Director HR

Director HR# Director HRCompany: ASSA ABLOY Entrance Systems, Direct Business – Canada Department: Human Resources Reports To: Vice President, Human Resources

Location:
Oakville, ON (4 days/week on-site, flexible day-to-day)Travel: Approximately 20%–30% across Canadian regional branchesOverviewReporting to the Vice President, Human Resources, the Director, Human Resources – Canada leads the national delivery of core HR programs and people operations across a multi-site, multi-province organization. Leading a regional team of HR Managers, this role acts as the national anchor for complex employee relations, legal compliance, compensation and benefits, workforce planning, and M&A integration. This role is built for a grounded, technically deep HR leader who thrives in a collaborative, mid-to-large corporate environment, balances sound risk management with operational realities, and takes genuine pride in team coaching and functional execution.Key AccountabilitiesHR Leadership & Team Development* Lead, mentor, and coach a team of three Regional HR Managers supporting branch operations across Canada;
* Foster high team cohesion, accountability, and operational consistency across provinces while respecting regional nuances;
* Act as a trusted sounding board and escalation partner for regional team members facing high-stakes operational issues;
* Drive a collaborative, service-oriented culture that partners seamlessly with field operations.Employee Relations, Employment Law & Compliance* Serve as the national subject-matter expert on complex employee relations, workplace investigations, human rights matters, and accommodations across Canadian jurisdictions;
* Provide pragmatic, legally sound guidance to senior leaders and regional teams on disciplinary actions, performance management, and separations;
* Assess workforce issues through a clear risk-and-probability lens, balancing statutory obligations with business goals; and
* Standardize workplace practices and documentation to mitigate organizational liability across growing branch operations.M&A Integration & Change Management* Direct the HR integration workstreams for newly acquired businesses across Canada;
* Partner closely with operational leaders to align workforce structures, cultural transitions, and people processes;
* Lead the harmonization and rollout of national HR policies, compensation bands, benefits programs, and onboarding for acquired teams;
* Monitor integration milestones, proactively mitigating friction to ensure a stable and positive employee experience throughout transitions.Compensation, Benefits & Workforce Planning* Direct annual compensation reviews, salary band administration, and market benchmarking;
* Oversee national benefits programs and vendor relationships, evaluating plan performance and cost effectiveness;
* Collaborate with executive and operational leadership on workforce planning, headcount budgeting, and structural design;
* Prepare data-grounded business cases and executive recommendations regarding organizational investments and restructuring.HR Operations & Continuous Improvement* Leverage workforce analytics, retention metrics, and turnover trends to inform people strategies;
* Partner collaboratively with Talent Acquisition, Payroll, Health & Safety, and Training teams to streamline operational workflows;
* Continuously evaluate and modernize HR service delivery to reduce administrative drag across field operations.Required Qualifications & Experience* Bachelor’s degree in Human Resources Management, Industrial Relations, Business Administration, or a related field;
* 8+ years of progressive HR experience, including multi-site or national operational support in Canada;
* 3+ years in a people-leadership capacity directly managing HR Business Partners or HR Managers;
* Deep technical mastery of Canadian employment standards, human rights legislation, and employee relations practices across multiple provinces (Ontario, Quebec, and Western Canada);
* Demonstrated hands-on experience leading HR integration activities for mergers and acquisitions;
* CHRL, CPHR, or equivalent professional designation is strongly preferred.Key Behavioural Competencies* Capable of balancing statutory compliance with commercial reality, evaluating issues on probability and business impact.
* Approaches operational leaders as a true problem-solving partner rather than a rigid policy gatekeeper.
* Results-driven and self-directed, with a strong focus on functional delivery, cross-regional impact, and high-quality operational support.
* Demonstrated operational ownership, thriving in hands-on execution and team enablement.
* Open to feedback, curious about differing perspectives, and receptive to evolving approaches.
* Able to model composure, manage high workloads sustainably, and maintain clear perspective during demanding integration periods.Performance Indicators (What Success Looks Like)* HR practices