Manager, People & Culture

The Doorland Group is a proudly Canadian, family\-run company based in Vaughan, Ontario, known for delivering high\-quality, custom door solutions to residential and commercial clients. With a strong reputation built on craftsmanship, reliability, and customer commitment, Doorland combines decades of industry expertise with a forward\-looking approach to growth and innovation. The company fosters a hands\-on, team\-oriented environment where employees take pride in their work, contribute to continuous improvement, and play a direct role in delivering exceptional products and service to customers across the market. Purpose: The Manager of People \& Culture plans, develops, designs, and implements the Doorland People and Culture strategy, inclusive of all standards and processes to support business objectives. This critical role both leads and takes a hands\-on approach to developing, implementing, and sustaining of all People programs, and ensures all policies and processes are compliant with local, provincial and federal legislated requirements.  Key Responsibility Areas * Talent Acquisition and Retention * Organizational Effectiveness and Talent Management * Rewards and Recognition * Employee Relations and Engagement * Policy/System Management and Compliance * Championing Doorland Core Values and Corporate Initiatives PRIMARY ACTIVITIES **Talent Acquisition** * Lead the recruitment process, interview process and collaboratively hire as required. * Educate managers on Recruitment/Hiring processes through coaching and training. * Prepares offer letters and oversee background checks. * Lead the development and implementation of a talent pipeline, identifying current and future staffing needs and proactively recruiting for these positions. **Organizational Effectiveness and Talent Management** * Provide coaching and guidance to Doorland leaders in implementing proactive people\-related strategies and programs. * Create and implement learning and development strategies to enhance bench strength and identify potential career paths to support retention. * Work with senior managers to plan and evolve the organizational structure and to identify and plan for gaps in organizational capability required to support business strategy. * Oversee the maintenance of the organizational structure by updating job requirements and job descriptions for all positions in a manner that promotes Doorland’s culture of performance and the successful execution of all jobs at Doorland. * Lead the development and implementation of Doorland’s Performance Management System which includes: Goal setting, Regular employee assessment and feedback discussions, Performance reviews, and Performance culture analysis. * Develop and implement KPIs relating to People \& Culture for the management team to support the business goals of Doorland. **Benefits, Rewards and Recognition** * Conduct regular analysis of Doorland’s Rewards and Recognition program to ensure alignment with business strategy and optimize Doorland’s ability to attract top talent. * Oversee the administration of compensation analysis and programs including base pay, variable pay, merit, compensation planning, and market analysis with a focus on continuous improvement. Lead the annual compensation review process. * Provide strategic and operational leadership in the design, development, implementation, administration, and communication of Doorland’s Rewards and Recognition program including health, wellness, pension, base pay, and incentives. * Oversee the management of benefits including vendor relationships, benefits contracts, and bid negotiation to ensure Doorland’s ability to maintain its competitiveness in recruiting and retaining talent. **Employee Relations and Engagement** * Collaborate with leaders and employees to resolve Employee Relations issues; guide disciplinary action, handles employee complaints, and establishes time frames for expected improvements. * Train, coach and direct people leaders on how to resolve issues and/or problems with employees (e.g., how to conduct a disciplinary interview on issues relating to performance, attendance or disruptive, unproductive and inappropriate behaviour). * Drive employee engagement by leveraging formal (e.g. surveys) and informal employee feedback and recommends enhancements to PC programs based on feedback. **Policy/System Management and Compliance** * Develop and amend company policies – keeping them current, relevant, and appropriate within the context of Doorland, the legal environment, and best practices. * Lead Doorland in Health \& Safety compliance, training, and other requirements per federal, provincial, and other applicable legislation relative to the operating locations of Doorland Companies. Promoting Doorland Core Values and Corporate Initiatives * Champion Doorland’s Core Values. Holds leaders and employees accountable to consistently adopting our Core Values. * Key supporter of internal communications such as Town Halls, All\-Hands, email updates, etc. **Education/Experience:** * A bachelor's degree and the completion of a professional designation program (CHRP or equivalent) * A minimum of 8 years of progressive experience in People and Culture, including at least 3 years in a leadership role * Extensive knowledge of relevant employment legislation * Theoretical and applied knowledge relating to all applied People \& Culture disciplines * A team player, who can interrelate and operate effectively with peers and other associates within a demanding work environment * Ability to diagnose and assess behaviour to identify the needs of individuals and teams * Strong public speaking, interpersonal, and communication skills * Superior verbal and written communication skills and the ability to relate to varied audiences. * Solid consultative, facilitation and presentation skills * Excellent computer skills in a Microsoft Windows environment. Must include Excel, Word and PowerPoint skills. * Experience in an entrepreneurial growth\-staged environment would be considered an asset.