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.
