Director Workforce Development Jobs in Newfoundland and Labrador

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SUMMARY
Reporting to the Vice President HR Business Advisory, the Regional Director, Human Resources provides strategic and operational HR leadership across all locations in Eastern Canada. This role is accountable for setting the direction, standards, and priorities for HR Business Partnering support and for leading a team of HR professionals across the region.

Working in close partnership with Operations leadership, this role ensures consistent, compliant, and effective people practices that support safe operations, positive employee relations, strong leadership capability, and an engaged workforce. The Director plays a critical role in translating company people strategy into practical, site ready execution while bringing operational realities back into corporate HR strategy and decision making.
PRIMARY SCOPE OF ROLE

OPERATIONAL HR LEADERSHIP

• Provide overall leadership and direction for HR support across the region, ensuring consistency, quality, and alignment with company strategy.
• Acts as the senior HR advisor to Operations leadership on workforce planning, employee relations, leadership effectiveness, and organizational change.
• Balance enterprise standards with local operational needs, ensuring solutions are practical, scalable, and sustainable.

LEADERSHIP & TEAM MANAGEMENT

• Lead, coach, and develop the HR team across the region.
• Set clear expectations, priorities, and performance standards for the HR team.
• Build strong bench strength and succession plans for HR roles within the region.

LABOUR RELATIONS & EMPLOYEE RELATIONS

• Collaborate with the SVP Labour Relations to ensure unionized work sites and Major Projects are performing work in a positive productive manner utilizing labour relations best practices.

• Ensure consistent, fair, and legally compliant approaches to investigations, discipline, and conflict resolution across all sites.
• Champion positive employee relations across the region.

TALENT & LEADERSHIP DEVELOPMENT

• Partner with Operations and corporate HR teams to strengthen leadership capability at all levels within the region.
• Oversee talent planning, succession management, and leadership pipeline development for Operations leadership roles.
• Support executive and senior leadership recruitment for Operations roles, as required.

GOVERNANCE, RISK & COMPLIANCE

• Ensure compliance with employment legislation, collective agreements, company policies, and industry regulations across all sites.
• Partner with Total Rewards, Health & Safety, Corporate Human Resources and Labour Relations and Legal to proactively manage people related risk.
• Monitor trends and risks related to turnover, engagement, absenteeism, grievances, and compliance, and recommend mitigation strategies.

DATA, INSIGHTS & CONTINUOUS IMPROVEMENT

• Review and analyze key HR and workforce metrics for the region and use insights to drive continuous improvement.
• Identify opportunities to simplify, standardize, and strengthen HR processes within Operations.
• Lead or support cross functional initiatives that improve the employee and leader experience.

POSITION REQUIREMENTS

• Bachelor's degree in Human Resources, Industrial Relations, Business Administration, or a related field.
• 10+ years of progressive HR Leadership experience, with significant experience supporting multi site, unionized and non-unionized environments.
• Demonstrated experience leading HR team members (regional or site based) and influencing senior operational leadership.
• Strong knowledge of labour relations, employment legislation, and HR best practices in unionized environments.
• Proven ability to balance strategic thinking with hands on, practical execution.
• Strong analytical and problem-solving skills, with the ability to use data to drive decisions and measure the effectiveness of HR programs.
• Strong leadership presence, sound judgment, and the ability to navigate complex and sensitive issues.
• Demonstrated experience in leading and developing high-performing HR teams
• Ability to work in a fast-paced, dynamic environment with competing priorities and multiple stakeholders.
• Experience in working in acquisitive environments with experience in facilitating company acquisitions from a people perspective.
• Willingness and ability to travel regularly across the region.
• Bilingualism is an asset.

WHAT WE OFFER

• Annual performance-based bonus.
• Comprehensive group benefits program.
• Retirement savings program.
• Career growth and advancement opportunities.

Disclaimers

Artificial Intelligence (AI) Disclosure: AI tools are not used in the screening or assessment of applicants for this position.

Vacancy Status: This posting is for an existing job vacancy.

GIP does not accept unsolicited resumes from external recruiters or agencies. We only work with approved partners directly engaged by our Human Resources team for specific searches. Unsolicited submissions will not be eligible for placement fees.

We thank you for your interest. Only those selected for an interview will be contacted.

Green Infrastructure Partners Inc. "GIP", is an equal opportunity employer and encourages women, Indigenous peoples, persons with disabilities and members of visible minorities to apply. We seek to hire individuals with diverse characteristics, backgrounds and perspectives.

We believe that world-class talent makes no distinctions based on gender, ethnic or national origin, sexual identity and orientation, age, religion or disability, but enriches itself through these differences. GIP will provide accommodations to job applicants with disabilities throughout the recruitment process. If you require an accommodation, please notify us and we will work with you to meet your needs.