Human Resources

Job Description: Director of Human Resources

The Director of Human Resources (HRD) plays a key role in managing a company’s human capital. He is responsible for overseeing all human resources functions, including recruitment, training and development, performance evaluation, conflict management and compensation.

Main functions:

  1. Develop and implement human resources strategies aligned with the company’s overall strategy.
  2. Oversee all human resources functions, including recruitment, selection, training, performance evaluation, health and safety, labour relations, organizational development, conflict management, skills development and compensation.
  3. Ensure compliance with labor laws and regulations.
  4. Promote corporate culture and ensure that company policies and procedures are followed.
  5. Manage employee-related issues and facilitate conflict resolution.


  • Develop and implement human resources policies and procedures.
  • Manage recruitment and selection of staff.
  • Oversee staff training and development.
  • Evaluate and manage employee performance.
  • Manage conflicts and problems related to employees.
  • Ensure compliance with labor laws and regulations.


According to 2023 data, the average annual salary of a Human Resources Manager in Montreal, Quebec, is approximately $115,000 CAD plus bonus. However, this figure may vary depending on experience, industry, company size and level of responsibility.

Useful statistics:

  • Most Human Resources Managers have a background in human resource management, industrial psychology or a related field.
  • About 35% of Human Resources Directors have more than 10 years of experience in the field.
  • Communication, conflict management and leadership skills are highly valued for this position.

Required skills:

  1. Excellent communication and negotiation skills.
  2. Ability to understand and apply labor laws and regulations.
  3. Problem-solving and decision-making skills.
  4. Good personnel management skills.
  5. Knowledge of recruitment and training techniques.
  6. Understanding of compensation and benefits issues.

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  • Career Advancement:

A Director of Human Resources can progress to higher-level positions such as General Manager of Human Resources or Vice President of Human Resources. They may also specialize in specific areas of human resources, such as organizational development or talent management.

  • Job Opportunities:

Job prospects for HR managers are generally good, as all companies need professionals to manage their human resources. However, competition can be strong for high-level positions.

  • Training and qualifications:

A bachelor’s degree in human resources, business management, psychology or a related field is generally required for this position. Many HR managers also have a master’s degree in human resource management or an MBA. Professional certification in human resources can also be beneficial.

  • Work environment:

The Human Resources Manager usually works in an office environment. It’s a role that involves a lot of communication with others, whether it’s employees, managers, and company executives.

  • Typical profile of the Director of Human Resources:

The typical HR Manager is someone who is comfortable working with others and has good communication skills. They have a strong problem-solving ability and are able to make tough decisions. They are generally well organized and have a good understanding of labor laws and regulations.

  • Working conditions:

The work of a Human Resources Manager is usually done in an office environment, but it can sometimes require travel, such as recruiting new employees or visiting the various branches of the company. Working hours can be long, especially when implementing new systems or policies, or when resolving conflicts in the workplace.

  • Expected results:

The Director of Human Resources is expected to be able to effectively manage the company’s human resources to achieve the organization’s objectives. This includes recruiting and retaining qualified staff, creating a positive work environment, developing employee performance, effectively managing conflicts, and complying with labor laws and regulations.

  • Challenges and opportunities:

The position of Director of Human Resources presents both challenges and opportunities. Challenges can include managing workplace conflict, complying with labor laws, and managing employee-related issues. However, the position also offers opportunities to improve employee well-being and performance, attract and retain high-quality talent, and make a significant impact on the company’s culture.

  • Influence on the organization:

The Chief Human Resources Officer plays a crucial role in the organization by ensuring that the company has the necessary human resources to achieve its objectives. They influence not only human resources strategy and policies, but also the culture and overall well-being of the company.

  • Collaboration and interaction:

The HR Director must work closely with many other departments of the company, including senior management, finance, operations management, and marketing. They also need to interact regularly with employees at all levels of the organization, as well as with external parties such as recruiters, lawyers, and HR consultants.

  • Evolution of the role:

Technological developments have changed the role of the Director of Human Resources. Whereas previously the role was primarily focused on administrative tasks such as payroll and benefits, the modern CHRO now needs to play a more strategic role, focused on talent recruitment, performance management, employee engagement, and organizational culture. Information and communication technologies have also brought new challenges and opportunities, such as managing remote work and using social media for employee recruitment and engagement.

  • Risks of the profession:

Risks associated with the position of HR Director include the legal risk of non-compliance with labor laws and regulations, the risk of conflict in the workplace, and the risk of not being able to attract and retain the talent needed for the organization.

  • Contribution to corporate strategy:

The Chief Human Resources Officer contributes to the company’s strategy by ensuring that the company has the talent to achieve its goals, creating an organizational culture that fosters employee engagement, and ensuring that company policies and practices are in compliance with labor laws and regulations. They can also contribute to business strategy by providing information and analysis on labour market trends and human resource management practices.

In summary, the role of the Chief Human Resources Officer is critical to the success of any organization. It requires a combination of skills in human resource management, employment law, negotiation and communication, as well as a good understanding of the company’s culture and goals. For those who are ready to take on these challenges, the position offers many opportunities to make a significant difference within the company.

Multiple HR Services

We have extensive expertise in several fields of activity in the field of human resources.

Organizational Development

Our professionals can accompany and support you in your organizational development. Thus, we can help you review your business structure or support your teams in the development of their skills, in the optimization of team synergy, and more.

HR Marketing

HR marketing makes your company shine and allows you to stand out from the competition. We can help you with your positioning and employer brand to maximize your engagement and talent attraction.


We offer different training courses for all types of organizations. Whether it is to meet different needs in terms of occupational health and safety, ergonomics, human resources management or harassment prevention, call on Hera Human Resources.


Hera RH coaches’ mission is to provide personalized support to improve the skills and performance of a member of the team, the group or the entire organization.

Harassment investigation

Our experienced experts can help you complete your harassment investigation. By collaborating with us, you ensure an impartial process carried out according to the rules of the art.

Labour Relations

Our experts can assist you in the management of your files. They are available to advise you on litigation, complaints to the CNESST or the Charter of Human Rights and Freedoms, harassment complaints, etc.

Development of HR tools and documents

In order to facilitate the development and management of your human resources, we offer a support service in the creation of tools and documents, such as hiring contracts, terminations and drafting of HR policies.

HR Consulting

Our experts are ready to assist you in the implementation and improvement of your internal processes or to act as HR advisors.