Human Resources Manager

The Mullings Group; Victoria; On-site; Full time

Job summary

A privately held organization in Victoria, BC is seeking an HR Manager to lead a growing team. Responsibilities include overseeing HR functions, streamlining HR processes, managing employee relations, and enhancing talent acquisition. The ideal candidate should have a minimum of ten years of HR experience, a degree in Human Resources or a related field, and strong skills in analytical decision-making and collaboration. A supportive culture and relocation support are offered for those outside commuting distance.

Qualifications

• Minimum of ten years of HR experience in strategic and operational roles.
• Ability to operate within confidential environments professionally.
• Experience with enterprise HRIS systems.

Responsibilities

• Oversee HR functions and enhance HR processes.
• Manage employee relations and compliance with labor laws.
• Drive talent acquisition and oversee onboarding processes.

Skills

Progressive HR experience

Adaptability

Interpersonal skills

Analytical mindset

Talent acquisition

Change management

Leadership development

Education

Post-secondary education in Human Resources or Business Administration

Tools

Microsoft Office

Ceridian Dayforce

Job description

The Mullings Group is seeking an HR Manager on behalf of a privately held organization with a diverse portfolio of business interests and a strong commitment to operational excellence. The HR Manager will lead a growing team and support a range of generalist responsibilities, including compensation and benefits analysis and program rollout, HR analytics and HRIS collaboration, performance review and learning and development program accountability, and acting as a hands‑on, yet strategic, resource for key stakeholders.

The company fosters a culture grounded in integrity, collaboration, and excellence in customer experience.

This role is based on-site in Victoria, BC; relocation supports are available for those living outside of a commutable distance.

Responsibilities

The HR Manager is responsible for overseeing HR functions, streamlining and enhancing HR processes, leading change initiatives, and aligning people practices with business strategy. The HR Manager will drive continuous improvement, champion a culture of engagement, and ensure that talent and policies support business growth and operational goals.

In this role, the HR Manager works closely with the VP, Head of Talent and various department leaders to ensure an effective and supportive employee experience while promoting a collaborative, inclusive, and high‑performance culture. The ideal candidate is organized, people‑oriented, and eager to contribute to a dynamic workplace.

Strategic HR Leadership

• Partner with leadership to contribute to business strategy by identifying and building organizational capabilities and processes aligned with company values and long‑term goals.
• Provide thought leadership and consulting to managers and teams on people strategy, organizational design, and change readiness.
• Support transformation initiatives and change management processes.

HR Operations & Talent Programs

• Oversee the full spectrum of HR services: workforce planning, talent acquisition, onboarding, performance management, training, compensation, and employee engagement.
• Build and maintain a centralized internal resource for employee programs, policies, and benefits information.
• Support development of an enterprise‑wide compensation structure that promotes fairness, consistency, and competitiveness.

Data & HR Analytics

• Create and maintain dashboards and reports to support strategic decision making with HR data.
• Continuously improve HR processes based on employee and leadership feedback to enhance the overall employee experience.
• Provide feedback and recommendations that inform HR strategy and broader business decisions.
• Liaise closely with the HRIS team on data access, structure, and best practices to meet business needs.

Employee Relations

• Manage employee relations matters, ensuring compliance with Canadian labor laws and HR best practices.
• Lead and/or support investigations related to workplace issues, harassment, and policy violations, while promoting open dialogue and resolution.
• Review and improve policies and procedures across the organization.

Engagement & Culture

• Partner with leadership to develop and implement employee engagement strategies and evaluate their effectiveness.
• Foster a workplace culture based on coaching, feedback, collaboration, and continuous improvement.

Leadership & Talent Development

• Guide talent reviews, ensuring development plans are implemented.
• Develop and maintain standardized employee training resources, including effective rollouts and associated policy creation.
• Support the design and implementation of talent planning activities.
• Lead the performance management process, provide training and guidance to leaders and employees.

Talent Acquisition

• Oversee full‑cycle recruitment activities including sourcing, interviewing, onboarding strategy, and candidate experience.
• Develop and implement effective onboarding and orientation programs to ensure a strong start for all new hires.

Qualifications & Skills

• A minimum of ten years of progressive HR experience, ideally in both strategic and operational roles across multi‑site or multi‑subsidiary organizations.
• Post‑secondary education in Human Resources, Business Administration, or related field.
• Knowledgeable in Provincial Employment Standards.
• Demonstrated ability to operate within highly confidential environments, using sound judgment, discretion and professionalism.
• Highly adaptable and proven ability to navigate a complex, fast‑moving organization with competing priorities and evolving strategic initiatives.
• Experience utilizing enterprise HRIS systems (Ceridian Dayforce is an asset).
• Proficient in Microsoft Office tools: Word, Excel, SharePoint, Teams.
• Strong background in talent acquisition, HR operations, employee relations, leadership development, and change management.
• Analytical mindset with experience in building HR metrics and using data for decision‑making.
• Proactive, collaborative, and hands‑on leadership style with high personal integrity.
• Exceptional interpersonal, communication, and coaching skills.