Director of Human Resources

About Da-Lee Group

Da-Lee Group is a rapidly growing and private equity-backed business leading in environmental services, industrial cleaning, and dust control solutions across Ontario and the USA. Da-Lee is positioned for aggressive growth and transformation—expanding operations, integrating acquired entities, and building a scalable business infrastructure.

Operating in a project-based, field-driven environment, Da-Lee combines service excellence and integrity with environmental responsibility to support municipal, commercial, and industrial clients across the province. The company's dynamic team is committed to providing the highest level of customer satisfaction and exceeding all industry standards.

Position Overview

The Director of Human Resources (HR) at Da-Lee Group plays a key role in establishing and executing the HR strategy and operational success for the company. Reporting directly to the CEO, the Director of HR will serve as a trusted leader and culture builder, showcasing a values-driven approach to shaping scalable and high-impact people systems that will align the HR functions with the company's evolution through innovative and rapidly-scaling plans.

The Director of HR brings a strategic and culture-focused approach to people planning, leadership development, and change management initiatives. Through a mix of strategic leadership and operational excellence, they will ensure Da-Lee is equipped with the people, culture, and systems needed to sustain and accelerate its growth trajectory.

Key Responsibilities

Strategic People Leadership

• Serve as a trusted advisor to the CEO and executive leadership team, translating business goals into actionable people strategies.
• Lead the development and execution of a long-term HR roadmap that supports Da-Lee's growth, scalability, and culture.
• Provide guidance on organizational structure, leadership capability, and workforce planning to ensure operational efficiency across divisions.
• Collaborate with divisional leaders to build a unified and aligned HR presence across all locations and business units.

Organizational Development & Change Management

• Lead organizational design and change initiatives that strengthen alignment, efficiency, and engagement across the company.
• Oversee integration of newly acquired business units, ensuring seamless cultural alignment and operational consistency.
• Advise and support the implementation of succession planning and internal mobility programs to enhance employee growth and retention.
• Champion initiatives that strengthen Da-Lee's culture of adaptability and continuous improvement.

Culture, Engagement, & Leadership Development

• Foster a values-based workplace culture rooted in safety, accountability, and high performance.
• Oversee engagement and communication initiatives that build connection across distributed and field-based teams.
• Partner with leaders to enhance management capability through coaching, leadership training, and performance feedback practices.
• Promote inclusion and belonging by embedding Da-Lee's values into HR programs and everyday practices.

Performance Management & Total Rewards

• Establish and oversee a performance management program that drives growth, accountability, and alignment with Da-Lee's mission.
• Lead annual review cycles, develop coaching frameworks, and ensure performance feedback processes are consistent and effective.
• Collaborate with executive leadership to manage compensation, benefits, and incentive programs that support talent attraction and retention.
• Ensure all total rewards programs maintain internal equity and market competitiveness.

Compliance, HR Systems & Reporting

• Ensure organizational compliance with employment legislation, health and safety regulations, and all relevant HR policies.
• Maintain oversight of HR audits, certifications, and documentation practices in coordination with the Health and Safety team.
• Leverage HR systems and data analytics to provide insights that inform workforce planning and business decisions.
• Drive continuous improvement in HR processes, reporting, and documentation to support operational excellence.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree or MBA is an asset.
• CHRP or CHRL designation preferred.
• 10+ years of progressive HR experience, including 3–5 years in a senior leadership or management capacity within a multi-site or operationally complex organization.
• Proven success in leading HR strategy in a fast-growing environment (industrial, environmental services, or manufacturing preferred).
• Strong understanding of employment legislation, health and safety standards, and HR compliance requirements in Ontario.
• Demonstrated expertise in organizational design, workforce planning, leadership development, and change management.
• Track record of building and leading high-performing HR teams and implementing scalable HR frameworks and programs.
• Exceptional communication and relationship-building skills, with the ability to advise and collaborate effectively with executives and operational leaders.
• Adept at balancing strategic foresight with hands-on execution to drive both people and business outcomes.
• Experience leveraging HRIS platforms, people analytics, and data-driven insights to inform talent strategy and decision-making.