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Resource Jobs in Manitoba (NOW HIRING)

KPMG

Senior Manager, HR Analytics

Winnipeg, MB · On-site

The HR Digital Enablement & Analytics Centre of Excellence supports the transformation of how we deliver services. The HR Analytics team, in collaboration with the BES Enterprise Analytics and HR ...

St.Amant

Benefits Associate

Winnipeg, MB · On-site

$28.59 - $34.27/hr

The Human Resources Benefits Associate performs all duties in a manner consistent with St.Amant's Mission, Values and Policies, while contributing to reliable service delivery and a positive employee ...

St.Amant

Benefits Associate

Winnipeg, MB · On-site

CA$28.59 - CA$34.27/hr

The Human Resources Benefits Associate performs all duties in a manner consistent with St.Amant's Mission, Values and Policies, while contributing to reliable service delivery and a positive employee ...

VACUUM TRUCK RENTALS LLC

This role works closely with Human Resources, Accounting, and employees throughout the organization to ensure exceptional service and operational excellence. Essential ResponsibilitiesPayroll ...

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Showing results 21-40

All JobsResource JobsResource Jobs in Manitoba

Resource information

See Manitoba salary details

$23K

$71.4K

$144K

How much do resource jobs pay per year?

As of Sep 8, 2026, the average yearly pay for resource in Manitoba is $71,394.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,000.00 and $90,000.00 per year, depending on experience, location, and employer.

What is a resource?

In a workplace or project context, 'resources' refer to all the assets that are available and necessary to complete tasks and achieve goals. These can include human resources (staff), financial assets, equipment, materials, technology, and even time. Proper management of resources ensures that a project runs smoothly, stays within budget, and meets deadlines. Efficient use of resources is critical for productivity and overall success.

What are the key skills and qualifications needed to thrive as a resource manager, and why are they important?

To thrive as a Resource Manager, you need strong organizational abilities, analytical skills, and experience in workforce planning, often accompanied by a degree in business, human resources, or a related field. Familiarity with resource management software (like SAP, MS Project, or Smartsheet) and relevant certifications (such as PMP or SHRM-CP) is highly valued. Excellent communication, negotiation, and problem-solving skills help foster collaboration and optimize resource allocation across teams. These competencies are crucial for ensuring projects are staffed efficiently, deadlines are met, and organizational goals are achieved.

What are some common challenges faced by resource managers when allocating personnel to multiple projects simultaneously?

Resource Managers often encounter the challenge of balancing competing project priorities and ensuring the most efficient use of team members' skills and availability. It can be difficult to prevent overallocation or underutilization, especially when project timelines shift or urgent requests arise. Effective communication with project leads and frequent updates to resource plans are essential to maintain transparency and flexibility. Collaboration tools and clear prioritization processes help Resource Managers address these challenges while supporting team morale and productivity.

What is the difference between Resource vs Technician?

AspectResourceTechnician
Required CredentialsVaries; often includes certifications or training specific to the resource typeTypically requires technical certifications or vocational training
Work EnvironmentCan include administrative, support, or specialized roles in various industriesHands-on technical work, often in maintenance, repair, or installation
Employer & Industry UsageUsed across industries like IT, construction, and healthcare to denote support or supply rolesCommonly found in technical, manufacturing, and maintenance sectors

The main difference between a Resource and a Technician lies in their roles and focus. Resources often refer to support or supply roles that provide necessary assets or services, while Technicians are hands-on professionals performing technical tasks. Both roles may require certifications, but their work environments and industry usage differ significantly.

What are the most commonly searched types of Resource jobs in Manitoba?

The most popular types of Resource jobs in Manitoba are:

Resource jobs near you
Infographic showing various Resource job openings in Manitoba as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution, with an average salary of $71,394 per year, or $34.3 per hour.

Human Resources Business Partner- WJ912

Winnipeg, MB • On-site

Summit Search Group
See more jobs at Summit Search Groupexternal

Full-time

Posted 14 days ago

Key responsibilities

  • Provide day-to-day HR support to leaders and help them lead their teams with clarity.

  • Act as the company's lead advisor on employee relations, performance management, and policy interpretation.

  • Own the development, interpretation, and maintenance of HR policies, ensuring compliance with applicable legislation.

Job description

The position:

Summit Search Group has partnered with a progressive and leading general contractor and construction management firm on the search for their next Human Resources Business Partner.

Reporting to the Director, People and Brand, the Human Resources Business Partner is a trusted advisor to the company’s leaders on workforce and employee matters. The HRBP works with leaders and managers to provide practical guidance that supports business performance, strategy, workforce planning, and employee engagement.

The HRBP is a strategic role that leads employee relations, policy, and performance management to help leaders as they manage and develop their teams. With a strong understanding of construction, labour market trends, and the company’s priorities, the HRBP helps build the workforce practices needed to meet business objectives.

A strategic and collaborative member of the People and Brand team, the HRBP helps develop and deliver initiatives that meet operational needs, support long-term business goals, and help the company attract and retain top talent.


Key Responsibilities

HR Support for Leaders

•   Be the primary HR resource for the company’s people managers, providing day-to-day support leaders and helping them lead their teams with clarity.

•   Support leadership practices that reflect the company’s values and expectations for how managers lead their teams.

•   Partner with the Director on manager toolkits and leadership support resources, providing HR compliance and policy content.

•   Contribute to the continuous improvement and implementation of the company’s Talent Development Program.

•   Bring workforce insight and HR policy expertise to attraction and retention so initiatives are practical, business-focused, and aligned with organizational needs.

•   Support recruitment and onboarding processes as required.

Employee Relations & Engagement

•   Be the company’s lead advisor on employee relations matters, and consistent, fair, and compliant employment practices.

•   Provide guidance and support to leaders on performance management, accommodations, and policy interpretation.

•   Conduct workplace investigations when required.

•   Lead employee engagement surveys and recommend practical strategies to improve engagement in alignment with business goals.

•   Contribute to compensation and salary review process.

•   Contribute to accurate payroll by ensuring compensation changes are properly documented, reviewed, approved, and implemented in alignment with company practices and applicable agreements.

•   Execute and provide continuous on the organization's workforce development initiatives.

Policy & Legislation

•   Own the development, interpretation, and maintenance of HR policies, ensuring alignment with Manitoba employment standards, human rights legislation, and applicable regulations.

•   Act as the primary point of accountability for HR policy and legislative compliance across the organization.

•   Monitor legislative changes and advise leadership proactively on implications for the company's practices and obligations.

•   Collaborate with the HR Team to ensure consistent application of policies across all HR processes.

•   Lead contract administration on projects requiring union agreements, ensuring compliance with applicable collective agreement terms and conditions.

•   Monitor developments in labour relations and employment legislation, advising leadership on implications for the business.


Qualifications

•   Post-secondary education in Human Resources or a related field.

•   CPHR designation or progress toward designation.

•   Minimum 5–7 years of progressive human resources experience.

•   Excellent communication and problem-solving skills.

•   Demonstrated expertise in employee relations, performance management, and HR policy.

•   Strong knowledge of Manitoba employment legislation and HR best practices.

•   Experience supporting leaders in construction, industrial, manufacturing, engineering, or other project-based environments is an asset.

For more information, or to submit your resume, please reach out to Jessica Willis or Erin Steeves at:

Jessica.Willis@summitsearchgroup.com

Erin.steeves@summitsearchgroup.com

 

 

Summit Search Group has a strong commitment to Diversity, Equality and Inclusion. We strive for continuous development, modeling, inclusive behaviors and proactively managing bias throughout our process.