Head of HR (Remote)

The HR Manager is a key member of the Human Resources team for a growing industrial services company of approximately 60 employees across multiple U.This position is responsible for delivering day‑to‑day HR support, driving consistent HR practices across sites, and partnering closely with the HR leader and Company management to support a safe, compliant, and engaging workplace.

General HR Administration and Employee Support

Serve as a primary on‑site HR contact for employees and managers, providing day‑to‑day guidance on HR policies, procedures, and programs.

New hire setup, onboarding, and orientation

Maintain accurate, up‑to‑date, and confidential employee records (Paylocity and, where applicable, paper) in accordance with Company policy and applicable privacy and record‑retention laws.

Ensure HR documents, forms, and processes are standardized and consistently applied across all sites, noting requirements for local laws.

Support internal communication of HR initiatives, changes to policies, and HR calendar events (e.g., open enrollment, performance cycles, safety campaigns).

HRIS / Paylocity and Payroll Support

Use Paylocity as the system of record for employee data, ensuring timely and accurate entry of all HR transactions (hires, status changes, compensation changes, terminations, location changes, etc.).

Work closely with Payroll/Finance to support payroll processing, including:

Ensuring appropriate pay codes are used (regular, overtime, premiums, bonuses, commissions)

Run standardized and ad hoc reports in Paylocity to support:

tenure, leaves, I‑9, training)

Management information requests and HR dashboards

Contribute to continuous improvement of HRIS usage, including field configuration, workflows, and basic reporting templates.

S. federal, state, and local employment laws and regulations (e.g., Support HR compliance in Canada, including federal and provincial employment standards such as hours of work, overtime, statutory holidays, vacation, job‑protected leaves, and termination requirements.

Help implement and update policies, handbooks, and forms that reflect legal requirements in the Company’s operating jurisdictions, ensuring clear communication to managers and employees.

Maintain proper documentation for HR decisions and employee actions, and assist the HR leader in responding to government inquiries, audits, claims, or investigations.

Stay informed of key regulatory changes and industry best practices and bring forward recommended updates to policies and processes.

Talent Acquisition, Onboarding, and Workforce Planning

Partner with hiring managers and the HR leader to support recruiting for hourly and salaried positions, including:

Screening resumes and conducting initial phone or video screens

Supporting reference checks, background checks, and offer creation

Coordinate and deliver new hire onboarding and orientation, ensuring consistent messaging about the Company’s culture, safety expectations, HR policies, and benefits.

Develop and maintain onboarding checklists for different roles (field, shop, office) to ensure new employees are fully integrated.

Support workforce planning discussions by providing data and insight on positions, turnover, and hiring timelines.

Performance Management, Development, and Employee Relations

Assist in administering performance management processes, including goal‑setting, check‑ins, and formal review cycles.

Provide coaching and guidance to managers on documentation, performance feedback, and progressive discipline, in partnership with the HR leader.

Help identify skill gaps, training needs, and development opportunities; coordinate training sessions and track completions, with a focus on supervisory skills, HR basics for managers, and safety‑related training.

Partner with the HR leader to handle employee relations matters, including:

Investigations of complaints or concerns (e.g., harassment, discrimination, policy violations)

Ensure that employee relations issues are handled consistently, fairly, and in line with Company values and legal requirements.

Benefits, Leave Management, and Wellness

Support benefits administration processes, including:

New hire enrollment and onboarding education

Respond to employee questions about health, dental, vision, disability, life insurance, retirement plans (e.g., FMLA, state/provincial leaves, personal leaves, workers’ compensation‑related leaves), ensuring proper documentation and communication with employees and supervisors.

Partner with operations and safety to reinforce the connection between wellness, safety practices, and HR processes (e.g., Contribute to building and maintaining a positive, inclusive culture across all locations, with special attention to field and shop‑based employees who may not be in the main office.

Help design and implement initiatives that support engagement and retention, such as recognition programs, town halls, site visits, employee surveys, and team‑building activities.

Act as a culture ambassador on‑site, modeling Company values and encouraging open communication and feedback.

Identify opportunities to improve communication between leadership and employees, and help develop practical communication tools (HR newsletters, bulletin boards, digital updates).

HR Projects and Process Improvement

Support and, over time, lead HR projects that increase the efficiency, scalability, and quality of HR services, such as:

Standardizing HR workflows and documentation across locations

Enhancing HR metrics and dashboards

recruiting, onboarding modules, performance, surveys)

Supporting initiatives related to diversity, equity, and inclusion

Document HR processes and procedures to support consistency and knowledge transfer as the HR function grows.

Proactively identify pain points in current HR processes and propose practical, business‑friendly solutions.

Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field; or a combination of education and equivalent HR experience.

7+ years of progressive experience in a generalist HR role or specific roles with exposure to most or all of the following: recruiting, onboarding, HRIS/HR administration, employee relations, benefits and leaves, and basic compensation.

wage and hour, discrimination, leaves, accommodation) and working experience applying them in practice.

Experience supporting HR operations in Canada, with familiarity with at least one provincial employment standards regime (e.g., Practical, hands‑on experience using Paylocity (or a similar HRIS/payroll platform) for maintaining employee data, running reports, and supporting payroll processes.

Experience working in an industrial, service, construction, or manufacturing environment is strongly preferred; comfort engaging with field technicians, shop personnel, and supervisors in operational settings (both in‑person and remote).

Strong analytical and problem‑solving skills, including the ability to interpret policies, identify issues, and recommend solutions.

High level of discretion and professionalism, with the ability to handle confidential and sensitive information appropriately.

Excellent written and verbal communication skills, with the ability to explain HR concepts in practical, business‑friendly language.

demonstrated ability to manage multiple priorities and deadlines in a growing, fast‑moving company.

Ability and willingness to work on‑site and travel periodically to other company locations within the U.HR experience in a small to mid‑sized company where HR is lean and the generalist is expected to handle both strategic and transactional work. Working in a private equity ownership structure is preferred but not required.

Prior responsibility for supporting multi‑site or multi‑jurisdiction operations (multiple U.HR certification such as PHR, SPHR, SHRM‑CP, SHRM‑SCP, or a Canadian designation (CHRP/CHRL).

Experience with safety programs, workers’ compensation, and partnering closely with EHS or operations teams.

Experience implementing or improving HRIS processes (e.g., onboarding workflows, performance modules, self‑service) and documenting standard operating procedures.

Treats HR processes and issues as personal responsibilities; Quickly absorbs new information about the business, legal requirements, and HR technology; Balances legal, HR, and business considerations to recommend workable solutions in an industrial services environment.

Organizes work effectively, meets deadlines, and maintains high quality standards even under pressure.

Personal strength and commitment to drive approved process across the organization, ensure process integrity, and ability to work with employees to conform as needed.

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