Senior HR Manager, People, Talent & Compliance

Job Description

Job Description

Job Description

Position Summary

The Senior HR Manager, People, Talent & Compliance is responsible for leading all human resources, talent acquisition, and HR governance functions for our advisory consulting business. This role has a major emphasis on proactive recruiting for sales, business development, and revenue-generating roles, in addition to consultants and advisory staff.

This role is a strategic partner to leadership and plays a critical role in the firm’s growth by building and maintaining a continuous talent pipeline aligned with our commercial strategy. The ideal candidate combines strong HR fundamentals with hands-on recruitment expertise, particularly in sales and professional services environments and is comfortable operating in a structured, ISO-driven environment and partnering closely with leadership to support business continuity and scale.

This is not a reactive HR role. It is a growth-oriented position with direct influence on revenue, team capability, and culture.

Key Responsibilities

Proactive Recruiting & Manpower Planning

• Own and execute a proactive year-round recruiting strategy for:
• • Sales and business development roles
  • Client-facing advisory and consulting roles
  • Key leadership and specialist positions
• Build and maintain forward-looking talent pipelines, particularly for sales and revenue-critical roles.
• Partner with leadership and sales management to define success profiles, forecast hiring needs based on growth plans, sales targets, and client demand.
• Lead full-cycle recruiting: sourcing, screening, interviewing, offer negotiation, and onboarding.
• Evaluate candidates using performance, behavioral and competency-based hiring methods, including assessment of sales performance history and quota attainment.
• Ensure a consistent, professional candidate experience aligned with firm’s brand and values.

Sales Hiring & Revenue Enablement

• Act as a trusted advisor to executive leadership on workforce planning, organizational design, and talent strategy.
• Assess sales candidates for:
• • Proven performance and quota attainment
  • Coachability and adaptability
  • Cultural alignment and ethical selling practices
• Support leadership in aligning sales role definitions, compensation structures, and career paths to attract and retain high performers.
• Track sales hiring outcomes, including ramp success, early retention, and time-to-productivity.

HR Governance, ISO & Compliance Ownership

• Own ISO HR and related processes, including documentation, internal audits, external audits, and closure of non-conformities.
• Develop, implement, control, and continuously improve HR policies, SOPs, and procedures in alignment with ISO and regulatory requirements.
• Maintain accurate, audit-ready HR records, including:
• • Training matrices
  • Competency and qualification documentation
  • Role descriptions and organizational records
• Ensure timely updates and document control across all HR systems.

Performance, Payroll & Compensation Governance

• Drive and manage the performance management framework, including goal setting, reviews, and continuous feedback.
• Partner with leadership to ensure fair, consistent, and compliant compensation governance, including salary reviews, incentives, and sales compensation structures.
• Oversee payroll processes, ensuring accuracy, timeliness, and compliance.
• Support workforce cost planning and reporting.

Employee Relations & Workplace Management

• Handle employee relations matters, including:
• • Grievances and complaints
  • Disciplinary processes
  • Performance improvement plans
• Design and manage onboarding programs that accelerate productivity, particularly for sales and client-facing roles.
• Provide guidance to leaders on employee issues while ensuring fairness, consistency, and legal compliance.
• Promote a respectful, high-performance, and values-driven workplace culture.

Strategic HR Leadership

• Act as a trusted advisor to executive leadership on workforce planning, organizational design, and talent strategy.
• Align HR systems and people practices with business objectives and quality standards.
• Manage HR policies, procedures, and employee handbook updates.
• Ensure compliance with Canadian and U.S. employment regulations.
• Oversee benefits administration.
• Handle employee relations matters with professionalism and discretion.
• Support leadership development, succession planning, and capability building.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 7+ years of progressive HR experience with hands-on responsibility for recruiting, HR operations, and compliance.
• Proven experience managing end-to-end recruitment and manpower planning.
• Demonstrated success recruiting sales or business development roles in B2B, consulting, or professional services environments.
• Experience working in an ISO-aligned or quality-managed environment.
• Strong knowledge of Canadian and USA employment standards and HR best practices.
• Excellent communication and judgment.

Preferred

• HR certification (CHRP, CHRL, SHRM, or equivalent).
• Experience in advisory consulting, engineering, technical services, or regulated industries.
• Experience supporting both sales and professional/technical talent.
• Comfort operating in a lean, entrepreneurial environment.

Key Competencies

• Business and revenue orientation
• Proactive talent acquisition mindset
• HR governance and documentation discipline
• Sales talent assessment capability
• Strong judgment, confidentiality, and integrity
• Ability to balance structure with growth agility
• Strategic thinking with hands-on execution
• High integrity and confidentiality

Success Measures

• Continuous availability of qualified sales and advisory talent
• Reduced time-to-fill for critical and revenue-generating roles
• Successful ISO audits with no or minimal HR non-conformities
• Accurate, up-to-date HR records and training documentation
• Employee engagement, retention, and performance outcomes
• Sales hire ramp success and early retention
• Strong alignment between workforce capabilities and business growth goals

Why This Role Matters

This role is central to both growth and compliance. The Senior HR Manager, People, Talent & Compliance ensures the firm can scale revenue responsibly, maintain certification and audit readiness, and build a high-performing, accountable workforce.

RTS Consulting Automation has over 33 years of manufacturing experience serving various industrial, municipal and utility market sectors requiring high-quality control panels and utility solutions.

Company Description

RTS Consulting Automation has over 33 years of manufacturing experience serving various industrial, municipal and utility market sectors requiring high-quality control panels and utility solutions.