Human Resources

About Wireless DNA

Wireless DNA is Canada's largest exclusive Rogers dealer — 80+ retail locations, 9 international airports, 6 business divisions, and 350+ employees serving some of Canada's most diverse communities. Our airport division operates across Canada's busiest terminals including Toronto Pearson T1 and T3, Halifax, Winnipeg, Ottawa, Edmonton and Calgary. We have been building this company for 27 years and we are not slowing down.

The Role

The airport division has a distinct operating environment. High-turnover, high-stakes, multi-province, and fast-moving. You will build the airport talent pipeline from scratch, own employee relations across all nine locations, enforce compliance across Ontario, Nova Scotia, Manitoba, Alberta, and the National Capital Region, and be the face of People & Culture in the airport division. You will travel to locations, build relationships with store managers and DTLs, and know every airport team well enough to spot a flight risk before they resign.

You will report to the Director, HR and work in close partnership with the Airport District Manager and Airport Operations Manager.

What You Will Own

Talent Acquisition & Pipeline

• Source, screen, and interview candidates for all nine airport locations — managing postings across internal and external channels
• Build proactive candidate pipelines by language, schedule, and cultural fit — do not wait for a vacancy to start sourcing
• Target high-volume retail environments for sourcing: big box mobile, food service, footwear, door-to-door, and tech sales backgrounds
• Coordinate onboarding logistics with the Mobile Trainer — ensure day-one readiness across all locations including security clearance tracking
• Track headcount, open roles, and TA metrics across all nine locations — report to District Manager and Director HR weekly
• Attend airport job fairs and campus events relevant to airport hiring profile
• Manage the QR code pipeline — track and action the volume of daily applicants generated through in-airport branding

Employee Relations & Compliance

• Own and enforce HR policies across all nine airport locations — elevate violations, issue formal documentation, and ensure compliance at the district level
• Provide multi-province employment standards guidance — Ontario, Nova Scotia, Manitoba, Alberta, British Columbia, and the National Capital Region (federal jurisdiction)
• Manage progressive discipline documentation — verbal warnings, written warnings, PIPs, and terminations in compliance with applicable provincial legislation
• Support investigations and employee complaints — conduct fair, thorough, and timely investigations with appropriate documentation
• Partner with the Director HR on complex ER matters and legal risk escalation
• Maintain up-to-date knowledge of provincial ESA, human rights, and occupational health and safety requirements relevant to airport retail operations
• Ensure all airport locations are posting-compliant — mandatory workplace postings current and visible

Retention & People Experience

• Conduct regular employee check-ins and ESAT (Employee Satisfaction) surveys across all airport locations — identify flight risks early and flag to district management
• Partner with store managers and DTLs on performance conversations — coach managers on how to have effective development discussions
• Own the day new hire check-in process for all airport hires — catch early attrition signals before they become departures
• Track sales performance data for every airport hire — connect hiring quality to retention and performance outcomes
• Be present at airport locations regularly — travel is a core part of this role, not an exception
• Act as a brand ambassador for Wireless DNA in the airport division — how you present and carry yourself sets the standard for the team

Travel Requirement

Travel is a core and non-negotiable part of this role. You will be expected to visit airport locations regularly — both in the GTA (T1 and T3 Pearson) and across Canada (Halifax, Winnipeg, Ottawa, Edmonton, Calgary, Vancouver) as needed. Frequency will depend on business needs but you should expect to travel outside Toronto at least once per month. All travel is covered by the company. If you are not comfortable with regular travel, this is not the right role.

Who You Are

You have done this before — not just talked about it. You have hired for high-volume, high-turnover frontline roles and you know that sourcing the right candidate for an airport retail environment is genuinely different from standard retail. You have handled employee relations files — issued discipline, supported investigations, had difficult conve