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Role Summary:

Berts Electric is a growing commercial and residential electrical contractor built on doing quality work with good people. As we scale, we need someone to own the people side of the business—not as a compliance function, but as a genuine driver of organizational capacity. The HR Manager reports to the President and is responsible for ensuring the right people are in the right roles, developing toward their potential, and working within a culture that holds everyone to a high standard. This is a hands-on, generalist role suited to someone who is equally energized by a great hire, a hard performance conversation, and an apprenticeship milestone. They also understand that strong people practices are what let a trades company grow without losing what makes it good.

Key Responsibilities:

Lead end-to-end recruiting: job postings, screening, interviews, reference checks, and offer coordination—using the hungry, humble, smart framework as a consistent filter.
Design and execute onboarding that gets new hires productive and connected quickly, and surfaces issues before they become problems.
Build and manage development plans for field and office staff, coordinating with ITA for apprenticeship progressions and identifying internal leadership candidates early.
Own the performance review cycle: set the cadence, support managers in giving effective feedback, and handle underperformance conversations with directness and fairness.
Keep all employment agreements, policies, and HR records current and compliant; flag legal risks before they surface.
Manage compensation benchmarking and flag anomalies to leadership; support remuneration decisions with data, not gut feel.
Champion culture—not through slogans, but by building systems that reward accountability, recognize contribution, and make Berts a place people choose to stay.
Partner with the President and senior leadership on org design, workforce planning, and any people-related decisions that affect the business.

Qualifications:

Required:

5+ years of progressive HR experience, including at least 2 years in a standalone or lead HR role.
Valid driver’s licence (Class 5 minimum).
Working knowledge of BC Employment Standards Act, WorkSafeBC obligations, and employment agreement requirements.
Strong interpersonal skills—able to build trust with field crews, office staff, and ownership equally.
Comfortable giving and receiving direct feedback; does not avoid hard conversations.

Preferred:

Experience in a trades, construction, or field-operations environment.
CPHR designation or working toward it.
Familiarity with HRIS or workforce management tools (e.g., Quilie, BambooHR, or similar).

Working Conditions:

Physical Demands: Office-based; occasional site visits. Standard lifting and mobility requirements.

Environment: Office environment primarily; site visits may involve noise, PPE requirements, and variable weather.

Schedule: Monday to Friday, standard office hours; occasional flexibility required.

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