VP, Human Resources

Provide strategic Human Resources support and development of the HR Portfolio and Talent Acquisition teams with developing and executing a forward‑looking people strategy that enables business growth, operational excellence, and cultural alignment. This role leads the HR and Talent team for the portfolio and serves as a strategic advisor to the executive team on workforce planning, talent optimization, organizational effectiveness, and people‑related risk.

A critical component of this role is overseeing HR due diligence and integration for mergers, acquisitions, and strategic partnerships, ensuring people, culture, compensation, and compliance considerations are identified early and managed effectively post‑close.

WHAT WILL YOUR NEW ROLE BE

Strategic Leadership

• Develop and execute a comprehensive HR and talent strategy aligned with business goals and long‑term growth plans

• Serve as a trusted advisor to the Portfolio Group President and Portfolio COO and, executive team, on organizational effectiveness, culture, leadership, and workforce strategy

• Translate business priorities into scalable people programs, policies, and infrastructure

HR & Talent Team Leadership

• Lead, mentor, and develop high‑performing HR and Talent Acquisition teams

• Oversee core HR functions including employee relations, performance management, learning and development, total rewards, HR operations, and compliance

• Ensure Talent Acquisition strategy supports current and future workforce needs, including executive hiring and critical roles

Talent & Workforce Planning

• With the Portfolio HR team drive workforce planning, succession planning, and leadership development initiatives

• Partner with business leaders to forecast talent needs and assess organizational capabilities

• Guide initiatives to improve engagement, retention, and productivity

M&A and Acquisition HR Due Diligence

• Provide SME support to HR due diligence for mergers, acquisitions, and investments, including assessment of:

  • Organizational structure and talent risks

  • Compensation, benefits, and incentive programs

  • Employment agreements and retention strategies

  • Culture and change readiness

  • HR policies, practices, and compliance considerations for possibly a global workforce

• Partner with Legal, Finance, and Learning & Development throughout transaction lifecycle

• Develop people‑related integration strategies and oversee post‑acquisition HR integration and change management

Employee Experience & Culture

• Champion company values, culture, and initiatives

• Ensure a consistent and positive employee experience across the organization

• Provide leadership direction around management efforts during periods of transformation and growth

Central HR Collaboration

• Act as a bridge between the Frontline portfolio and Central HR (including HR Shared Services, HR Technology, Total Rewards, Learning & Development, and Culture & Engagement), leveraging centrally designed programs and tools to deliver consistent, scalable people solutions across the business

• Provide ongoing input and feedback to Central HR on portfolio-specific needs, ensuring co-creation of strategies that balance global consistency with the autonomy required to drive performance and employee experience at the business unit level

Compliance, Risk & Governance

• Ensure compliance with country federal, state, and local employment laws and regulations

• Identify people‑related risks and implement mitigation strategies

• Oversee HR policies, practices, and systems to ensure consistency and scalability

WHAT WE ARE LOOKING FOR

• Bachelor’s degree in Human Resources, Business Administration, or related field

• 15+ years of progressive HR leadership experience, including senior‑level leadership

• Proven experience leading both HR and Talent Acquisition functions

• Demonstrated experience supporting mergers and acquisitions, including HR due diligence and integration

• Strong business acumen with the ability to align people strategy to financial and operational goals

Preferred Qualifications

• Master’s degree (MBA, MS in HR, or related field)

• Experience in a high‑growth, private equity–backed, or multi‑entity organization

• SHRM‑SCP, SPHR, or other relevant certification

WHAT WILL MAKE YOU STAND OUT

• Strategic thinker with strong execution discipline

• Influential leader with executive presence

• Expertise in organizational design and change management

• High emotional intelligence and strong judgment

• Collaborative partner with Legal, Finance, and leadership teams

WHAT WE OFFER

• Three weeks' vacation (four weeks after three years and five weeks after seven years) plus five personal days

• Comprehensive Medical, Dental and Vision coverage from your first day of employment

• Financial and professional development support for CPA candidates and members

• Employee stock ownership and RRSP matching programs

• Lifestyle rewards program

• Flexible work options

• Performance driven organization with many opportunities for advancement

• And more!

COMPENSATION DETAILS

The potential salary range for this role is $110,000 to $130,000 per year, with eligibility for bonus or merit program. Final compensation will be based on experience, skills, market conditions, and internal equity. We offer a competitive Total Rewards program including health benefits, RRSP matching, stock option, and career development opportunities.