Director of People and Culture

Position Overview
At Garibaldi Glass, we believe people are at the heart of what we do. As our Director of People and Culture, you will play a pivotal role in our organization by cultivating an environment where employees thrive, leaders grow, and teams excel. This position spans a broad scope of responsibilities, from driving strategic people initiatives and leading HR and Safety teams to implementing training programs and refining recruitment and retention strategies.

You will work closely with leadership and employees to champion initiatives that enhance engagement, strengthen workplace relationships, and foster both personal and professional growth. With a hands-on approach to health and safety, talent acquisition, and HR systems, you will ensure Garibaldi remains a safe, inclusive, and inspiring place to work. If you are passionate about creating meaningful employee experiences, driving organizational excellence, and leading with integrity, this is the role for you. Together, we will shape the future of Garibaldi while empowering our people to achieve their full potential.

Key Responsibilities

People & Culture Leadership

• Foster and promote "The Garibaldi Way" by driving a culture of teamwork, accountability across all teams, and continuous improvement.
• Serve as HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events and other pertinent information.
• Develop and implement people strategies that aim to reduce turnover, improve engagement, and increase retention over time.
• Build, manage, develop, and lead the HR and Safety teams to exceed goals, fostering a collaborative and results-driven environment.
• Partner with leadership to identify and address organizational needs, aligning people strategies with business objectives; create a roadmap for implementation.
• Develop policies that enhance the employee experience, shaping a culture of growth and inclusion using HR best practices.

Recruitment, Onboarding & Retention

• Manage and mentor the HR team members, to refine and execute equitable recruitment strategies, ensuring innovative sourcing and seamless hiring processes that attract top-tier talent for both office and production roles.
• Implement and coach managers on the interview methodology to ensure an effective hiring process.
• Ensure a seamless onboarding experience that equips new hires for success and fosters long-term retention.
• Collaborate with teams to establish and promote data-driven retention initiatives, aiming to increase engagement year-over-year.
• Train managers in effective performance reviews and career development discussions to drive individual and team success.
• Conduct exit interviews to identify trends and opportunities for continuous improvement.

Education, Training, & Growth

• Design and deliver impactful training programs, partnering with departments to create tailored opportunities that support leadership development and role-specific growth.
• Assess the effectiveness of training initiatives using feedback and participation metrics, refining programs as needed.
• Promote internal career pathways and succession planning to support long-term growth and leadership continuity.
• Introduce external education opportunities to provide employees with cutting-edge industry knowledge.

Health & Safety

• Ensure that HR practices comply with labor laws and regulations. Manage HR-related risks and legal matters to protect the organization.
• Lead safety initiatives to ensure COR audit readiness, address gaps in standards, and foster a proactive safety culture in collaboration with the Safety team and Joint Occupational Health and Safety Committee.
• Manage relationships with WorkSafeBC and benefits providers, ensuring effective claims and recovery programs while promoting a comprehensive benefits approach that includes other components of the total compensation package.
• Develop initiatives that promote physical and mental wellbeing, enhancing overall employee satisfaction and productivity.

HR Tools & Systems

• Monitor HR metrics and use data-driven insights to recommend improvements to processes and programs.
• Ensure all HR-related documents are accurately maintained, processed in a timely manner, securely stored, and readily accessible to authorized personnel to support efficient operations and compliance.
• Oversee the full implementation and utilization of the Learning Management System by maintaining training matrices and records, updating documentation, mapping training plans, and recommending initiatives to enhance employee development.
• Coordinate and support the performance appraisal process, ensuring consistency, fairness, and alignment with organizational goals by assisting managers and employees, tracking completion, and facilitating actionable feedback loops.
• Leverage and stay updated on HR technology trends to recommend solutions aligned with business needs.

Qualifications [Education, Experience, Training]

• Bachelor’s degree in Human Resources, Business Administration, or a related field. A professional HR certification such as CPHR is an asset.
• Seven or more years of progressive HR experience, including exposure to employee relations, talent management, performance management, and benefits administration, or an equivalent combination of education, training, and experience.
• At least two years of demonstrated leadership or supervisory experience in managing HR personnel or teams.
• Strong knowledge of employment laws and regulations, with the ability to ensure compliance and advise on legal matters.
• Proven expertise in organizational development, employee relations, and recruitment strategies.

What You Bring [Required Knowledge, Skills, and Abilities]

• A forward-thinking, relationship-focused mindset with a proven ability to inspire and engage teams.
• Comprehensive understanding of BC employment laws and a strong foundation in HR best practices.
• Exceptional communication and problem-solving skills, capable of navigating diverse workstyles and perspectives.
• Strategic vision paired with the ability to implement initiatives that drive measurable results over time.
• Experience implementing tools like the STAR interview method and leveraging HR software for optimized processes.
• Proven success in HR leadership roles, with experience in building high-performing, cohesive teams.
• Commitment to confidentiality, organization, and professionalism in all aspects of work.
• Proficient skills in Office 365. Working knowledge and experience with platforms such as ADP, LinkedIn, Indeed, Predictive Index, LMS, and others.
• Experience working in manufacturing, production, or distribution environment is considered an asset.

Quantitative Dimensions

• Oversee HR Team, Safety Coordinator, and support of 250 employees across the organization.

Compensation

• Ranges from $110,000 to $130,000 annually, depending on experience.