Director of People

WHAT DO WE DO?

We create solutions for the people who keep our world flowing.

For over 80 years, John Brooks Company has been solving fluid handling challenges for customers in various industries/markets across Canada by providing a diverse selection of engineered products and innovative system designs, focusing on customized solutions consisting of filtration, pump, spray, and valve products.

THE ROLE

The Director of People & Culture is a strategic leader responsible for developing and executing the People & Culture strategy within a growing organization of nearly 250 employees, with ambitious goals for continued expansion that drives business growth, enhances profitability, and aligns with the company's strategic objectives. This role will focus on fostering a strong organizational culture, driving employee engagement, and ensuring that the company's values are deeply embedded in all aspects of the business. As a key advisor to the CEO and leadership team, the Director will ensure the development of a high-performing, engaged workforce while overseeing People & Culture operations, compliance, and talent acquisition, development, and retention across the company. This role reflects the company's belief that caring for people is central to business success. The Director of People & Culture champions this philosophy by cultivating an environment where individuals feel valued, supported, and empowered to thrive.

DUTIES & RESPONSIBILITIES

Strategic Leadership & Culture Development

• Lead the People & Culture strategy to support business growth and foster a high-performance, values-driven culture.
• Ensure company values are fully integrated into HR policies, leadership behaviours, and employee experiences.
• Integrate people strategies with key business initiatives to enhance productivity, accelerate growth, and support long-term financial performance.
• Maintain and evolve a strong and cohesive company culture across teams and regions, ensuring that the organization's values are consistently upheld as the business grows and evolves.
• Serve as a trusted advisor to the CEO and leadership team on all people-related matters.
• Establish and maintain a strong employer brand to attract and retain top talent.

Talent Management & Leadership Development

• Develop and implement leadership and employee development programs that include practical training, coaching, and mentorship.
• Assess training needs across the organization to support succession planning and ensure employees at all levels are equipped to succeed.
• Create pathways for new employees to onboard and progress quickly, and provide ongoing career development opportunities to help individuals grow into more advanced roles.
• Provide support for new leaders transitioning into leadership roles.
• Partner with leaders to create career development pathways and talent retention strategies that directly contribute to organizational effectiveness and business outcomes.
• Oversee and optimize performance management programs, ensuring they drive accountability and business results.
• Conduct workforce planning to ensure the company has the right talent for future growth.
• Build and maintain internal recruiting capabilities to ensure most hires are managed in-house.
• Drive recruitment excellence, focusing on quality of hire, time-to-fill, and effective onboarding.
• Implement metrics and tools to monitor and improve hiring outcomes.
• Foster a proactive recruitment strategy that builds a strong talent pipeline and aligns hiring practices with business goals.

HR Operations & Compliance

• Ensure compliance with employment legislation across Canada (Ontario, Alberta, Quebec, etc.) and relevant US jurisdictions and provide guidance on HR-related legal matters.
• Oversee the development and refinement of People & Culture policies, programs, and best practices.
• Educate leaders and employees on applicable legislation, policies, and procedures to ensure understanding, consistency, and alignment with organizational values.
• Drive HR technology adoption and optimize the use of HRIS (Dayforce) for data-driven decision-making.
• Provide oversight for health and safety programs in collaboration with Operations, ensuring practices are compliant, values-aligned, and supportive of employee well-being.
• Conduct periodic audits to ensure adherence to health & safety, compliance, and People & Culture best practices.

Total Rewards & Compensation Strategy

• Design and implement competitive compensation and benefits programs that align with business goals and industry benchmarks.
• Develop incentive and recognition programs tied to individual and organizational performance, directly supporting the business growth, profitability, and the achievement of strategic goals.
• Ensure total rewards strategy supports employee engagement, retention, and job satisfaction.
• Lead benefits provider negotiations to maintain competitive offerings.

Employee Engagement & Organizational Effectiveness

• Implement tools and initiatives to enhance employee engagement and workplace satisfaction.
• Continuously gather and respond to employee feedback through formal and informal channels, ensuring timely action and visible follow-through.
• Lead employee experience programs that support mental health, wellness, and work-life balance.
• Coach and support leaders on managing employee relations and fostering a positive team environment.

Change Management & Business Growth

• Translate business growth objectives into People & Culture strategies and scalable people programs.
• Lead People & Culture's involvement in M&A, restructuring, and organizational change to ensure alignment with cultural and operational goals.
• Foster a culture of continuous improvement and innovation by evaluating and enhancing People & Culture processes, tools, and practices to drive measurable business results. Ensure that process improvements contribute to organizational efficiency, employee experience, and alignment with strategic goals.

Requirements

QUALIFICATIONS

Essential:

• University degree in Human Resources Management, Business Administration, or a related field.
• CHRL (Certified Human Resources Leader) designation required.
• Minimum of 12+ years of progressive People & Culture leadership experience, with at least 5 years at a senior managerial level.
• Demonstrated experience leading and managing a team of People & Culture professionals, including setting team goals, providing coaching and development, and fostering a collaborative team environment.
• Proven ability to develop and execute People & Culture strategies that support business growth and transformation.
• Strong experience in organizational culture, employee engagement, leadership development, and talent strategy.
• Advanced knowledge of Ontario employment legislation and strong working knowledge of employment laws across Canada (with a general awareness of U.S. employment practices in relevant jurisdictions).
• Experience managing HRIS (preferably Dayforce) to optimize operational efficiency and decision-making.
• Demonstrated success in leading and developing high-performing People & Culture teams.

Desirable:

• Experience in manufacturing and/or distribution environments preferred.
• CHRE designation is an asset.

WORK ENVIRONMENT

• Fast-paced environment in a dynamic competitive industry
• Daily customer and inter-departmental/branch communication via telephone calls, faxes, emails, and virtual meetings
• Exposure to deadlines, multiple demands and priorities, multi-tasking, and interruptions

Benefits

Canadian founded and owned, John Brooks Company has doubled in size in the last 7 years to over 200 employees across the country. Since 1938, we have worked hard to build & nurture an entrepreneurial environment, where creative thought and initiative are encouraged; this is a place where your ideas matter If you have a strong work-ethic, passion, and determination, we'll provide the tools you need for success. We will help you grow so that we can continue growing.

WHAT'S IN IT FOR YOU?

• Competitive remuneration
• Competitive vacation
• Paid personal day program
• Generous benefits package that includes coverage for things like medical, dental, paramedical, and vision
• Company Group RRSP with employer matching
• Annual health & wellness subsidy

FUN FACTS

• The average employee tenure is 9 years
• We enjoy celebrating achievements by means of formal service awards, employee achievement awards, and milestone birthdays
• We regularly host social events and gatherings to foster togetherness and fun