Regional Human Resource Manager

Assa Abloy Ab; Oakville; Hybrid; CAD 110,000 - 160,000; Full time

Job summary

The ASSA ABLOY Group seeks an experienced Regional Human Resources Manager to deliver end‑to‑end HR leadership across Western Canada. You will partner with regional leaders to drive employee engagement, workforce effectiveness, and safety excellence, while aligning with centralized teams for consistency of programs.

The role requires hands‑on leadership in a fast‑paced, multi‑site environment, with focus on workforce planning, recruitment support, onboarding, and talent development.

Qualifications

• Bachelor's degree in HR, Business Admin, Industrial Relations, Occupational Health & Safety, or related discipline.
• CHRP/CHRL/CPHR or equivalent HR designation preferred.
• 7+ years of progressive Human Resources experience.
• Minimum 3 years in an HR Manager, HR Business Partner, or senior HR leadership role.
• Experience supporting multi-site operations, field service, construction, industrial, manufacturing, or service organizations.
• Experience supporting employee relations, investigations, performance management, and organizational change.

Responsibilities

• Serve as the primary HR partner to regional business leaders, General Managers, and people leaders.
• Provide guidance on employee relations, performance management, investigations, attendance management, accommodations, corrective action, and conflict resolution.
• Coach leaders on employee development, engagement, retention, and leadership effectiveness.
• Support workforce planning, organizational design, succession planning, and talent reviews.
• Lead regional execution of HR initiatives, policies, programs, and processes.
• Ensure consistency and compliance with company policies and employment legislation.
• Support integration activities related to acquisitions, organizational changes, and business growth initiatives.
• Manage Union relationships with branches that are part of the Carpenters Union.
• Safety Leadership & Coordination Champion a strong safety culture across the region and support leadership accountability for safety performance.
• Partner with the centralized Safety team to ensure effective implementation of corporate safety programs, policies, inspections, audits, investigations, and corrective actions.
• Support leaders with incident management, return-to-work programs, and regulatory compliance requirements.
• Monitor safety trends and collaborate with operational leaders on risk mitigation initiatives.
• Participate in site visits, safety reviews, investigations, and leadership discussions as required.
• Talent Acquisition Partnership Work closely with the centralized Talent Acquisition team to support regional hiring strategies and workforce needs.
• Assist leaders with workforce planning, recruiting priorities, and critical role hiring.
• Participate in candidate selection and leadership recruitment processes.
• Provide market intelligence on compensation, talent availability, and competitive hiring conditions.
• Support effective onboarding and integration of new employees.
• Training & Development Partnership Collaborate with the centralized Training & Development team to identify regional training needs and capability gaps.
• Support implementation of technical, leadership, compliance, and safety training programs.
• Promote employee development, career progression, and succession planning initiatives.
• Encourage utilization of learning resources, development programs, and the company's learning management system.
• Assist leaders in building and executing employee development plans.
• Employee Relations & Compliance Conduct workplace investigations and provide recommendations on appropriate resolutions.
• Ensure compliance with applicable employment standards, human rights legislation, occupational health and safety requirements, and corporate policies.
• Support disability management, accommodation, and return-to-work processes.
• Maintain accurate documentation and HR records.
• Partner with internal and external resources on complex employee matters as needed.
• Leadership & Organizational Effectiveness Serve as a member of the regional leadership team.
• Support organizational change, business transformation, and continuous improvement initiatives.
• Use HR and safety metrics to identify trends, risks, and opportunities.
• Drive leadership accountability for employee engagement, performance, safety, and talent outcomes.
• Foster a collaborative, inclusive, and high‑performing workplace culture.

Skills

Employee relations

Leadership

Influencing

Coaching

Communication

Analytics

Education

Bachelor's degree in HR / related field

HR designation (CHRP/CHRL/CPHR) preferred

Job description

Position Summary The Regional Human Resources Manager is responsible for delivering end-to-end HR leadership and support across Western Canada, partnering closely with operational leaders to drive employee engagement, workforce effectiveness, organizational performance, and safety excellence. Reporting to the Director, Human Resources, this role serves as the primary HR partner for the region, providing strategic and operational leadership across the full employee lifecycle, including workforce planning, recruitment support, onboarding, employee relations, performance management, talent development, compliance, succession planning, and organizational change. The Regional HR Manager works collaboratively with Assa Abloy Canada's centralized Safety, Talent Acquisition, and Training & Development teams to ensure consistent execution of corporate programs while addressing the unique needs of regional operations. The successful candidate is a hands‑on HR leader who thrives in a fast‑paced, multi‑site environment and is passionate about building strong teams, supporting leaders, and fostering a culture of accountability, safety, and continuous improvement.

Key Responsibilities

• Human Resources Business Partnership Serve as the primary HR partner to regional business leaders, General Managers, and people leaders.
• Provide guidance and support on employee relations, performance management, investigations, attendance management, accommodations, corrective action, and conflict resolution.
• Coach leaders on employee development, engagement, retention, and leadership effectiveness.
• Support workforce planning, organizational design, succession planning, and talent reviews.
• Lead regional execution of HR initiatives, policies, programs, and processes.
• Ensure consistency and compliance with company policies and employment legislation.
• Support integration activities related to acquisitions, organizational changes, and business growth initiatives.
• Manage Union relationships with branches that are part of the Carpenters Union.
• Safety Leadership & Coordination Champion a strong safety culture across the region and support leadership accountability for safety performance.
• Partner with the centralized Safety team to ensure effective implementation of corporate safety programs, policies, inspections, audits, investigations, and corrective actions.
• Support leaders with incident management, return-to-work programs, and regulatory compliance requirements.
• Monitor safety trends and collaborate with operational leaders on risk mitigation initiatives.
• Participate in site visits, safety reviews, investigations, and leadership discussions as required.
• Talent Acquisition Partnership Work closely with the centralized Talent Acquisition team to support regional hiring strategies and workforce needs.
• Assist leaders with workforce planning, recruiting priorities, and critical role hiring.
• Participate in candidate selection and leadership recruitment processes.
• Provide market intelligence on compensation, talent availability, and competitive hiring conditions.
• Support effective onboarding and integration of new employees.
• Training & Development Partnership Collaborate with the centralized Training & Development team to identify regional training needs and capability gaps.
• Support implementation of technical, leadership, compliance, and safety training programs.
• Promote employee development, career progression, and succession planning initiatives.
• Encourage utilization of learning resources, development programs, and the company's learning management system.
• Assist leaders in building and executing employee development plans.
• Employee Relations & Compliance Conduct workplace investigations and provide recommendations on appropriate resolutions.
• Ensure compliance with applicable employment standards, human rights legislation, occupational health and safety requirements, and corporate policies.
• Support disability management, accommodation, and return-to-work processes.
• Maintain accurate documentation and HR records.
• Partner with internal and external resources on complex employee matters as needed.
• Leadership & Organizational Effectiveness Serve as a member of the regional leadership team.
• Support organizational change, business transformation, and continuous improvement initiatives.
• Use HR and safety metrics to identify trends, risks, and opportunities.
• Drive leadership accountability for employee engagement, performance, safety, and talent outcomes.
• Foster a collaborative, inclusive, and high‑performing workplace culture.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Occupational Health & Safety, or a related discipline.
• CHRP, CHRL, CPHR, or equivalent HR designation preferred.
• Experience 7+ years of progressive Human Resources experience.
• Minimum 3 years in an HR Manager, HR Business Partner, or senior HR leadership role.
• Experience supporting multi-site operations, field service, construction, industrial, manufacturing, or service organizations.
• Experience supporting employee relations, investigations, performance management, and organizational change.
• Experience working with occupational health and safety programs is preferred.
• Experience in a growth‑oriented or acquisition‑driven environment is considered an asset.

Knowledge, Skills & Abilities

• Strong understanding of employment legislation across Western Canada.
• Working knowledge of occupational health and safety regulations and best practices.
• Exceptional influencing, coaching, and relationship-building skills.
• Strong problem‑solving, conflict resolution, and decision‑making abilities.
• Ability to manage competing priorities in a fast‑paced environment.
• Strong analytical and communication skills.
• High level of professionalism, discretion, and business acumen.

Key Success Measures

• Employee engagement and retention outcomes.
• Safety performance and proactive risk reduction.
• Quality and timeliness of employee relations support.
• Leadership effectiveness and people manager capability.
• Recruitment and retention of critical talent.
• Succession bench strength and employee development progress.
• Successful implementation of corporate HR, safety, training, and recruitment initiatives.
• Strong partnership and credibility with operational leaders throughout Western Canada.

Travel: Approximately 30% travel or as needed.

We are the ASSA ABLOY Group Our people have made us the global leader in access solutions. In return, we open doors for them wherever they go. With nearly 63,000 colleagues in more than 70 different countries, we help billions of people experience a more open world. Our innovations make all sorts of spaces – physical and virtual – safer, more secure, and easier to access. As an employer, we value results – not titles, or backgrounds. We empower our people to build their career around their aspirations and our ambitions – supporting them with regular feedback, training, and development opportunities. Our colleagues think broadly about where they can make the most impact, and we encourage them to grow their role locally, regionally, or even internationally. As we welcome new people on board, it’s important to us to have diverse, inclusive teams, and we value different perspectives and experiences.

We are the ASSA ABLOY Group Our people have made us the global leader in access solutions. In return, we open doors for them wherever they go. With nearly 63,000 colleagues in more than 70 different countries, we help billions of people experience a more open world. Our innovations make all sorts of spaces – physical and virtual – safer, more secure, and easier to access. As an employer, we value results – not titles, or backgrounds. We empower our people to build their career around their aspirations and our ambitions – supporting them with regular feedback, training, and development opportunities. Our colleagues think broadly about where they can make the most impact, and we encourage them to grow their role locally, regionally, or even internationally. As we welcome new people on board, it’s important to us to have diverse, inclusive teams, and we value different perspectives and experiences.