A Year (Toronto)

Job Description

Pay Range: $90,000 - $125,000. At The Home Depot Canada, we want you to feel valued and supported. The pay range you see represents base salary only. In addition, your total rewards may include semi‑annual bonuses tied to business performance, deferred profit‑sharing program to assist with retirement savings, comprehensive paid benefits, a 15% discount on Home Depot stock purchases, and merit‑based salary increases. We are committed to recognizing your efforts and supporting your growth with us.

Are you someone who thrives on helping others succeed, enjoys making an impact, and takes pride in guiding customers to the right solutions for their projects? If you’re also naturally curious and eager to keep learning, consider starting or growing your career with us at The Home Depot.

Supporting Central Ontario – Huntsville, Bracebridge, North Bay, Sudbury, Perry Sound, Thundery Bay, Timmins, Sault Ste. Marie.

Position Overview

Reporting to the Regional Human Resources Manager, the District Human Resources Manager will be the HR business partner for salaried level managers and district managers. They will ensure proper execution of organizational effectiveness, talent planning, staffing, learning, performance management and positive associate relations practices for the district. This role will provide support to talent and performance management, as well as associate engagement and operations. The DHRM will play a key role in establishing a customer service culture.

Key Responsibilities

• Operations/HR Support
  • Partner with district leaders on strategic plans to drive business results and customer service aligned to company initiatives and Home Depot values.
  • Participate in key HR store walks, district meetings and other operational activities (e.g., Spring/Fall Readiness walks, store manager meetings).
  • Ensure consistency and fairness in the application of compensation guidelines and pay equity within budget.
  • Apply insights of industry trends to drive critical initiatives and keep others informed of relevant developments.
  • Monitor key HR metrics.
• Associate Engagement
  • Partner with store leadership to engage and coach associates on the floor to drive a customer service culture.
  • Ensure effective use of company recognition at all levels.
  • Develop district‑level action plans annually to follow up on VOA survey in partnership with the DM.
  • Support store and district leaders in VOA survey administration, feedback and action planning.
  • Track store long‑term salaried disability and manage leaves of absence and return‑to‑work procedures.
  • Conduct town‑hall meetings with priority groups in all stores (1 store per year) and associate first assessments as required.
  • Conduct human resources related investigations at the salaried level as required in partnership with the regional associate relations manager.
• Talent Management
  • Own the HR review process, succession planning, and salaried pipeline.
  • Improve workforce diversity; champion diversity programs.
  • Ensure that qualified successors and pipeline are identified and ready for critical roles.
  • Monitor and ensure execution of salaried and high‑potential training programs.
  • Provide recommendations, coaching, consultation and feedback on development plans for salaried leaders.
  • Act as coach and mentor to top talent and sponsor initiatives to ensure talent development.
  • Facilitate leadership classes as required, in alignment with talent strategy and key business initiatives.
  • Partner with store managers on the selection and ongoing training of store‑level HR qualified(s).
• Performance Management
  • Monitor, support and coach leaders on the salaried performance management process.
  • Provide partnership, support and counsel on all salaried activities including discipline, promotions, terminations and demotions.
• Scheduling
  • Ensure overall execution of scheduling and adherence practices at store level including key scheduling metrics (SvF, SvA).
  • Ensure store HR professionals are appropriately trained in effective scheduling practices.
• Staffing
  • Facilitate/coordinate RMA and ensure a diverse slate of applicants are interviewed for all salaried vacancies.
  • Identify, build and maintain local community and cultural recruitment partnerships.
  • Compile, review and approve district staffing needs for hourly seasonal/leadership and recruitment strategies including job‑fair schedules.
  • Ensure consistent quality in selection, assimilation, onboarding and training of salaried managers.
  • Manage Kenexa/MSS processes for salaried leaders.
  • Coordinate new hire orientation and onboarding for salaried leaders within stores.
• Compensation & Benefits
  • Ensure consistency and fairness in the application of compensation guidelines and pay equity.
  • Prepare compensation recommendations for in‑store salaried leaders.
  • Manage yearly monetary increases within district budget.

Competencies

• Action Oriented
• Builds Effective Teams
• Collaborates
• Communicates Effectively
• Customer Focus
• Decision Quality
• Develops Talent
• Drives Engagement
• Drives Purpose and Vision
• Drives Results
• Ensures Accountability
• Instills Trust
• Manages Complexity
• Manages Conflict
• Plans and Aligns
• Situational Adaptability

Skills & Experience

• Internal candidates must fulfill minimum time‑in‑position (1 year) and performance management code requirements (M+, Meets Expectations, and Consistently Demonstrates).
• 5+ years HR experience.
• Ability to strategically analyze and problem‑solve, fully understand business, and identify and implement process and organizational improvements.
• CHRP an asset.
• Demonstrated leadership excellence, strong business acumen, process‑oriented, driven, ability to influence without authority, confidentiality, strong analytical skills, customer service experience and ability to develop relationships through collaboration.
• Strong coach and developer of talent.
• Ability to work a flexible retail schedule including nights and weekends.
• May require overnight travel (5%‑40% depending on the market).
• Using various formats (designated walks, store visits, Microsoft Teams, etc.) and in partnership with the DM, the expectation is for the DHRM to maximize time spent in the district/stores in order to ensure effective communication, support and execution for results.

Travel and Physical Requirements

• Travel: 5 to 40% depending on market.

Work Environment and Schedule

Field, retail schedule, nights and weekends.

Minimum Education

A Bachelor’s degree or equivalent work experience.

Minimum Years of Work Experience

1 to 2 years retail or distribution experience (an asset).

Minimum Leadership Experience

5+ years.

Certifications

CHRP/CHRL is an asset.