Senior HR Manager – Total Rewards

West Fraser•Vancouver, BC

50d•CA$139,000 - CA$178,000•Onsite

About The Position

The Senior Human Resources Manager - Total Rewards plays a pivotal role in supporting our North American operations, reporting directly to the Director, Corporate HR & Total Rewards. This position is responsible for leading and executing a wide range of corporate HR initiatives and projects and providing support for the US corporate compensation function. A core component of this role is partnering with leaders through complex change including acquisitions, integrations, restructures, and divestitures—ensuring thoughtful workforce planning, risk management, and building a consistent employee experience.

Requirements

Bachelor’s or Master’s degree in a Human Resources related field
CHRP designation (or equivalent HR professional designation)
Minimum 15 years of progressive HR experience, including leading HR geographically diverse HR teams
Demonstrated experience developing and presenting HR strategies, plans, and recommendations to senior executives; strong executive presence, influencing, and stakeholder management skills.
Experience supporting acquisitions, integrations, restructures, and/or divestitures, including due diligence support and change management.
Broad knowledge and practical experience with compensation programs, including job architecture, market pricing/benchmarking, base pay administration, incentive/bonus plans, governance, and pay equity considerations.
Strong knowledge of Canadian employment legislation and HR best practices; able to apply judgment to manage risk and enable business outcomes.
Experience supporting Canadian benefit plans administration, annual renewals, employee communications, external vendor relationships, and compliance with applicable Canadian benefits legislation, tax, privacy, and reporting requirements.
Proven people leader with the ability to build, coach, and develop teams; known for high standards, accountability, and collaboration.
Demonstrated depth of experience with, and strong understanding of, Human Resource Information Systems (HRIS); experience with UKG is considered an asset.
Highly analytical and data-informed; able to define meaningful metrics, identify trends, and translate insights into action.
Excellent written and verbal communication skills; able to navigate sensitive matters with discretion and maintain strict confidentiality.

Nice To Haves

experience with UKG is considered an asset

Responsibilities

Support compensation-related activities for US operations as required, including benchmarking, bonus administration, annual cycles, as well as job architecture, market pricing, compensation governance, and pay equity considerations; contribute to annual planning and cycle execution.
Provide Canadian benefit plan leadership with respect to plan administration, vendor coordination, and compliance with applicable Canadian benefits legislation, tax, privacy, and reporting requirements.
Partner with the Director, Corporate HR & Total Rewards on equity plans and Employee Share Purchase Plan (ESPP) administration and vendor management; support transitions and communications to stakeholders.
Support immigration and global mobility support for Canada and the US, including visas and work permits, ensuring compliance, strong candidate/employee experience, and effective vendor coordination.
Develop and present HR plans, business cases, and recommendations to senior executives; influence outcomes through clear narratives, data, and stakeholder alignment.
Partner with cross-functional stakeholders (Legal, Finance, IT, and operations) to implement and improve HR systems, processes, and controls (including HRIS and data quality as applicable).
Contribute to employee engagement, health, and wellness initiatives, partnering with internal stakeholders to design and deliver programs that support well-being and performance.
Provide HR leadership for acquisitions, integrations, and divestitures, including diligence support, workforce planning, organizational design, change management, harmonization of policies/programs, and risk mitigation.
Conduct HR due diligence activities in support of acquisitions and divestitures (as applicable), partnering with Legal and Finance to assess people-related risks, costs, obligations, and integration readiness.
Work with the Director Corporate Human Resources to develop HR integration and separation plans, including Day 1 readiness, communications, policy/program harmonization, compensation and benefits considerations, retention actions, and effective stakeholder management.
Provide leadership and advice on workforce transitions (including reorganizations, role changes, and reductions), ensuring fair processes, compliant documentation, change impacts assessed, and thoughtful people communications.