Regional Director, Human Resources

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.

Responsibilities

• Provide overall operational HR leadership and direction across the region, ensuring consistency, quality, and alignment with company strategy.
• Act 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.
• 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.
• Collaborate with the SVP Labour Relations to ensure unionized work sites and major projects achieve positive outcomes using 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.
• 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.
• Ensure compliance with employment legislation, collective agreements, company policies, and industry regulations.
• Partner with Total Rewards, Health & Safety, Corporate Human Resources, 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.
• 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.

Qualifications

• 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.

Benefits

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

EEO Statement

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.

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