Top HR Jobs in Vancouver

Serve as the HR business partner for Canadian employees and selected US functions. Responsibilities include organizational design, workforce planning, employee relations, investigations, performance management, employment-law compliance, policy governance, leadership coaching, and cross-border HR program implementation. The role supports sales and revenue teams, collaborates with global HR functions, and advises leaders across distributed and hybrid workforces. This is a hybrid position based in Vancouver.

Designs, maintains, and optimizes Workday HR reports, dashboards, calculated fields, discovery boards, and EIBs. Partners with stakeholders to deliver actionable HR insights, self-service reporting, and data analysis. Supports data validation, audits, Workday security and configuration, reporting automation, documentation, and HR systems projects while ensuring data accuracy, confidentiality, and compliance.

Supports HR leadership by managing recruitment, onboarding, employee relations, disability and return-to-work processes, policy compliance, workforce planning, HR analytics, engagement initiatives, and labor relations. Provides coaching to managers, supports organizational change, coordinates training and communications, and promotes an inclusive, safe workplace. Requires a bachelor’s degree or equivalent experience and at least five years of experience.

Serves as a strategic HR partner to leadership and employees, advising on policies, employee relations, talent development, compensation, benefits, recruitment, and compliance. Leads performance management, engagement surveys, training needs, employee investigations, and employee experience initiatives. Provides HR coaching, data analysis, reporting, and policy implementation while partnering with centralized HR teams. May supervise up to five HR employees.

Coordinates HR programs and policies for plant hourly employees, including full-cycle recruitment, onboarding, orientations, attendance and leave administration, labor relations, grievance support, collective agreement interpretation, WCB return-to-work processes, health and safety paperwork, investigations, and employee guidance. Supports Operations and Health and Safety teams while organizing labor-management meetings and ensuring compliant, consistent HR practices.

Provides administrative and operational HR support across recruitment, HRIS administration, payroll and benefits coordination, leave management, employee development, labour relations, workforce planning, compliance, and reporting. Maintains confidential personnel records, prepares HR and staffing reports, coordinates wellness and recognition programs, supports unionized employment processes, administers job postings and onboarding, and assists with health and safety and human rights documentation.

Leads strategic HR initiatives across the BC region, partnering with leadership, employees, and unions. Oversees HR professionals, manages labor relations, grievances, arbitrations, collective bargaining, investigations, performance management, and M&A support. Uses HR metrics and financial analysis to guide staffing, compensation, productivity, and organizational programs. Requires extensive experience in complex unionized environments, team leadership, employment standards, and HR systems. Travel to various sites is required 30–40% of the time.

Partners with business leaders to align people strategy with organizational goals. Advises on workforce planning, organizational design, change management, employee relations, performance, talent development, and compliance. Uses people analytics to assess organizational health, retention, engagement, and compensation. Builds scalable HR frameworks, coaches leaders, supports global HR programs, collaborates with HR centers of excellence, and applies Generative AI to improve HR efficiency.

Supports core HR operations including onboarding, employee data changes, terminations, timekeeping, payroll coordination, benefits guidance, HR inquiries, reporting, audits, documentation, learning and development coordination, and employee engagement activities. Maintains accurate and confidential employee records, provides customer service, routes complex issues, and assists HR teams with administrative and process improvement projects.

Manage HR strategy and employee lifecycle processes for a globally distributed core business unit. Responsibilities include staffing, onboarding, development, succession planning, performance management, engagement, retention, payroll budgeting, compensation and benefits operations, analytics, compliance, and HR service effectiveness. The role requires strong project management, metric-driven decision-making, resilience, and fluency in both Russian and English.

Provides employee relations, HR policy, program, compliance, and lifecycle support across a national organization. Advises managers and employees, manages accommodation and disability claims, supports health and safety compliance, maintains HRIS records, contributes to process improvements and strategic projects, and assists with talent acquisition, onboarding, leave management, and HR administration.

Partners with North American business leaders on workforce planning, organizational design, performance management, change management, employee relations, and talent strategy. Executes onboarding, performance, offboarding, compensation, and promotion processes; maintains Workday data and reporting; supports recruitment, engagement, retention, and culture initiatives. Advises managers on employment practices and legal risks across the United States and Canada, with travel to project sites of up to 15%.

Supports the e-Storage business across North America as a hands-on HR Business Partner. Responsibilities include advising leaders, workforce planning, organizational design, performance management, change management, onboarding, compensation, employee relations, HR reporting, Workday data management, recruitment support, engagement, and retention initiatives. The role requires knowledge of Canadian and US employment practices, strong communication and influencing skills, and the ability to balance strategic planning with daily HR execution. Travel to project sites may reach 15%.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

The Chief Operating Officer provides executive leadership for organization-wide operations, Indigenous Justice Centre service delivery, implementation, workforce planning, financial oversight, risk management, compliance, and organizational culture. Reporting to the Justice Council and CEO, the role translates strategic priorities into accountable action, supports operational leaders, strengthens internal controls and capacity, oversees budgets and resources, and promotes culturally safe, trauma-informed services aligned with the BC First Nations Justice Strategy.

Serve as a trusted HR Business Partner for operations and site leaders across Canada. Coach managers on performance, employee development, attendance, conflict resolution, engagement, and labour relations. Support recruitment, employee lifecycle processes, policy implementation, organizational change, and succession planning. Use workforce insights to improve culture and Team Experience programs while ensuring compliance with federal legislation. This remote/hybrid role requires approximately 20% travel to Canadian sites.

Partners with regional and school leadership to deliver HR strategy across schools. Responsibilities include workforce planning, talent management, employee relations, recruitment compliance, performance development, succession planning, engagement, DEIB, organizational change, compensation benchmarking, and HR analytics using Workday. The role ensures compliance with local employment laws and company policies while supporting employee experience, leadership development, and organizational growth.

Owns core People Operations across the employee lifecycle, including onboarding, offboarding, benefits, HR systems, policies, compliance, performance reviews, compensation cycles, and employee experience programs. Serves as a trusted advisor to employees and managers, partners cross-functionally, and improves scalable HR processes for a growing global organization.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

Senior HR Business Partner supporting technical and business teams through organizational design, manager coaching, employee relations, performance and talent management, compensation, workforce planning, organizational change, and people program execution. The role uses workforce insights to advise leaders, manage employee matters, improve organizational effectiveness, and support healthy growth across a scaling technology company.

Administers and coordinates a national grants program, including applications, communications, compliance tracking, grant disbursements, reporting, evaluations, timelines, committees, and stakeholder relationships. The role collaborates with program, finance, development, vendors, consultants, food banks, and provincial associations; delivers webinars and presentations; supports program improvement; and manages donor and grantee reporting. This is a full-time remote position based anywhere in Canada, with occasional evening and weekend work.

Leads People Services, disability management, health and safety, wellbeing, and employee relations programs. Advises leaders on workforce needs, investigations, organizational change, grievances, collective agreements, accommodations, and workplace compliance. Oversees teams, supports union relationships, maintains people practices, and uses employee feedback and data to improve programs and outcomes.

Implements HR programs and policies covering staffing, compensation, benefits, associate relations, learning, performance management, training, and acquisitions. Partners with leadership on workforce alignment, recruiting, policy implementation, and employee relations. Analyzes HR data, recommends improvements, facilitates performance initiatives, and serves as the primary HR contact for associates and management. The role manages professional contributors and requires 20%–50% overnight travel.

Manage HR operations for a high-volume studio, including recruitment strategy, employee relations, retention, rewards, engagement, HRIS accuracy, process improvement, and leadership development. Lead the local HR team, advise business leaders on people strategy, support organizational growth, and ensure compliance with British Columbia employment legislation while managing multiple priorities in a complex environment.

Leads HR strategy for the Machine Vision Cameras Group, partnering with senior leaders on workforce planning, organizational design, talent management, succession planning, leadership development, employee engagement, change management, employee relations, compliance, compensation, and workforce budgeting within a global technology organization.