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.

Doorland Group

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Manager, People & Culture