Senior Manager, Workforce Planning

Requirements

• 8+ years of experience in workforce planning, talent acquisition, or HR operations, with at least 3 years in a leadership role.
• Experience in industrial maintenance, construction, or turnaround environments preferred.
• Strong understanding of workforce systems (BIS, Tracker, or equivalent).
• Demonstrated ability to manage competing priorities and high-volume project demands.
• Proven leadership skills with the ability to develop and mentor diverse teams.
• Excellent communication, analytical, and organizational skills.
• For Those Who Seek to Redefine
• The greatest achievements in history are borne from the greatness within people - where human potential meets vision, and passion fuels evolution. Unlocking this potential is the most important thing we do at Bird.

Benefits

Additional Information

Senior Manager, Workforce Planning The Senior Manager, Workforce Planning leads a high-performing team responsible for the strategic planning, acquisition, and management of the company's craft and staff workforce across multiple industrial maintenance and turnaround projects. This role ensures that workforce programs-including recruitment, onboarding, payroll, and workforce technology-are delivered efficiently, consistently, and in alignment with operational goals. The ideal candidate is a collaborative and solutions-oriented leader who thrives in a fast-paced environment, builds strong relationships across departments, and drives continuous improvement in workforce systems and processes. What You Will Be Working On Workforce Planning & Project Management Lead workforce forecasting and planning for all project sites, including major turnarounds. Partner with operations and project leadership to align workforce supply with project demand. Facilitate weekly workforce planning meetings and communicate staffing priorities and logistics. Develop standardized workforce planning processes, documentation, and reporting tools. Oversee workforce data integrity and analytics across recruitment, onboarding, and payroll systems, transforming data into actionable insights that drive strategic planning and operational performance. Recruitment & Talent Acquisition Lead full-cycle recruitment for all craft and field positions across Canada. Manage job advertisements, budgets, and sourcing platforms (Indeed, Energy Job Shop, etc.). Oversee the hiring, training, and performance of all Talent Acquisition Specialists. Collaborate with Marketing on recruitment campaigns and branding initiatives. Support socio-economic reporting for IOR, Stats Canada, and other regulatory requirements. Develop and maintain consistent recruitment and dispatch templates in collaboration with People & Culture. Onboarding & Workforce Administration Oversee onboarding processes for all new hires, ensuring compliance and a positive candidate experience. Manage onboarding programs, including SureHire, CannAmm, and DER compliance. Ensure accuracy of workforce data and location tracking within BIS and related systems. Liaise with HSE, site administration, and leadership teams to align onboarding standards and documentation. Plan and coordinate temporary onboarding resources during turnaround peaks. Payroll Coordination Lead the Payroll team to ensure accurate and timely submission of daily payroll data. Act as point of contact for payroll escalations and auditing. Oversee payroll updates related to rate changes, contract amendments, and collective agreements. Ensure compliance and oversight of Canem and SOIC payroll processes. Technology & Systems Management Manage workforce systems and tools (Tracker, BIS, etc.) and liaise with vendors for setup and support. Develop and customize forms and workflows to improve efficiency and data integrity. Oversee user access, licensing, and permissions for workforce management platforms. Collaborate with IT and support teams to res olve escalated technical issues. Leadership & Collaboration Provide strategic direction and coaching to a team of 10 professionals. Foster a culture of collaboration, accountability, and continuous improvement. Partner cross-functionally with People & Culture, Operations, Payroll, and Marketing teams. Drive communication and alignment between field sites and corporate functions. Lead annual initiatives such as employee recognition and company holiday programs.

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