Vice President Human Resources

Reporting to the President, the Vice President, Human Resources is a member of the Executive Leadership Team responsible for developing and executing the global people strategy that enables Napoleon's business strategy, organizational effectiveness, and long-term growth.

The Vice President, Human Resources serves as a trusted advisor to the President, Executive Leadership Team, and ownership, providing strategic leadership across organizational design, leadership capability, workforce planning, talent management, culture, employee relations, compensation, total rewards, and organizational transformation.

This role is responsible for ensuring Napoleon has the leadership capability, organizational structure, manufacturing workforce, and culture necessary to support continued growth across Canada, the United States, Mexico, Europe, China, and future global markets. Particular emphasis is placed on building organizational capability within manufacturing operations through strategic workforce planning, frontline leadership development, skilled labour attraction, labour productivity, attendance improvement, and operational excellence while balancing strategic business priorities, legal compliance, and organizational effectiveness.

Key Responsibilities:

Executive Leadership
• Serve as an active member of the Senior Leadership Team, contributing to enterprise strategy and business decision-making.
• Partner with the President and executive leaders to align people strategies with corporate objectives.
• Provide executive consulting and strategic counsel to senior leaders on organizational, leadership, and workforce matters.
• Lead enterprise workforce planning to ensure organizational capability supports future business needs.
• Influence organizational effectiveness through leadership development, succession planning, and executive talent decisions.
• Partner closely with Operations leaders to ensure workforce capability supports production requirements, operational efficiency, and long-term manufacturing growth.

Organizational Strategy & Transformation
• Lead organizational design initiatives that improve effectiveness, accountability, decision-making, and scalability.
• Develop organizational structures that support business growth and operational excellence.
• Lead enterprise-wide change management initiatives, ensuring leadership alignment, organizational readiness, and successful adoption.
• Evaluate organizational health/wellness and recommend structural improvements to enhance performance.

Talent & Leadership
• Develop and execute enterprise talent strategies that attract, develop, engage, and retain high-performing associates.
• Support Immigration policies and process to attract diverse associates.
• Lead succession planning and talent review processes across the organization.
• Build leadership capability through coaching, leadership development, mentoring, and assessment programs, utilizing leadership competencies as the guide.
• Establish strategies for identifying and developing future leaders.
• Foster a culture of continuous learning, accountability, and professional growth.
• Develop strategies to strengthen frontline leadership capability across manufacturing operations.
• Ensure robust succession plans exist for plant leadership, technical specialists, and other business-critical manufacturing roles.
• Develop long-term strategies for attracting and retaining skilled trades, technical talent, and production associates.

Culture & Associate Experience
• Champion Napoleon's culture, values, and leadership expectations across all business units.
• Lead initiatives that strengthen associate engagement, organizational effectiveness, and the overall associate experience.
• Ensure a respectful, inclusive, and high-performance workplace that supports innovation and collaboration.
• Utilize engagement feedback and organizational insights to drive continuous improvement.

Total Rewards
• Develop and oversee the organization's compensation, benefits, and recognition philosophy to ensure competitiveness, internal equity, and alignment with business objectives.
• Advise senior and executive leadership on compensation programs and market competitiveness.
• Ensure total rewards programs support attraction, retention, and performance.

Workforce & Labour Relations
• Provide executive oversight for associate and labour relations strategies across all jurisdictions.
• Co-lead the Associate Relations Committee (ARC) to foster collaboration and to identify areas for improvement and education.
• Ensure compliance with employment legislation while balancing organizational risk and business objectives.
• Provide strategic guidance regarding workplace investigations, conflict resolution, and complex employment matters.
• Partner with legal counsel where specialized expertise is required.
• Develop workforce strategies that improve labour productivity, attendance, workforce stability, and organizational capability across manufacturing operations.
• Partner with Operations to address workforce planning, labour availability, staffing models, scheduling effectiveness, and production support.
• Lead strategies that improve absenteeism, retention, associate attendance, and overall workforce reliability.
• Ensure HR programs directly support operational performance, manufacturing efficiency, and frontline leadership effectiveness.

HR Operations & Technology
• Provide strategic oversight of HR Operations, HRIS, and service delivery.
• Ensure technology supports business objectives through automation, analytics, and process improvement.
• Leverage workforce analytics, operational metrics, and executive scorecards to monitor organizational health, workforce productivity, labour effectiveness, engagement, turnover, succession readiness, talent acquisition, and HR service delivery, providing actionable insights to executive leadership.
• Champion digital transformation and responsible use of AI within Human Resources.

Global Human Resources
• Develop globally aligned people strategies while recognizing regional legislative and cultural requirements.
• Support leaders across Canada, the United States, Mexico, Europe, China and future international operations.
• Ensure consistency in leadership practices while maintaining local compliance.
• Foster collaboration across global HR teams to share best practices and improve organizational effectiveness.

Leadership Responsibilities
• Lead, coach, and develop the Human Resources Leadership Team.
• Build a high-performing HR function that delivers strategic value while providing exceptional service to the business.
• Continue to build and operationalize the HR Operation Model (HROM) fostering collaboration across Centres of Excellence, HRSS and HR Business Partners.
• Promote accountability, innovation, continuous improvement, and operational excellence.

Education & Experience
• Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or related discipline. Master's degree considered an asset.
• Minimum 15 years of progressive Human Resources leadership experience.
• CHRP designation required. CHRL or CHRE is an asset.

At Napoleon, we believe in creating an environment where our Associates can thrive personally and professionally. Here's what you can look forward to when you join our team:

Benefits, Health, Well-being & Support
• Comprehensive health, dental, vision, and life insurance coverage - 100% of premiums paid by the Company!
• Long Term Disability Protection
• Well-being support programs and virtual medical visits
• Employee & Family Assistance Program for mental health and well-being (EAP)

Career Growth & Development
• Training Allowance and continuous learning opportunities and programs
• Leadership development and mentorship programs
• Clear pathways for advancement

Culture & Community
• Appreciation events, raffles, and team building activities
• Napoleon Cares - A fund sponsored by Associates to help Associates in times of need

Financial Security
• Competitive total compensation package, inclusive of bonus opportunity
• Retirement savings plan with matching Company contributions (RRSP/DPSP)
• Exclusive Associate discounts on our award-winning products

Artificial Intelligence Disclosure
As part of our commitment to transparency and fairness in hiring, we disclose that automated tools, including artificial intelligence (AI), may be used to support parts of the recruitment process. This may include functions such as resume parsing, candidate ranking, or initial screening. These tools do not make final hiring decisions but may assist Talent Acquisition in evaluating applications. AI tools used may include systems based on algorithms, statistical models, or machine learning.

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Vice President, Human Resources