ABOUT THE COMPANY

Macon Industries Inc. is a manufacturing company based in Parksville, Vancouver Island, BC, specializing in diamond core drilling equipment and placer mining machinery. The company began nearly twenty years ago as a small fabrication shop supporting local mining operations in British Columbia. Over time, Macon expanded its capabilities, building a reputation for durable, field‑tested equipment and custom engineering solutions tailored to the needs of Canadian drillers and miners.

Today, Macon designs, fabricates, and assembles all equipment in‑house, supported by a skilled team of welders, fabricators, machinists, designers, and technicians. Their focus remains rooted in quality craftsmanship, innovation, and practical, operator‑driven design. While their equipment is used across Canada, Macon maintains a strong local identity; offering hands‑on support, custom builds, and long‑term partnerships with clients throughout BC and the Canadian mining sector.

This combination of local roots, technical expertise, and steady growth makes Macon a place where tradespeople and technical professionals can build long‑term careers while contributing to high‑impact Canadian manufacturing.

ABOUT THE ROLE

As the Human Resources Manager, you will play a key strategic role in shaping the people systems, culture, and workforce practices that support Macon’s continued growth on Vancouver Island. You’ll lead the full HR spectrum, including talent acquisition, onboarding, employee relations, leadership development, compensation structure, and WorkSafeBC compliance. Your work will ensure the company can attract and retain the skilled trades, technical talent, and professional staff essential to our operations.

You will partner closely with department leaders to build consistent, fair, and legally compliant HR practices across all teams. This includes leading investigations, standardizing progressive discipline, coaching supervisors, and strengthening leadership capability through clear processes, documentation, and performance management tools. You’ll also oversee HR operations—policies, records, compliance, benefits, payroll‑related coordination, and return‑to‑work processes, ensuring accuracy, organization, and alignment with BC legislation.

Beyond daily operations, you will contribute to organizational planning and long‑term workforce strategy. You’ll provide workforce data, anticipate talent risks, support structural changes, and drive initiatives that improve engagement and cross‑department collaboration. As the leader of the HR team, you’ll guide priorities, develop processes, and ensure HR services are delivered with professionalism and consistency across the company.

KEY RESPONSIBILITIES

1. Talent Acquisition & Workforce Planning

Accountable for ensuring the company can attract and hire qualified trades, technical, and professional talent in a timely and cost-effective manner.

• Establish and maintain hiring expectations with department leaders
• Implement structured interview and skills-testing processes
• Manage employer branding and job postings
• Oversee onboarding process and 90-day success tracking
• Monitor and report on recruiting KPIs (time-to-fill, cost-per-hire, 90-day retention)

2. Employee Relations & Consistency Across Departments

Accountable for ensuring fair, consistent, and legally compliant employee treatment across all departments.

• Develop and enforce a standardized progressive discipline framework
• Lead workplace investigations (harassment, conflict, misconduct)
• Oversee termination process to ensure compliance and consistency
• Ensure equitable application of policies across departments
• Increased leader confidence in handling people issues

3. Leadership Support & Coordinator Development

Accountable for elevating front-line leadership capability across the organization.

• Train supervisors on performance management, documentation, and coaching
• Provide guidance on employee conversations (attendance, performance, conduct)
• Develop supervisor toolkits and templates
• Initiate probation and annual review processes ensuring consistency and quality
• Partner with leadership on succession planning

4. HR Operations & Compliance

Accountable for compliant, organized, and efficient HR systems and administration.

• Ensure compliance with BC Employment Standards and other applicable legislation
• Maintain accurate personnel files, acting as privacy officer
• Maintain company wide organizational chart
• Develop and maintain company handbook and policies
• Monitor workplace accommodations and return-to-work processes

5. Payroll, Compensation & Job Structure

Accountable for maintaining equitable and competitive compensation structures and ensuring clear communication to

the accounting team on all payroll related matters

• Develop and maintain job descriptions and job evaluations aligned with market data
• Setup and manage employee benefit packages including monthly benefit administration
• Support accounting in ensuring completeness and accuracy of payroll data
• Prepare and support onboarding and offboarding details for accounting and employees
• Monitor, facilitate and respond to payroll-related inquiries through the payroll email inbox

6. Training & Workforce Development

Accountable for structured onboarding, skills development, and required training compliance.

• Oversee onboarding program
• Maintain training records (safety certifications, equipment training)
• Partner with operations on skills development planning
• Support apprenticeship and trade development initiatives
• Identify skills gaps in collaboration with department leaders

7. HR Team Leadership

Accountable for effective supervision and development of the HR Team.

• Provide direct supervision, coaching, and workload prioritization
• Delegate administrative functions appropriately
• Ensure timely completion of onboarding paperwork, records, and reporting
• Develop standard operating procedures for HR processes
• Conduct performance reviews for HR team members

8. Strategic HR Partnership

Accountable for aligning HR practices with company growth and operational goals.

• Participate in leadership meetings
• Provide workforce data and reporting (headcount, turnover, hiring metrics)
• Support organizational planning and structural changes
• Anticipate workforce risks (retirement, skills shortages)
• Drive initiatives that improve engagement and cross-department cohesion

9. WorkSafeBC & Workplace Safety Compliance

Accountable for ensuring the organization maintains full compliance with WorkSafeBC regulations and supports a safe,

injury-free workplace in partnership with Operations.

• Act as primary HR liaison for WorkSafeBC matters
• Manage workplace injury reporting and claims administration
• Support incident investigations in collaboration with Operations
• Support Joint Health & Safety Committee
• Assist in developing policies and procedures that support a safe work environment

10. IT Systems Administration & Support

Accountable for maintaining secure, reliable, and efficient IT systems while providing responsive technical support and ensuring consistent technology use across the organization.

• Manage user accounts, permissions, system security, and ensure cybersecurity compliance
• Provide front-line technical support; troubleshoot issues, escalate when needed
• Oversee IT assets including phones and hardware; managing lifecycle and vendor relationships
• Execute IT onboarding/offboarding; configure systems, train users, and protect company data
• Maintain documentation, enforce best practices for security, backups, and file management

SKILLS AND QUALIFICATIONS

• 7–10+ years progressive HR experience
• Minimum 3–5 years in a leadership or HR Manager role
• Experience in manufacturing, industrial, or trades-based environments strongly preferred
• emonstrated experience handling employee relations, investigations, and terminations
• Experience developing and implementing HR policies and standardized processes
• Experience supporting a workforce of 75+ employees over multiple sites
• Strong knowledge of BC Employment Standards and applicable employment legislation
• Experience developing compensation structures and job leveling
• Strong written and verbal communication skills
• Excellent time management and self-driven
• CPHR Generalist certification
• Proficient with Microsoft Office Systems

We encourage you to submit your application through MNP’s official process. To ensure a fair and consistent experience for all candidates, we also ask that you refrain from contacting Macon Industries or its staff directly regarding this opportunity.

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