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TITLE
Director of Human Resources, Public Accounting

SALARY RANGE
$140,000 - $160,000

CASH BONUS
Discretionary

THE PERKS

• 5 Week’s Vacation
• Standard Health Benefits
• Professional Development Support
• Flexible Hours
• Mental Health Support

LOCATION
Calgary, AB

THE OFFICE
Remote with Travel

TEAM SIZE
Under 5 people

THE ROLE
A leadership role directing all human resources functions for a scaling national firm, with focus on strategic HR initiatives, employee relations, and M&A people integration.

• Strategic Projects — M&A Integration, Policy, Systems, Branding (30%)
• Employee Relations & issue Resolution (30%)
• Leadership & Partner Advisory Meetings (20%)
• Team Management & Development (20%)

THE TASKS
Strategic Projects — M&A Integration, Policy, Systems, Branding

• Lead people integration for newly acquired practices, including cultural onboarding and employment contract transitions
• Conduct personnel due diligence as part of the M&A process
• Overhaul and update HR policies to ensure compliance across all provincial employment standards
• Assess current HR systems and recommend scalable platforms for a growing workforce
• Drive employer branding initiatives internally and externally, including campus recruiting strategy for CPA students
• Lead the overhaul of employment contracts across all staff, tied to the performance evaluation cycle

Employee Relations & Issue Resolution

• Independently diagnose employee relations issues, present options to leadership, and drive resolution
• Serve as the trusted resource for partners and staff on sensitive HR matters
• Advise on performance management, corrective action, and separation strategies
• Coordinate with external employment legal counsel on complex employee situations
• Manage internal communications, ensuring consistent and timely messaging across all offices
• Oversee social committee responsibilities, including legal requirements such as liability waivers for firm events

Leadership & Partner Advisory Meetings

• Meet regularly with managing partners and office leaders to align on HR priorities
• Maintain a prioritized project list and adjust based on evolving business needs
• Provide forward-looking HR strategy aligned with 12 to 36 month growth plans
• Bring recommendations and options from experience at larger or better-resourced firms

Team Management & Development

• Manage and develop direct reports within the HR function
• Improve the performance evaluation system beyond the current platform modules
• Plan and execute the build-out of the HR team to support continued growth
• Identify opportunities to develop the HR function into a revenue-generating service line over time

THE COMPANY
A national public accounting firm with a presence across five provinces, serving community-focused markets through local partner-led offices. Currently in a high-growth phase driven by an active acquisition strategy, with plans to double in size within the next two years.

THE OPPORTUNITY
Join a firm at a pivotal stage of growth where you will build and professionalize the entire HR function from the ground up, reporting directly to the managing partner. Ideal for a senior HR professional in public accounting or professional services who is ready to step into a true leadership role with the autonomy to shape strategy, drive M&A integration, and scale the team alongside the business.

THE EXPECTATIONS TIMELINE PREVIEW
By Month 1

• Complete onboarding with retiring HR consultant and meet all partners and key staff across offices
• Review all existing HR policies, employment contracts, and current system capabilities
• Understand the current state of the performance evaluation process and HR platform
• Build relationships with leadership and develop a clear understanding of the business landscape

By Month 3

• Demonstrate a clear understanding of HR function’s current state, gaps and priorities
• Present a prioritized plan for addressing key HR gaps and projects
• Save leadership time by independently handling employee relations issues
• Establish a regular cadence of meetings and reporting with the managing partner

By Month 6

• Complete at least two key projects from the prioritized HR roadmap
• Be fully embedded in the leadership rhythm and handling M&A people integration with minimal oversight
• Have a clear plan in place for adding a second HR team member
• Take full ownership of the HR function, significantly reducing leadership involvement in day-to-day HR matters

By Month 12

• HR function operating on auto mode — driving initiatives, addressing historical gaps, and preparing the organization for future growth
• Team of three in place and functioning effectively
• Employer branding active with campus recruiting and hiring strategy underway
• HR infrastructure ready to support a workforce of 300+ employees

THE SKILL SET

• Minimum 5 years of progressive HR experience, including at least 2-3 years in a senior manager or leadership role
• Direct experience with M&A people integration, including cultural onboarding and employment contract transitions
• Working knowledge of employment standards across multiple Canadian provinces
• CHRP/CHRL designation preferred but not required
• Mid-tier public accounting or professional services firm experience highly valued
• Experience working across multiple office locations in a decentralized environment

ONLY QUALIFIED CANDIDATES WILL BE CONTACTED.

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