Human Resources Manager
About the role
About the Role Brock Canada is seeking a Human Resources Manager – Canada to lead HR strategy, labour relations, employee relations, and people operations across a complex, high-volume industrial services environment.
This is a broad, hands-on HR leadership role supporting a fast-paced, client-driven soft craft organization with operations across multiple sites, business units, unions, and jurisdictions. The successful candidate will operate as a trusted advisor to senior leadership while providing practical, timely support to field operations in a highly reactive and demanding environment.
The role requires a strong HR leader who is comfortable navigating complex unionized environments, workplace investigations, workforce planning, Indigenous partnership considerations, and high-volume project-driven staffing needs.
This is an opportunity for an experienced HR leader who wants to influence all areas of HR while directly influencing business outcomes in a dynamic Canadian industrial services organization.
Key Responsibilities HR Leadership & Business Partnership Lead the HR function for Brock Canada, ensuring HR programs, practices, and advice are aligned with operational needs, business priorities, and Canadian legislative requirements. Act as a strategic partner to senior leaders, regional leaders, project teams, and operational stakeholders. Provide sound, practical HR guidance in a fast-paced, high-volume, client-driven environment. Support business leaders through workforce planning, organizational changes, employee relations matters, performance concerns, and complex people decisions. Balance strategic HR leadership with hands-on execution where required.
Labour Relations & Unionized Workforce Support Provide leadership and guidance in a complex unionized environment, including interpretation of collective agreements, labour relations strategy, grievances, discipline, and workforce movement. Support leaders in managing unionized employee matters fairly, consistently, and in alignment with applicable agreements, legislation, and business needs. Partner with operations to support project ramp-ups, workforce planning, site requirements, and labour-related challenges. Maintain a strong understanding of the realities of industrial field operations, including project timelines, client demands, and site-specific requirements.
Employee Relations, Investigations & Compliance Lead and support workplace investigations related to conduct, harassment, discrimination, respectful workplace concerns, performance, policy violations, and other employee relations matters. Provide coaching to leaders on documentation, corrective action, conflict resolution, and difficult conversations. Ensure HR practices comply with applicable Canadian employment standards, human rights legislation, labour legislation, privacy requirements, occupational health and safety obligations, and company policies. Promote consistent, fair, and defensible decision-making across the organization.
Team Leadership Coach, mentor, and support a small HR team, including the Manager, Talent Acquisition, two HR Business Partners, and an HR Generalist. Provide direction, prioritization, and development support to the HR team while helping the team operate effectively in support of the business. Build team capability, strengthen HR processes, and promote consistency in how HR supports the business. Foster a collaborative HR culture that is responsive, solutions-oriented, and trusted by operations.
Indigenous Partnership & Workforce Considerations Support HR practices and workforce strategies that reflect Brock Canada’s Indigenous partnerships, community commitments, and project-specific Indigenous participation requirements. Partner with internal and external stakeholders to ensure HR support aligns with Indigenous business priorities, employment commitments, and respectful relationship-building. Promote culturally aware and inclusive HR practices across the organization.
Talent, Workforce Planning & High-Volume Operations Partner with Talent Acquisition and operations to support high-volume staffing needs across projects, maintenance work, turnarounds, and client-driven demands. Provide leadership oversight to recruitment, onboarding, retention, workforce planning, and project ramp-up support. Help the business anticipate workforce risks and develop practical solutions to meet project and client requirements. Support continuous improvement in staffing processes, onboarding practices, employee experience, and operational HR delivery.
HR Programs, Processes & Continuous Improvement Lead and support the implementation of HR programs, policies, systems, and process improvements across Canada. Identify opportunities to streamline HR processes while recognizing the complexity of operating across multiple systems, entities, clients, unions, and project requirements. Use HR data, trends, and operational feedback to identify risks, inform recommendations, and support leadership decision-making. Support compensation, performance management, succession planning, employee engagement, leadership development, and other core HR initiatives.
Culture, Safety & Leadership Expectations Promote Brock’s safety-first culture and support leaders in building respectful, accountable, and high-performing teams. Model professionalism, discretion, sound judgment, and resilience in a challenging and fast-moving environment. Build credibility with corporate and field stakeholders through practical advice, strong follow-through, and a clear understanding of operational realities.
Qualifications Bachelor’s degree in Human Resources, Business Administration, Labour Relations, or a related field. CPHR designation or working toward designation is considered an asset. 8–10+ years of progressive HR experience, including leadership experience in a complex operational environment. Strong experience supporting unionized workforces, including collective agreement interpretation, employee relations, investigations, grievances, and discipline. Experience in industrial services, construction, maintenance, energy, scaffolding, or a similar project-based field environment is strongly preferred. Demonstrated ability to coach and advise senior leaders on complex people matters. Strong knowledge of Canadian employment standards, labour legislation, human rights, workplace investigations, privacy, and HR best practices. Experience supporting multi-site operations across multiple provinces or business units is considered an asset. Experience working with Indigenous partnerships, Indigenous-owned entities, or Indigenous workforce participation commitments is considered an asset. Proven ability to lead, coach, and develop a small HR team.
Skills & Attributes Strong labour relations and employee relations judgment. Practical, business-minded approach to HR. Ability to operate effectively in a high-volume, fast-paced, and client-driven environment. Comfortable navigating ambiguity, competing priorities, and urgent operational needs. Excellent communication, coaching, conflict resolution, and investigation skills. Strong ability to build trust with executives, operations leaders, field teams, unions, and HR colleagues. Highly organized with the ability to manage multiple priorities at once. Resilient, adaptable, and comfortable in a demanding leadership role. Strong analytical and problem-solving skills. Professional discretion and sound judgment when handling confidential and sensitive matters.
Working Conditions Office-based role with regular interaction with field operations, project sites, and business leaders. Travel up to 50% within Canada may be required to support operations, projects, leadership teams, investigations, and employee relations matters. May include exposure to industrial, shop, yard, and field environments. Use of personal protective equipment may be required when attending operational sites. Must be comfortable supporting a business that operates in a fast-paced, project-driven environment with shifting priorities and urgent client needs.
Why Join Brock Canada? This is a unique opportunity to lead HR for a complex Canadian industrial services organization where the work is challenging, varied, and directly connected to business outcomes.
The HR Manager – Canada will have the opportunity to influence all areas of HR, support a dedicated HR team, partner closely with senior operations leaders, and help shape people practices across a high-volume, unionized, project-driven business.
For an HR leader who enjoys complexity, operational partnership, labour relations, and the opportunity to make a visible impact, this role offers a broad and meaningful mandate.
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Human Resources Manager
About the role
About the Role Brock Canada is seeking a Human Resources Manager – Canada to lead HR strategy, labour relations, employee relations, and people operations across a complex, high-volume industrial services environment.
This is a broad, hands-on HR leadership role supporting a fast-paced, client-driven soft craft organization with operations across multiple sites, business units, unions, and jurisdictions. The successful candidate will operate as a trusted advisor to senior leadership while providing practical, timely support to field operations in a highly reactive and demanding environment.
The role requires a strong HR leader who is comfortable navigating complex unionized environments, workplace investigations, workforce planning, Indigenous partnership considerations, and high-volume project-driven staffing needs.
This is an opportunity for an experienced HR leader who wants to influence all areas of HR while directly influencing business outcomes in a dynamic Canadian industrial services organization.
Key Responsibilities HR Leadership & Business Partnership Lead the HR function for Brock Canada, ensuring HR programs, practices, and advice are aligned with operational needs, business priorities, and Canadian legislative requirements. Act as a strategic partner to senior leaders, regional leaders, project teams, and operational stakeholders. Provide sound, practical HR guidance in a fast-paced, high-volume, client-driven environment. Support business leaders through workforce planning, organizational changes, employee relations matters, performance concerns, and complex people decisions. Balance strategic HR leadership with hands-on execution where required.
Labour Relations & Unionized Workforce Support Provide leadership and guidance in a complex unionized environment, including interpretation of collective agreements, labour relations strategy, grievances, discipline, and workforce movement. Support leaders in managing unionized employee matters fairly, consistently, and in alignment with applicable agreements, legislation, and business needs. Partner with operations to support project ramp-ups, workforce planning, site requirements, and labour-related challenges. Maintain a strong understanding of the realities of industrial field operations, including project timelines, client demands, and site-specific requirements.
Employee Relations, Investigations & Compliance Lead and support workplace investigations related to conduct, harassment, discrimination, respectful workplace concerns, performance, policy violations, and other employee relations matters. Provide coaching to leaders on documentation, corrective action, conflict resolution, and difficult conversations. Ensure HR practices comply with applicable Canadian employment standards, human rights legislation, labour legislation, privacy requirements, occupational health and safety obligations, and company policies. Promote consistent, fair, and defensible decision-making across the organization.
Team Leadership Coach, mentor, and support a small HR team, including the Manager, Talent Acquisition, two HR Business Partners, and an HR Generalist. Provide direction, prioritization, and development support to the HR team while helping the team operate effectively in support of the business. Build team capability, strengthen HR processes, and promote consistency in how HR supports the business. Foster a collaborative HR culture that is responsive, solutions-oriented, and trusted by operations.
Indigenous Partnership & Workforce Considerations Support HR practices and workforce strategies that reflect Brock Canada’s Indigenous partnerships, community commitments, and project-specific Indigenous participation requirements. Partner with internal and external stakeholders to ensure HR support aligns with Indigenous business priorities, employment commitments, and respectful relationship-building. Promote culturally aware and inclusive HR practices across the organization.
Talent, Workforce Planning & High-Volume Operations Partner with Talent Acquisition and operations to support high-volume staffing needs across projects, maintenance work, turnarounds, and client-driven demands. Provide leadership oversight to recruitment, onboarding, retention, workforce planning, and project ramp-up support. Help the business anticipate workforce risks and develop practical solutions to meet project and client requirements. Support continuous improvement in staffing processes, onboarding practices, employee experience, and operational HR delivery.
HR Programs, Processes & Continuous Improvement Lead and support the implementation of HR programs, policies, systems, and process improvements across Canada. Identify opportunities to streamline HR processes while recognizing the complexity of operating across multiple systems, entities, clients, unions, and project requirements. Use HR data, trends, and operational feedback to identify risks, inform recommendations, and support leadership decision-making. Support compensation, performance management, succession planning, employee engagement, leadership development, and other core HR initiatives.
Culture, Safety & Leadership Expectations Promote Brock’s safety-first culture and support leaders in building respectful, accountable, and high-performing teams. Model professionalism, discretion, sound judgment, and resilience in a challenging and fast-moving environment. Build credibility with corporate and field stakeholders through practical advice, strong follow-through, and a clear understanding of operational realities.
Qualifications Bachelor’s degree in Human Resources, Business Administration, Labour Relations, or a related field. CPHR designation or working toward designation is considered an asset. 8–10+ years of progressive HR experience, including leadership experience in a complex operational environment. Strong experience supporting unionized workforces, including collective agreement interpretation, employee relations, investigations, grievances, and discipline. Experience in industrial services, construction, maintenance, energy, scaffolding, or a similar project-based field environment is strongly preferred. Demonstrated ability to coach and advise senior leaders on complex people matters. Strong knowledge of Canadian employment standards, labour legislation, human rights, workplace investigations, privacy, and HR best practices. Experience supporting multi-site operations across multiple provinces or business units is considered an asset. Experience working with Indigenous partnerships, Indigenous-owned entities, or Indigenous workforce participation commitments is considered an asset. Proven ability to lead, coach, and develop a small HR team.
Skills & Attributes Strong labour relations and employee relations judgment. Practical, business-minded approach to HR. Ability to operate effectively in a high-volume, fast-paced, and client-driven environment. Comfortable navigating ambiguity, competing priorities, and urgent operational needs. Excellent communication, coaching, conflict resolution, and investigation skills. Strong ability to build trust with executives, operations leaders, field teams, unions, and HR colleagues. Highly organized with the ability to manage multiple priorities at once. Resilient, adaptable, and comfortable in a demanding leadership role. Strong analytical and problem-solving skills. Professional discretion and sound judgment when handling confidential and sensitive matters.
Working Conditions Office-based role with regular interaction with field operations, project sites, and business leaders. Travel up to 50% within Canada may be required to support operations, projects, leadership teams, investigations, and employee relations matters. May include exposure to industrial, shop, yard, and field environments. Use of personal protective equipment may be required when attending operational sites. Must be comfortable supporting a business that operates in a fast-paced, project-driven environment with shifting priorities and urgent client needs.
Why Join Brock Canada? This is a unique opportunity to lead HR for a complex Canadian industrial services organization where the work is challenging, varied, and directly connected to business outcomes.
The HR Manager – Canada will have the opportunity to influence all areas of HR, support a dedicated HR team, partner closely with senior operations leaders, and help shape people practices across a high-volume, unionized, project-driven business.
For an HR leader who enjoys complexity, operational partnership, labour relations, and the opportunity to make a visible impact, this role offers a broad and meaningful mandate.