Vice President, Human Capital

ecl.vincere.io; Edmonton; Presencial; CAD 150.000 - 210.000; Jornada completa

Descripción de la vacante

Rebel Vac Systems, based in Red Deer, Alberta, seeks a Vice President, Human Capital to build and lead the HR function, owning employee relations, onboarding, HR administration, policy implementation, compliance, and recruitment support.

Beyond day-to-day work, the role carries a strategic mandate to establish vision, policies, and processes for expansion across Canada and the United States and to grow a high-performing team as Rebel scales.

Formación

• CPHR designation is required.
• 10+ years of progressive HR leadership experience.
• Experience building or scaling an HR function with policies and processes.
• Strong knowledge of Canadian employment legislation; US familiarity is a plus.
• Excellent communication and relationship-building skills.

Responsabilidades

• Build Rebel’s HR function from the ground up with structure, systems, and service model.
• Develop and implement foundational HR policies, procedures, programs, and documentation.
• Lead strategic human capital initiatives aligned with growth, culture, and compliance.
• Provide hands-on leadership across strategic and daily HR matters.
• Oversee employee relations, onboarding, compensation, benefits, and performance.

Conocimientos

Leadership

Strategic planning

Employee relations

HR policy

Change management

Educación

CPHR designation

Descripción del empleo

THE OPPORTUNITY

Reporting to the Chief Executive Officer, the Vice President, Human Capital (Head of Human Resources) will build and lead Rebel’s human capital function through its next phase of growth. As Rebel’s only dedicated HR professional, this is first and foremost a hands‑on practitioner role, personally owning employee relations, onboarding, HR administration, policy application, compliance, and recruitment support.

Alongside this day-to-day work, the role carries a strategic mandate: to establish the vision, policies, processes, and infrastructure needed to support Rebel’s expansion across Canada and the United States, and to serve as a trusted advisor to the executive team. Over time, the role will grow into building a high‑performing human capital team. This role is based in Red Deer, Alberta.

THE ORGANIZATION

Founded in 2000 and headquartered in Red Deer, Alberta, Rebel Vac Systems is a leading North American manufacturer of hydro‑excavation and industrial vacuum equipment. For more than 25 years, Rebel has built a reputation for innovation, quality, customization, and dependable equipment designed to operate in some of the most demanding environments across North America.

Rebel manufactures a broad range of hydrovac and vacuum systems, including its Renegade and Hurricane product lines and certified dangerous‑goods vacuum systems, supported by a full‑service parts, repair, retrofit, and maintenance operation. Its equipment serves customers across the utility, municipal, environmental, industrial, oilfield, mining, construction, and infrastructure sectors.

The company is in a period of significant growth. In 2024, Rebel consolidated its operations into a new 61,000 square foot facility on more than 12 acres in Red Deer, and it now operates more than 110,000 square feet across two Red Deer locations. In 2025, Rebel acquired CCI Industrial Coatings, now Rebel Industrial Coatings, bringing abrasive blasting, powder coating, and protective finishing capabilities in-house.

With a team of more than 120 people in production and administration, Rebel was named one of Canada’s Best Managed Companies in 2026, recognizing excellence in strategy, operational execution, culture, and sustained growth.

Vision

To create industry‑leading vacuum systems that help customers unearth the potential in every project and help fuel the growth of North America’s expanding infrastructure.

Values

Rebel is guided by seven principles: striving to be remarkable rather than average; collective success through combined effort; the vision to think three steps ahead and the courage to execute the first one; decisions that blend decisive action with careful consideration; a willingness to pivot without losing balance; refusing to accept complacency; and putting the right people in the right environment.

For more information, please visit their website: www.rebelvac.ca

RESPONSIBILITIES

Build the HR Function

• Build Rebel’s HR function from the ground up, establishing the appropriate structure, systems, processes, and service model.
• Develop and implement foundational HR policies, procedures, programs, and documentation.
• Assess current practices and identify opportunities to strengthen consistency, efficiency, compliance, and employee experience.
• Introduce appropriate HR systems, processes, and reporting to support a growing organization.
• Develop the HR team over time as the organization scales, including defining future roles, capabilities, and structure.

Human Capital Strategy & Leadership

• Develop and execute a comprehensive human capital strategy aligned with Rebel’s business objectives, growth plans, and culture.
• Partner closely with the C‑Suite team as the organization’s senior human capital advisor.
• Establish the vision, priorities, policies, and processes for a scalable HR function.
• Translate business objectives into practical workforce and people strategies.
• Provide hands‑on leadership across both strategic and day‑to‑day human capital matters.

Employee & Labour Relations

• Provide leadership on employee relations matters across the organization.
• Ensure policies and practices are aligned with applicable Canadian and U.S. employment legislation.
• Advise leaders on workplace issues, investigations, performance management, accommodations, discipline, and conflict resolution.
• Develop a strong understanding of labour requirements and support the organization as it evolves.
• Build practical, consistent approaches to employee relations across the organization.
• Manage and perform day‑to‑day HR matters related to employee questions, concerns, and issues.

Talent, Leadership & Organizational Development

• Develop workforce planning and talent strategies to support Rebel’s continued growth.
• Establish effective talent acquisition and onboarding practices for both corporate and operational roles.
• Develop programs that support leadership development, succession planning, employee development, and retention.
• Partner with leaders to identify critical talent and future capability requirements.
• Help strengthen leadership capability and accountability throughout the organization.

Compensation, Benefits & Performance

• Establish and evolve compensation and benefits practices that support attraction, retention, and organizational growth.
• Develop appropriate performance management processes and leadership practices.
• Review organizational structures, roles, and compensation practices as Rebel continues to scale.
• Establish appropriate HR metrics and reporting to support informed decision‑making.

U.S. Expansion & Employment Practices

• Provide HR leadership and guidance as Rebel expands its presence and operations in the United States.
• Develop the policies, processes, and infrastructure required to support U.S. employees and operations.
• Ensure HR practices reflect the requirements of applicable Canadian and U.S. employment legislation.
• Partner with external legal and other professional advisors where specialized expertise is required.

Culture & Employee Engagement

• Protect and strengthen Rebel’s culture while supporting the organization through rapid growth and change.
• Foster an environment built around accountability, collaboration, respect, safety, and continuous improvement.
• Develop practical approaches to employee engagement and communication.
• Ensure the employee experience evolves appropriately as the organization grows in size and complexity.

QUALIFICATIONS

• CPHR designation is required.
• 10+ years of progressive human resources leadership experience, with increasing responsibility and exposure to senior leadership.
• Proven experience building or significantly scaling an HR function, including policies, processes, systems, and organizational structure.
• Strong knowledge of Canadian employment legislation; familiarity with U.S. employment law and practices is an asset.
• Broad HR expertise across employee relations, talent acquisition, compensation, benefits, performance management, organizational development, and workforce planning.
• Strong understanding of labour and employee relations.
• Experience in manufacturing, industrial, equipment, construction, energy, or another operationally focused environment is an asset.
• Demonstrated ability to operate strategically while remaining comfortable being hands‑on in a growing organization.
• Experience supporting organizational growth, expansion, integration, or significant change.
• Strong business acumen and the ability to connect people strategy to operational and financial objectives.
• Excellent communication, relationship‑building, and influencing skills.
• Comfortable working in an entrepreneurial, fast‑paced environment where processes and infrastructure are still being developed.
• A practical, solutions‑oriented leadership style with the ability to establish credibility across both leadership and frontline teams.

KEY COMPETENCIES

• Hands‑On Practitioner: Personally executes the day‑to‑day work of HR with no team to delegate to.
• Builder: Establishes HR structure, policies, systems, and processes from the ground up.
• Trusted Advisor: Earns credibility with the CEO, the executive team, and frontline employees.
• Employment Law and Labour Relations: Applies a strong understanding of Canadian legislation and learns U.S. requirements as the business grows.
• Business Acumen: Connects people strategy to operational and financial objectives.
• Entrepreneurial Mindset: Thrives in a fast‑paced, growing organization where processes are still being developed.