Human Resources Manager

Job Summary

The Corporate HR Manager is responsible for leading and overseeing HR operations across all North American divisions, ensuring alignment with business goals, legal compliance, and a strong organizational culture. This role acts as a strategic partner to leadership while balancing corporate oversight and divisional autonomy, driving process improvements, talent development, and HR initiatives that support business growth and objectives.

Key Responsibilities

Shape & Execute HR Strategy

• Align HR initiatives with business goals, using data-driven insights and first principles.
• Implement and refine a robust HR Operating System, creating SOPs and standard processes.
• Drive a “game of inches” mindset - relentless, incremental progress that moves the organization forward.

Lead Multi-Site, Multi-Division HR

• Develop, mentor, and oversee divisional HR teams across North America, ensuring consistent practices.
• Foster collaboration and knowledge-sharing among divisions, while respecting local needs.
• Partner with global counterparts (e.g., international offices) to leverage best practices and maintain synergy.

Talent Acquisition & Development

• Build scalable recruitment frameworks to attract top talent in both production and corporate roles.
• Establish succession planning and internal development programs to close capability gaps.
• Champion onboarding, offboarding, and learning programs that grow high-potential employees.

Culture & Employee Engagement

• Implement performance review systems that align with business goals and promote transparency.
• Drive employee engagement via regular pulse checks, feedback loops, and recognition programs.
• Cultivate a culture of respect, empathy, and “best ideas win” - where innovative thinking is encouraged at all levels.

Compliance & Governance

• Ensure full compliance with all North American labor laws, employment standards, and regulations.
• Develop and maintain HR policies that clearly define corporate vs. local decision-making authority.
• Collaborate with legal counsel where needed, staying ahead of regulatory changes and mitigating risks.

Operational Excellence & Continuous Improvement

• Leverage technology (HRIS, analytics) to automate routine tasks, freeing HR to focus on strategic initiatives.
• Track and analyze KPIs to identify trends, preempt issues, and drive iterative enhancements.
• Promote a “learning organization” ethos - documenting wins, sharing lessons, and refining best practices.

How the role is measured (your KPIs)

• Key-Role Recruiting Fill Rate: open key roles filled within cycle, and time-to-fill.
• Headcount Budget Adherence: actual headcount vs. the approved plan, by division.
• Turnover Rate: key-role and direct-employee turnover, with reasons tracked.
• Employee Engagement Score: from regular pulse surveys, by division, with follow-through on the gaps.
• Performance Review Completion: reviews delivered on time, with development plans in place.
• Succession Coverage: key roles with a named successor, and internal promotion rate.
• HR Operating System Coverage: policies and SOPs documented, current, and applied across divisions.

Targets are set and reviewed internally each year as the function matures.

Reporting Structure

• Reports to the VP.

Competencies / Behaviors

• Strategic Innovator: You challenge traditional HR playbooks, applying first-principles thinking to solve complex people and business problems.
• Data-Driven Operator: You use metrics and analytics to guide decisions, measure impact, and iterate quickly.
• Inspirational Leader: You build high-trust teams, mentor HR talent, and keep everyone aligned with bigger-picture goals.
• Continuous Improver: You thrive on incremental progress, always looking for ways to streamline processes and boost engagement.
• Hands-On & Accountable: You’re comfortable rolling up your sleeves - from policy updates to site visits and going to the gemba, engaging directly with frontline teams to understand challenges - while fully owning outcomes.

Qualifications

• 8+ years in HR leadership roles, ideally spanning multi-site or manufacturing operations.
• Deep knowledge of North American labor laws, standards, and modern HR technologies.
• Demonstrated success developing HR operating systems: SOPs, policy frameworks, best practices.
• Exceptional communication and stakeholder management; able to influence at all levels.
• Proven record of scalable talent acquisition, succession planning, and performance management.

Equal opportunity & accessibility

Pangeo Group is proud to be an equal opportunity employer. We welcome applications from all qualified candidates regardless of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity or expression, age, marital status, family status, or disability.

Accommodations are available on request throughout the recruitment process in accordance with the Accessibility for Ontarians with Disabilities Act (AODA). If you require accommodation, please let us know and we will work with you to meet your needs.

AI in hiring: We use artificial intelligence to screen and assess applications for this posting, in accordance with the job-posting disclosure requirements of Ontario's Employment Standards Act.

The compensation range above reflects the expected total compensation for this position, inclusive of performance bonus and standard employee benefits, and is provided in accordance with Ontario pay transparency requirements. Actual offers may vary based on experience, qualifications, and internal equity.