POSITION: HUMAN RESOURCES MANAGER
ABOUT BRIKERS
We’re fixers - we’ve been rebuilding heavy equipment components for over 25 years. We dismantle whole equipment such as excavators, wheel loaders and rock trucks on site, rebuild the components to their original specifications, and test them on our in-house test bench. We take pride in what we rebuild, but most importantly, we value our people. We encourage continuous improvement and recognize and reward those for exceptional performance. We’re managing our rapid growth and looking to expand, which is why we’re looking for you!
POSITION SUMMARY
Brikers is a heavy equipment component remanufacturing company based in Maple Ridge, BC. The HR Manager leads the full Human Resources function for the organization, overseeing recruitment, employee relations, compensation and benefits, payroll compliance, health and safety, and HR policy administration across both the Canadian and U.S. operations. This role partners closely with the Executive team, Finance, and Operations leadership on organizational initiatives.
Location: Maple Ridge, BC (on-site) | Reports To: Chief Operating Officer / Chief Executive Officer | Full-Time, Permanent
CORE RESPONSIBILITIES
Recruitment & Talent Acquisition
- Manage full-cycle recruitment for salaried and hourly roles across departments, including job posting, screening, interviewing, offer negotiation, and onboarding.
- Draft and issue employment offers, wage negotiation correspondence.
- Partner with department leaders (e.g., Operations, Sales, Finance, Marketing, Production) to define role requirements and support workforce planning.
Employee Relations & Performance
- Lead workplace investigations, disciplinary processes, and terminations, ensuring documentation and legal compliance.
- Advise supervisors and managers on performance management, conduct issues, and progressive discipline.
- Manage leave requests, accommodation matters, and Records of Employment (ROE) processing.
- Draft and maintain the Employee Policy Handbook.
- Own the employee performance review program, including probationary, annual, and merit review cycles.
- Provide coaching and guidance to department leaders on team leadership, workforce planning, and people management.
Compensation, Benefits & Payroll Compliance
- Administer group benefits plans for Canadian employees, and employee communications.
- Support Finance department with Canadian and U.S. payroll processes/compliance.
- Administer Canadian retirement plans.
- Conduct periodic wage and market benchmarking studies and present findings to the Executive team.
- Manage U.S. employee compliance matters, including workers' compensation coverage and benefits (e.g., COBRA) for U.S.-based staff.
Health & Safety / WorkSafeBC Compliance
- Chair the Occupational Health & Safety Committee, including monthly meetings, minutes, and action item tracking.
- Ensure compliance with WorkSafeBC requirements, including first aid assessments/staffing levels, training matrices, and inspector engagement.
- Coordinate incident reporting, investigations, and claims management, including support during regulatory inspections.
- Coordinate emergency preparedness planning (e.g., evacuation policy, muster station procedures) with Operations.
- Support health & safety compliance reporting requirements for key clients and vendor partners as needed.
Training, Immigration & Workforce Programs
- Coordinate required training and certifications for production staff and maintain apprenticeship program compliance.
- Support foreign worker recruitment and immigration processes (e.g., LMIA, work permits) in partnership with external immigration consultants.
- Lead employee recognition programs and coordinate company events.
HR Systems, Reporting & Special Projects
- Maintain and optimize HRIS platforms and personnel records.
- Provide high-level HR analytics and reporting to support Executive team decision-making.
- Support corporate initiatives including compiling compensation, benefits, and HR data workbooks.
- Perform other HR duties as assigned by the Executive team.
QUALIFICATIONS
- CPHR designation required (or actively working toward).
- Bachelor’s degree in human resources, business administration, or related field.
- Minimum 5+ years of progressive HR experience, ideally including exposure to manufacturing or industrial environments.
- Strong working knowledge of the BC Employment Standards Act and WorkSafeBC requirements; familiarity with U.S. employment law/multi-state compliance is an asset.
- Experience with payroll platforms and HRIS systems.
- Demonstrated experience leading workplace investigations and employee relations matters, including terminations.
- Excellent judgment, discretion, and communication skills; ability to work cross-functionally with Finance, Operations, and Executive leadership.
BRIKERS provides competitive compensation packages as well as an excellent opportunity to grow in a dynamic environment. We thank all applicants for their interest; however, only those selected for further consideration will be contacted.
Benefits:
- Company events
- Dental care
- Disability insurance
- Extended health care
- Life insurance
- On-site parking
- Paid time off
- RRSP match
- Vision care
Ability to commute/relocate:
- Maple Ridge, BC: reliably commute or plan to relocate before starting work (required)
Application question(s):
- Have you worked in a standalone/generalist HR role before, meaning no HR team to lean on, just you owning the full function?
- Do you have hands-on WorkSafeBC experience (claims, Form 7s, OHS committee involvement)?
- This is a department of one — you'd own recruitment, employee relations, payroll compliance, benefits, and health & safety without an HR team to delegate to. What's your experience managing that much breadth solo, and what did you triage first when everything felt urgent at once?
- Tell me about a time you had to build a process or policy from scratch because nothing existed yet. What did you build, and how did you get buy-in?
- Tell me about a workplace investigation you led. How did you decide it needed a formal investigation versus a quicker conversation?
- This role blends daily firefighting (attendance, recruitment, employee questions) with longer-term projects (benchmarking, policy work, events). How do you personally manage that switching between reactive and proactive work?
- What are your salary expectations?
Experience:
- manufacturing, industrial, or shop-floor environment: 1 year (preferred)
- chairing/actively participating in an OHS committee: 1 year (preferred)
- foreign worker recruitment//immigration processes: 1 year (preferred)
- administering group benefits or RRSP/reitrement plans: 1 year (preferred)
Licence/Certification:
- CPHR designation (preferred)
Work Location: In person
