Human Resources Director, Restaurants

Northland Properties•Vancouver, BC

6d•Onsite

About The Position

The Director, Human Resources – Restaurants leads the HR function across the Canadian and US restaurant portfolio, ensuring the team delivers credible, proactive, and operationally strong support to the business. This role is responsible for setting direction, building team capability, driving execution, and ensuring HR services are aligned to business priorities and operational realities.

Requirements

Progressive HR leadership experience in a fast-paced, multi-site operational environment, ideally restaurants, hospitality, or retail.
Strong knowledge of employee relations, investigations, performance management, employment standards, and HR compliance.
Proven ability to lead teams, manage competing priorities, and build structure, accountability, and operational discipline.
Strong judgment, communication, and execution skills, with the ability to balance strategic thinking and hands-on leadership.
Demonstrated ability to use data, reporting, and workforce insight to support decision-making, team effectiveness, and business outcomes.
Must be legally entitled to work in Canada.

Responsibilities

Lead and direct the Restaurant HR team across Canada and US brands and operating groups, setting clear priorities, service expectations, and operating standards aligned to business needs.
Partner closely with presidents, operations leaders, and field teams to identify people risks, workforce needs, and operational pressure points early, while providing practical HR guidance that supports sound business decisions.
Oversee day-to-day HR operations across the restaurant portfolio, ensuring timely, accurate, and consistent execution across employee relations, investigations, performance support, and compliance matters.
Personally lead or oversee complex, high-risk, or sensitive HR matters, ensuring strong documentation, sound judgment, and consistent adherence to employment standards, policies, and employment practices.
Establish disciplined team planning, prioritization, and workload visibility through consistent use of Planner and related team tools, with clear ownership, escalation points, and follow-through.
Lead succession planning and talent review processes, translating discussions into practical outputs such as assessments, successor identification, development actions, and gap plans.
Use metrics, reporting, coaching, and training to strengthen team capability, improve service levels, and ensure issues are surfaced, supported, and not falling through the cracks.
Partner with payroll, legal, operations, and health and safety to reduce risk, improve process integrity, and maintain strong quality control over HR execution.