WHAT YOU WILL DO
Role:
The Senior Manager, People and Total Rewards is a full-time, permanent role located in Calgary Head Office. This role is a strategic business partner and people leader responsible for overseeing the full spectrum of HR programs and initiatives to support organizational goals. This role provides leadership across the HR business partner function, talent management, employee relations, workforce planning, succession planning, compensation, and total rewards. The role ensures consistent HR practices across business units while aligning people strategies with organizational priorities.
Reporting to the VP, People and Communications, the Senior Manager, People and Total Rewards collaborate closely with senior leaders and cross-functional teams to shape and execute people strategies that drive engagement, culture, organizational effectiveness, and business success. Acting as a trusted advisor, this role balances strategic planning with operational execution, ensuring HR programs, policies, and practices support both short and long-term business needs. This position also leads a team of HR and total rewards professionals and plays a key role in building team capability, strengthening service delivery, and ensuring consistency across the organization.
Responsibilities:
HR Business Partnership and Strategic Leadership
- Lead the HRBP function, ensuring consistent, high-quality support across business units
- Partner with leaders to execute HR strategies aligned with business objectives and workforce needs
- Provide practical guidance on organizational design, workforce planning, and talent priorities
- Drive consistency in HR practices, processes, and decision-making
- Analyze workforce trends and HR metrics to support planning and business decisions
- Support organizational design and change initiatives, as required
Workforce Planning and Talent Management
- Lead workforce and succession planning activities to support organizational readiness
- Support the execution of talent management programs, including development, mobility, and retention
- Assess workforce capabilities and address skill gaps aligned with business priorities
- Support performance calibration and talent review processes
Employee Relations and Culture
- Act as the escalation point for complex employee relations matters
- Advise leaders on performance management, investigations, disciplinary actions, and terminations
- Lead or oversee investigations and conflict resolution, ensuring fair, consistent, and compliant outcomes
- Partner with leaders to proactively identify and address workplace issues, mitigate risk, and reinforce clear expectations
- Oversee employee leaves and accommodations in line with legislation and company practices
- Identify trends in employee relations matters and work with leaders to strengthen team effectiveness, communication, and engagement
- Contribute to culture-enhancing initiatives by embedding consistent people practices, supporting leader capability, and reinforcing clarity, fairness, and trust across teams
Compensation and Total Rewards
- Lead compensation and total rewards programs, including base pay and incentive structures
- Contribute to annual benefit renewals (Canada and US)
- Oversee annual compensation processes (salary reviews, bonuses), and share-based compensation administration.
- Maintain and refine compensation structures and guidelines, informed by market benchmarking and internal equity considerations
- Ensure compliance with regional legislation related to compensation, pay equity, and disclosure requirements
- Enhance communication strategies for benefits and total rewards programs to effectively reach a geographically dispersed, field-based workforce
- Implement total rewards programs that enhance employee engagement, wellbeing and overall job satisfaction
- Collaborate with cross-functional stakeholders to design and sustain reward and recognition programs aligned with organizational values
- Support executive and board-related compensation governance and reporting
- Model the financial impact of compensation decisions to inform planning
Organizational Effectiveness and HR Operations
- Lead or support HR initiatives that enhance service delivery, operational efficiency, and employee experience
- Assess and improve HR processes, and workflows to drive consistency, scalability, and ease of use
- Maintain HR policies, tools, and documentation to ensure clarity and compliance
- Lead HR reporting and analytics, providing insights into workforce trends, organizational health, and key people metrics to support business decisions
- Optimize HR systems and tools to improve efficiency, reporting, and employee experience
- Support reporting and analysis for organizational changes, restructures, and strategic initiatives
- Lead, coach, and develop a team of HR professionals, setting clear expectations and driving performance, transparency and accountability
WHAT WE OFFER
Competitive pay: Pay aligned with industry standards.
Community investment: Opportunity for impact in the communities in which we live and work.
Social environment: Culture-building activities, social clubs.
Industry-leading clients: New challenges to expand your skills.
Education/Training opportunities: Take your skills to the next level.
Career growth: Possibilities to expand your career
Comprehensive total rewards:
- Generous total rewards package including competitive pay, benefits, and reward offerings
- STEP-provided benefits package (start day one with option to upgrade)
- RRSP matching
- Potential for paid training and development opportunities
- Fuel discount card for personal use
- Employee perks including corporate discounts and memberships
- Employee referral bonus program
WHAT WE REQUIRE
Qualifications:
- Post-secondary education in Human Resources, Business Administration, or a related discipline.
- CPHR Designation
- Minimum 10 years of progressive HR experience, including senior-level advisory responsibility in employee relations, talent management, workforce planning, and compensation
- Demonstrated experience (minimum 5 years) leading HR teams and supporting leaders in a complex, multi-business or operational environment
- Strong knowledge of employment legislation, compensation practices, organizational development, and HR best practices
- Experience in oilfield services or a related operational industry is considered an asset
- Strong analytical, interpersonal, and communication skills, with the ability to influence and build credibility at all levels of the organization
- Experience with HRIS platforms and advanced proficiency in Microsoft Office Suite, particularly Excel
Key Competencies:
- Strong business acumen with the ability to align HR strategies with organizational objectives
- Excellent leadership, coaching, and people management skills
- Cultivates strong relationships across all levels of the organization, influencing high-performing and collaborative teams
- Sound knowledge of employment legislation, HR best practices, and compliance requirements
- Strong analytical and problem-solving skills, with experience using HR metrics and data to guide decisions
- Change management expertise and ability to lead organizational initiatives effectively
- Unwavering commitment to learning for self and others throughout all experiences
- Proven ability to understand context and circumstance to provide evidence-based solutions and strategic partnership
- Strong level of accountability with ability to navigate challenges with resiliency
- Catalyst for change, with a demonstrated ability to influence and drive engagement along the way
STEP ON BOARD
STEP Energy Services is an energy services company delivering industry-leading coiled tubing, hydraulic fracturing, and nitrogen industrial solutions to producers across North America. We deliver the expertise – the people, the equipment, and the knowledge – required to improve operational efficiencies and productivity in extended reach wellbore designs.
At STEP, we’re a community of professionals united by our culture, core values, and dedication to exceptional service. Whether in the office or out in the field, every STEP employee is a professional that we trust to get the job done safely.
At STEP, we are committed to building an inclusive and equitable workplace where everyone can thrive. We recognize that individuals bring unique perspectives and strengths that extend beyond the technical requirements of a role. If your talents and experience closely align with the listed qualifications, we encourage you to apply.
We believe that a wide range of ideas, experiences, and skills fuels innovation and drives excellence. We welcome applicants from all backgrounds to join our team of professionals.
Your application will be reviewed by our Human Resources team. If your gifts and talents match our needs, you will be invited for an interview. Due to the high volume of applications that we receive, only those who have been selected to continue in the recruitment process will be contacted.
INDHP
