About the role
Director of Human Resources MVP Talent Corp, a leader in Executive Search, has partnered with our client in search of a Director of Human Resources. This is an immediate, permanent, full-time, onsite opportunity. The best fit is an HR professional at the mid-point of their career, with extensive previous leadership experience as a manager or director of a publicly traded, medium-sized (100-300 person) company.
This person’s passion and enthusiasm for HR, along with personal motivation and initiative, will drive their eagerness to lead a small team, assess the overall HR function, and implement change if/where necessary.
Position Overview The Director, Human Resources, will lead the Company’s HR function and support the continued development of its people, culture, and public-company HR infrastructure. Reporting directly to the General Counsel and Corporate Secretary, the Director will act as a trusted advisor to the executive leadership team and operational leaders and will be responsible for both strategic HR leadership and practical execution across Canada and the United States.
This is a senior leadership opportunity for an experienced HR professional who can combine strategic judgment with hands-on execution. The successful candidate will lead a small, capable HR function, partner closely with senior leaders and external advisors, and support public-company requirements relating to executive compensation, equity compensation, governance disclosure, and employee share ownership programs.
Key Responsibilities
Strategic HR Leadership Lead the Human Resources function and align HR priorities with business strategy, operational requirements, and public-company obligations. Act as a trusted advisor to executive leadership and operational leaders on workforce planning, organizational effectiveness, talent management, employee relations, compensation, and culture. Support materials and analysis for executive leadership and as required, the Board of Directors and its committees in relation to human resources, succession planning, compensation, equity compensation, and governance matters. Talent, Culture, and Organizational Effectiveness Manage talent acquisition, development, and retention by developing and executing strategic recruitment plans to address short- and long-term staffing requirements. Support leadership development, succession planning, performance management, and employee engagement initiatives. Partner with leaders to promote a practical, accountable, and collaborative culture aligned with corporate values and business objectives.
Total Rewards, Benefits, and Equity Compensation Lead and support total rewards initiatives, including compensation benchmarking, salary planning, incentive compensation, benefits, and equity-based compensation. Support the design, implementation, and ongoing administration of the Company’s equity compensation programs, including equity awards, employee share purchase plan matters, participant communications, recordkeeping, and coordination with legal, finance, payroll, and external advisors. Analyze market benchmarking and compensation data to support competitive, shareholder-aligned executive and employee compensation programs. Support the preparation of annual compensation disclosure, including the Company’s Management Information Circular, in collaboration with Legal, Finance, and external advisors.
Compliance, Employee Relations, and Cross-Border Support Provide consultation and support to operational leaders to ensure compliance with applicable employment laws, regulations, and HR best practices in Canada and the United States. Establish parameters and oversee severance, release, and termination processes, including coaching managers on fair, consistent, and legally compliant outcomes. Develop, maintain, and implement HR policies and guidelines to support consistent treatment of employees and compliance with Canadian and U.S. employment standards. Maintain awareness of changes in employment law, government policy, compensation governance, and HR best practices.
HR Operations and Reporting Maintain and update the Human Resources budget and support year-end reporting. Oversee HR-related administration, payroll, systems, records, and processes to ensure accuracy, confidentiality, and operational effectiveness.
Qualifications and Experience 12+ years of progressive human resources experience, including experience in a senior HR leadership role. Experience working in both Canadian and U.S. employment environments. Public company experience, including exposure to executive compensation, equity compensation, compensation disclosure, or governance committee support. Bachelor’s degree in human resources or related discipline; CPHR / CHRP designation preferred. Strong understanding of Canadian and U.S. employment laws, HR compliance requirements, and employee relations best practices. Experience advising executive leadership using sound judgment and practical business orientation. Strong business acumen and the ability to translate business objectives into practical HR strategies and solutions. Experience with compensation benchmarking, incentive compensation, equity-based compensation, or employee share ownership programs. Strong written and verbal communication skills, with the ability to prepare clear, concise, and executive-ready materials.
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About the role
Director of Human Resources MVP Talent Corp, a leader in Executive Search, has partnered with our client in search of a Director of Human Resources. This is an immediate, permanent, full-time, onsite opportunity. The best fit is an HR professional at the mid-point of their career, with extensive previous leadership experience as a manager or director of a publicly traded, medium-sized (100-300 person) company.
This person’s passion and enthusiasm for HR, along with personal motivation and initiative, will drive their eagerness to lead a small team, assess the overall HR function, and implement change if/where necessary.
Position Overview The Director, Human Resources, will lead the Company’s HR function and support the continued development of its people, culture, and public-company HR infrastructure. Reporting directly to the General Counsel and Corporate Secretary, the Director will act as a trusted advisor to the executive leadership team and operational leaders and will be responsible for both strategic HR leadership and practical execution across Canada and the United States.
This is a senior leadership opportunity for an experienced HR professional who can combine strategic judgment with hands-on execution. The successful candidate will lead a small, capable HR function, partner closely with senior leaders and external advisors, and support public-company requirements relating to executive compensation, equity compensation, governance disclosure, and employee share ownership programs.
Key Responsibilities
Strategic HR Leadership Lead the Human Resources function and align HR priorities with business strategy, operational requirements, and public-company obligations. Act as a trusted advisor to executive leadership and operational leaders on workforce planning, organizational effectiveness, talent management, employee relations, compensation, and culture. Support materials and analysis for executive leadership and as required, the Board of Directors and its committees in relation to human resources, succession planning, compensation, equity compensation, and governance matters. Talent, Culture, and Organizational Effectiveness Manage talent acquisition, development, and retention by developing and executing strategic recruitment plans to address short- and long-term staffing requirements. Support leadership development, succession planning, performance management, and employee engagement initiatives. Partner with leaders to promote a practical, accountable, and collaborative culture aligned with corporate values and business objectives.
Total Rewards, Benefits, and Equity Compensation Lead and support total rewards initiatives, including compensation benchmarking, salary planning, incentive compensation, benefits, and equity-based compensation. Support the design, implementation, and ongoing administration of the Company’s equity compensation programs, including equity awards, employee share purchase plan matters, participant communications, recordkeeping, and coordination with legal, finance, payroll, and external advisors. Analyze market benchmarking and compensation data to support competitive, shareholder-aligned executive and employee compensation programs. Support the preparation of annual compensation disclosure, including the Company’s Management Information Circular, in collaboration with Legal, Finance, and external advisors.
Compliance, Employee Relations, and Cross-Border Support Provide consultation and support to operational leaders to ensure compliance with applicable employment laws, regulations, and HR best practices in Canada and the United States. Establish parameters and oversee severance, release, and termination processes, including coaching managers on fair, consistent, and legally compliant outcomes. Develop, maintain, and implement HR policies and guidelines to support consistent treatment of employees and compliance with Canadian and U.S. employment standards. Maintain awareness of changes in employment law, government policy, compensation governance, and HR best practices.
HR Operations and Reporting Maintain and update the Human Resources budget and support year-end reporting. Oversee HR-related administration, payroll, systems, records, and processes to ensure accuracy, confidentiality, and operational effectiveness.
Qualifications and Experience 12+ years of progressive human resources experience, including experience in a senior HR leadership role. Experience working in both Canadian and U.S. employment environments. Public company experience, including exposure to executive compensation, equity compensation, compensation disclosure, or governance committee support. Bachelor’s degree in human resources or related discipline; CPHR / CHRP designation preferred. Strong understanding of Canadian and U.S. employment laws, HR compliance requirements, and employee relations best practices. Experience advising executive leadership using sound judgment and practical business orientation. Strong business acumen and the ability to translate business objectives into practical HR strategies and solutions. Experience with compensation benchmarking, incentive compensation, equity-based compensation, or employee share ownership programs. Strong written and verbal communication skills, with the ability to prepare clear, concise, and executive-ready materials.