HR Manager (People & Culture Manager)
Location: Edmonton area or near High Level or Entwistle, AB (regular site travel required)
Salary Range: $100,000 - $130,000
At Drax, we’re working to create a more sustainable future through renewable energy, and our people are central to that work.
In Canada, we’re building a high-performing, modern HR function to better support our operations. We’re looking for an experienced HR Manager to join our Alberta team, with the opportunity to take on additional site support in BC as the role evolves. You’ll report to the HR Director, Canada, and work with colleagues across our US and UK teams as part of a broader global HR network. Locally, you’ll partner directly with leaders and employees at the site while also contributing to how HR continues to evolve across the business.
If you enjoy being close to operations, managing a full range of HR responsibilities, and working in an environment where no two days are the same, this is a role where you can make a meaningful impact.
About the Role
You’ll be the primary HR partner for your sites, supporting everything from employee relations and performance management to workforce planning, engagement, and policy application. Alongside your day-to-day work, you’ll partner with a centralized team of specialists in Talent Acquisition, Talent Development, Total Rewards, and HR Governance & Analytics to deliver broader HR initiatives.
The pace is fast, and the work is varied. Leaders will look to you for guidance, often in real time, and you will play an important role in helping them navigate people decisions with confidence. Some leaders are experienced, while others are still developing their capability, and you will spend time coaching and supporting them in practical ways.
There will be times when priorities shift, and the workload is high. Success in this role comes from staying organized, maintaining sound judgment, and continuing to move work forward even when things are moving quickly.
You’ll also play a key role in strengthening employee engagement and contributing to a workplace where people feel supported, treated fairly, and able to do their best work.
Key Responsibilities
HR Partnership and Site Support (Core Focus)
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Act as the primary HR contact for assigned sites, supporting leaders and employees across the full employee lifecycle
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Build strong relationships through regular onsite presence and day-to-day interaction
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Provide practical, timely HR advice that aligns with operational needs
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Manage a broad range of HR responsibilities with a high level of autonomy
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Professionally navigate unique, complex employee situations with confidentiality, sensitivity and care
Employee Relations and Leader Support
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Lead employee relations matters, including investigations, discipline, performance management, and terminations
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Ensure a consistent and fair approach, supported by clear documentation
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Support leaders who are still building their capability by providing practical guidance and hands-on support
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Coach supervisors and managers through day-to-day people management and more complex situations
Disability and Return-to-Work Support
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Lead return-to-work and accommodation planning
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Coordinate disability-related processes and ensure timelines and requirements are met
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Work with leaders to implement practical and sustainable solutions
Culture, Engagement and Team Effectiveness
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Partner with leaders to build a positive, inclusive, and high-performing work environment
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Support employee engagement initiatives and help turn feedback into clear, actionable plans
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Contribute to creating a workplace where employees feel supported, respected, and able to do their best work
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Reinforce consistent and fair people practices across teams and sites
HR Programs, Systems, Projects and Continuous Improvement
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Support the rollout of key HR initiatives, including policy updates, workforce programs, and hiring improvements
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Be confident in how to use our HRIS system and process employee changes and data updates within the system on a regular basis
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Partner with specialist teams to ensure new programs are understood and effectively applied at the site level
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Identify opportunities to simplify processes and improve how HR is delivered
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Contribute to the ongoing development of a more efficient and modern HR function
Workforce Planning and Talent Support
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Partner with leaders and Talent Acquisition on hiring needs and workforce planning
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Support talent discussions and calibrations, development initiatives, and succession planning
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Provide input on team structure and resourcing decisions
A Typical Week in the HR Manager Role
In a typical week, you might be on-site supporting a supervisor through a performance issue, advising a leader on a sensitive situation, partnering on a hiring need, and working with the broader HR team to implement a new process or program.
No week looks the same. The role requires you to stay flexible, focus on what matters most, and keep things moving forward.
What You Bring
Education and Credentials
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Bachelor’s degree in Human Resources, Business, or a related field is required
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CPHR or SHRM designation, or progress toward a designation, is strongly preferred
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Experience and Expertise
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5–7 years of progressive experience in an HR generalist, HRBP, or HR Manager role, ideally in industrial, manufacturing, or natural resources environments
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Strong HR generalist knowledge across the full employee lifecycle, including employee relations, investigations, performance management, and talent processes
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Experience managing complex employee relations matters independently within a multi-site organization
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Experience with collective agreement administration, grievance handling, and bargaining support is preferred
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Strong interpersonal judgment, communication skills, and the ability to build trusted relationships across all levels of the business
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Valid driver’s license, reliable transportation, and the ability to travel regularly to assigned sites
Leadership and Delivery Strengths
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Ability to manage a varied caseload, balance competing priorities, and deliver practical solutions in a fast-paced environment
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Confidence coaching leaders through difficult conversations, investigations, performance discussions, and organizational change
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Strong organizational skills, sound judgment, and a collaborative approach to delivering people initiatives and business outcomes
Why Join Drax?
At Drax, we recognize that our people drive our success. We are proud to foster a workplace culture that values collaboration, inclusion, accountability, and continuous learning.
When you join Drax, you can expect:
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Competitive compensation and annual incentive opportunities
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Comprehensive health and dental coverage from day one
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RRSP matching program
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Flexible work arrangements within BC and Alberta
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Opportunities for professional growth and development
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A supportive, team-oriented environment where your contributions are valued
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Meaningful work that supports the transition to a more sustainable energy future
Our Values
Our culture is guided by shared values that shape how we work and support one another:
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We care about what matters
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We’re a can-do kind of place
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We see things differently
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We listen carefully
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We do what we say we’ll do
Ready to Make an Impact?
If you’re a benefits expert who thrives on accuracy, service, and continuous improvement, we’d love to hear from you.
Learn more about our team and career opportunities at Drax Careers and follow us on LinkedIn.
The Drax Resourcing team will never use third-party apps to make job offers. The recruitment process with Drax will always include at least one face-to-face interview, either in person or via an online video call, as well as several phone conversations. Drax will never ask you to download apps to enter timesheet details or ask you to purchase your own IT equipment.
If you have any concerns during your recruitment process or suspect something isn’t right, please get in touch with us via
[email protected] to verify the application or details of the person you have been speaking to.
Please note that, whilst not expected, the company may pay at a rate outside the band for this role where appropriate, taking into account the candidate’s experience, skills and other relevant factors.
