HR Manager (People & Culture Manager)

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) Act as the primary HR contact for assigned sites, supporting leaders and employees across the full employee lifecycle Build strong relationships through regular onsite presence and day‑to‑day interaction Provide practical, timely HR advice that aligns with operational needs Manage a broad range of HR responsibilities with a high level of autonomy Professionally navigate unique, complex employee situations with confidentiality, sensitivity and care Employee Relations and Leader Support Lead employee relations matters, including investigations, discipline, performance management, and terminations Ensure a consistent and fair approach, supported by clear documentation Support leaders who are still building their capability by providing practical guidance and hands‑on support Coach supervisors and managers through day‑to‑day people management and more complex situations Disability and Return‑to‑Work Support Lead return‑to‑work and accommodation planning Coordinate disability‑related processes and ensure timelines and requirements are met Work with leaders to implement practical and sustainable solutions Culture, Engagement and Team Effectiveness Partner with leaders to build a positive, inclusive, and high‑performing work environment Support employee engagement initiatives and help turn feedback into clear, actionable plans Contribute to creating a workplace where employees feel supported, respected, and able to do their best work Reinforce consistent and fair people practices across teams and sites HR Programs, Systems, Projects and Continuous Improvement Support the rollout of key HR initiatives, including policy updates, workforce programs, and hiring improvements Be confident in how to use our HRIS system and process employee changes and data updates within the system on a regular basis Partner with specialist teams to ensure new programs are understood and effectively applied at the site level Identify opportunities to simplify processes and improve how HR is delivered Contribute to the ongoing development of a more efficient and modern HR function Workforce Planning and Talent Support Partner with leaders and Talent Acquisition on hiring needs and workforce planning Support talent discussions and calibrations, development initiatives, and succession planning Provide input on team structure and resource 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 Bachelor’s degree in Human Resources, Business, or a related field is required CPHR or SHRM designation, or progress toward a{ #J-18808-Ljbffr