Vice President, Human Resources

Durabuilt Windows & Doors is one of Western Canada’s leading manufacturers of residential and commercial windows and doors.

Founded in 1988 and headquartered in Edmonton, Durabuilt has grown from an entrepreneurial operation into a diversified organization employing more than 800 people across multiple facilities and provinces.

Recognized as one of Canada’s Best Managed Companies, our success has been built on quality, innovation, customer service, and an entrepreneurial spirit.

As we enter our next phase of growth, we are looking for an accomplished and commercially minded Vice President, Human Resources to join our Executive Leadership Team and shape the future of our people strategy.

This is not simply a role focused on managing HR operations.

It is an opportunity to influence the organization at an enterprise level, strengthening leadership capability, shaping organizational design, building scalable people practices, advancing culture, and ensuring our workforce strategy supports sustainable business growth.

Reporting directly to the CEO, the VP, Human Resources will serve as a trusted executive advisor and provide an independent, informed perspective on our people, culture, organizational health, workforce risks, and emerging opportunities.

The Opportunity The VP, Human Resources will lead the evolution of Durabuilt’s people strategy while preserving the entrepreneurial culture and agility that have contributed to our success.

You will partner closely with the CEO and Executive Leadership Team to ensure organizational structure, leadership capability, talent, culture, and workforce investments remain aligned with business priorities.

You will provide strategic direction to the HR function while building the systems, governance, leadership capability, and organizational infrastructure required to support a growing, multi-location business.

We are looking for a leader who is equally comfortable in the executive boardroom and on the manufacturing floor!

Someone who understands the business, builds credibility through relationships and results, and can translate people strategy into practical business outcomes.

Key Responsibilities Enterprise People Strategy & Executive Partnership Develop and execute a multi-year people strategy aligned with Durabuilt’s growth, operational scalability, and long-term objectives.

Serve as a trusted advisor to the CEO and Executive Leadership Team on organizational effectiveness, executive talent, workforce risk, culture, leadership capability, and significant people decisions.

Organizational Design & Workforce Transformation Lead organizational design and workforce planning initiatives that ensure our structure, capabilities, talent pipelines, and workforce models are positioned for future business requirements.

Guide people-related transformation through periods of growth, restructuring, operational change, and increasing organizational maturity.

Leadership, Talent & Succession Strengthen leadership capability across the organization and establish robust succession planning for executive, senior leadership, and business-critical positions.

Oversee enterprise approaches to talent acquisition, development, performance management, workforce planning, and leadership effectiveness.

Culture, Engagement & Employee Experience Champion a culture that reflects Durabuilt’s values while strengthening employee engagement, accountability, inclusion, and the overall employee experience.

Advance our employee value proposition and employer reputation to support attraction and retention.

HR Transformation, Technology & Analytics Build a high-performing HR function equipped to support a complex, multi-location organization.

Champion scalable processes, HR technology, reporting, and people analytics that improve efficiency and provide leaders with meaningful workforce insights for decision-making.

Governance, Risk & Organizational Health Establish appropriate HR governance and leadership accountability frameworks.

Ensure compliance with applicable employment legislation and provide executive-level reporting and insights on workforce strategy, succession readiness, organizational health, culture, and emerging people risks.

The Ideal Candidate You are an experienced HR executive who understands that effective people strategy must ultimately enable business performance.

You have successfully helped organizations navigate growth, transformation, and increasing organizational complexity.

You are approachable, commercially astute, curious, and credible.

You build trust across all levels of an organization and are comfortable respectfully challenging senior leaders when necessary.

You influence through sound judgment, evidence, relationships, and a deep understanding of the business.

Most importantly, you are a builder.

You are energized by the opportunity to strengthen teams, develop leaders, solve complex organizational problems, and leave behind stronger organizational capability than you inherited.

This reflects the executive-search profile's emphasis on someone who thrives in entrepreneurial environments and enjoys building rather than simply maintaining established systems.

Qualifications & Experience 15+ years of progressive HR leadership experience, including senior executive HR leadership roles.

Experience leading HR strategy in complex, manufacturing, multi-site organizations (500–2,000+ employees).

Proven experience in executive succession planning, organizational design, enterprise culture transformation, and executive compensation strategy.

Strong financial acumen with experience aligning workforce investments to business performance.

Experience advising CEOs, Boards, and executive teams on strategic people matters.

Demonstrated ability to build, mentor, and lead high-performing HR teams Demonstrated success leading enterprise transformation and scaling organizations through growth.

Education / Credentials Bachelor’s degree in Human Resources, Business, Industrial Relations, or related discipline required.

Master’s degree (MBA / HRM) considered an asset.

CPHR or equivalent executive HR designation preferred.

Why Durabuilt?

At Durabuilt, our values Individual, Innovative, Driver, Caring, and Ownership shape how we work, lead, and build relationships.

We believe diversity strengthens our business and are committed to an environment where individuals feel respected, valued, and empowered to succeed.

For the right executive, this is an opportunity to do more than lead an HR function.

It is an opportunity to shape the people architecture of a successful Canadian organization as it prepares for its next stage of growth.

A competitive executive compensation package, bonus, and comprehensive benefits will be offered.

Thank you for your interest in joining Durabuilt Windows & Doors! #DWDC Thank you for applying!

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