Human Resources jobs

At Phoenix Industrial Group of Companies, we pride ourselves on being a trusted partner in industrial construction and maintenance across Western Canada. For over three decades, we’ve built a reputation grounded in safety, integrity, performance, and continuous improvement.

Our success is driven by our people, professionals who are committed to quality work, responsible decision-making, and supporting our clients with industry-leading expertise. As Phoenix continues to grow, we are seeking talented individuals who share our values and want to contribute to a high-performing organization.

Position Summary

Phoenix Industrial Group of Companies is seeking an experienced and strategic Senior HR Manager to lead and manage the overall delivery of Human Resources services, policies, programs, and initiatives across the organization at our Nisku location.

The Senior HR Manager will serve as a trusted partner to senior leadership, managers, and employees, providing strategic and operational HR guidance across recruitment, employee relations, compensation and benefits, performance management, training and development, organizational development, compliance, and workforce planning.

The successful candidate will have strong knowledge of provincial and federal employment legislation and experience supporting a workforce within industrial construction, oil and gas, or related sectors. This role will play a key part in building a high-performing workforce while supporting Phoenix Industrial's commitment to safety, operational excellence, and company culture.

Work Location: In person at our Nisku office.
Reporting to the: President and CEO

Key Responsibilities:

Recruitment & Staffing

• Design, develop, implement, and continuously improve the organization's recruitment and staffing processes.
• Establish recruitment metrics, measurement standards, reporting, and corrective actions to address identified gaps.
• Develop selection matrices to determine the most effective recruitment channels and sourcing strategies for various positions.
• Research industry best practices in recruitment and staffing and implement appropriate strategies within the organization.
• Build and maintain strong relationships with internal hiring managers, employees, recruitment agencies, and external partners.
• Identify and implement cost-effective recruitment strategies while maintaining quality and efficiency.
• Develop and manage social media and other recruitment communication strategies for various job profiles.
• Conduct interviews and participate in the selection of managerial, professional, and other key positions.
• Develop and maintain job descriptions, qualifications, competencies, and responsibilities.
• Manage and develop the HR recruitment team, including establishing objectives, coaching, training, and performance expectations.

Employee Relations & HR Operations

• Act as the primary HR point of contact for managers regarding recruitment, employee relations, personnel matters, and HR policies.
• Provide guidance to managers and employees on HR policies, procedures, workplace concerns, and employment practices.
• Administer and continuously improve employee services, programs, and counseling resources.
• Oversee employee onboarding, transfers, promotions, and offboarding processes.
• Conduct and oversee exit interviews and analyze trends to identify opportunities for organizational improvement.
• Maintain accurate and confidential employee records, HR reports, organizational charts, and company directories.
• Ensure changes to company policies, procedures, and processes are clearly communicated and effectively implemented.
• Protect the confidentiality of employee and company information at all times.

Compensation & Benefits

• Implement, administer, and periodically review the company's compensation program.
• Ensure effective administration of employee compensation and benefits programs.
• Conduct market research and benchmarking to support competitive compensation practices.
• Provide management with compensation guidance and recommendations.
• Support workforce planning and departmental organizational planning initiatives.

Performance Management & Organizational Development

• Develop, implement, and maintain effective performance management and employee improvement systems.
• Develop and continuously improve the company's employee evaluation program.
• Provide guidance to managers on performance issues, coaching, corrective action, and employee development.
• Support organizational development initiatives and workforce planning.
• Identify opportunities to improve employee engagement, retention, productivity, and organizational effectiveness.
• Support Senior Management in promoting and reinforcing Phoenix Industrial's culture, values, and strategic objectives.

HR Compliance & Employment Legislation

• Monitor applicable provincial and federal employment legislation and ensure HR practices remain compliant.
• Ensure compliance with applicable employment standards, Human Rights legislation, occupational health and safety requirements, and other regulatory requirements.
• Develop, revise, and recommend personnel policies and procedures as required.
• Maintain and administer applicable affirmative action and employment equity programs.
• Provide guidance to management regarding employment standards, workplace practices, and regulatory requirements.
• Ensure HR practices are consistently applied across the organization.

Health, Safety & Employee Wellness

• Promote and support a strong safety culture throughout Phoenix Industrial.
• Lead by example and demonstrate the importance of workplace safety in all HR activities and decisions.
• Ensure employees have access to appropriate safety, health, wellness, and employee support information.
• Work collaboratively with management and safety personnel to support employee health, safety, and well-being initiatives.

Training & Development

• Evaluate the effectiveness of the HR department and ensure all HR deliverables and objectives are achieved.
• Identify training requirements for the HR team and ensure appropriate training is provided.
• Develop training programs and resources for HR Recruiters, managers, supervisors, and line leaders.
• Support employee onboarding, professional development, training needs assessments, and career development initiatives.
• Conduct or coordinate employee training and development programs.
• Evaluate employee development and training outcomes and identify opportunities for improvement.
• Review and update job descriptions, responsibilities, competencies, and qualifications.
• Develop, analyze, and continuously improve the company's employee evaluation and development programs.

Bidding & Project Support

The Senior HR Manager will provide HR support to Phoenix Industrial's estimating and bidding teams, including:

• Providing HR documentation and information required for project bids and proposals.
• Determining and providing workforce and HR requirements for prospective projects.
• Providing labour costing information and HR-related direction to bidding teams.
• Advising on labour availability, requirements, qualifications, and potential workforce challenges.
• Developing organizational charts and manpower forecasts for proposed projects.
• Providing relevant company policies, procedures, HR practices, and workforce information.
• Supporting project-specific labour planning and workforce strategies.

Workforce & Trades Planning

• Collaborate with department managers to identify workforce requirements, qualifications, experience, certifications, and competencies.
• Develop effective sourcing strategies for professional, technical, administrative, and skilled trades positions.
• Work closely with department managers to ensure project-specific training, certification, and competency requirements are clearly understood and met.
• Support manpower forecasting and workforce planning for current and upcoming projects.
• Ensure employees assigned to projects possess the appropriate qualifications, certifications, training, and knowledge required to meet operational and project objectives.

Labour & Employment Legislation

The successful candidate will demonstrate strong working knowledge of:

• Provincial employment standards and workplace legislation.
• Federal employment legislation, where applicable.
• Human Rights legislation.
• Occupational Health and Safety legislation and requirements.
• Employment-related regulatory requirements and best practices.
• Workplace policies, procedures, investigations, documentation, and compliance practices.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related discipline, or an equivalent combination of education and experience.
• Canadian Certified Human Resources Professional (CHRP) designation is required or strongly preferred.
• 5–10 years of progressive Human Resources experience, preferably within the oil and gas, industrial, construction, energy, or related sectors.
• Experience managing recruitment and HR teams is strongly preferred.
• Strong knowledge of Canadian employment standards, Human Rights legislation, and occupational health and safety requirements.
• Experience supporting skilled trades and project-based workforces is an asset.
• Experience with workforce planning, manpower forecasting, and project bidding support is an asset.
• Strong understanding of compensation, benefits, performance management, employee relations, and organizational development.
• Excellent verbal and written English communication skills.
• Strong interpersonal, organizational, analytical, and problem-solving abilities.
• Ability to manage multiple priorities in a fast-paced operational environment.
• High degree of professionalism, discretion, confidentiality, and integrity.
• Strong leadership skills with the ability to influence and collaborate with employees at all levels of the organization.

Key Competencies

The successful candidate will demonstrate:

• Strategic HR leadership
• Recruitment and talent acquisition
• Employee relations
• Workforce planning
• Labour and employment compliance
• Compensation and benefits
• Performance management
• Training and development
• Organizational development
• Leadership and team development
• Conflict resolution and problem-solving
• Business partnership
• Strong communication and interpersonal skills
• Confidentiality and professional judgment
• Safety leadership
• Integrity and accountability

Why Join Phoenix Industrial?

At Phoenix Industrial, you’ll be part of a team that values:

• Safety above all else, our core guiding principle
• Continuous improvement in our people, processes, and performance
• Collaboration and respect, working together to achieve shared goals
• Professional development and opportunities to grow within the organization

The Senior HR Manager will play a critical role in developing a skilled, engaged, and high-performing workforce while reinforcing our commitment to safety, integrity, teamwork, accountability, and operational excellence.

The successful candidate will lead by example, protect the confidentiality and integrity of employee information, and actively contribute to a positive workplace culture where employees are supported, developed, and empowered to succeed.

Phoenix Industrial Group of Companies is an equal opportunity employer committed to a safe, respectful, and inclusive workplace.

Benefits:

• Casual dress
• Dental care
• Disability insurance
• Employee assistance program
• Extended health care
• Life insurance
• On-site parking
• Paid time off
• Vision care

Work Location: In person