Choosing a partner to represent your business means choosing people you can rely on. Redlands Electric supports organizations across Canada with proven recruitment experience. Our head office is in Toronto, yet our capabilities span far beyond our home province.
We connect employers with the right talent and help build high-performing teams. We achieve this through a collaborative process that uncovers the needs of the organization and the people who power it.
Partnering with us helps clients save time and budget by making informed HR and hiring decisions—backed by guidance and confidence.
Our team lives its core values at work and in life. In short, we believe:
We strive to be the partner everyone wants to work with. By clearly defining these five simple values, we empower our team to act ethically, strategically, and in the long-term best interests of our clients and candidates.
Redlands Electric specializes in professional human resources consulting. Our primary offerings include:
An HR Plan is a strategic roadmap that defines people-related objectives—for example, lowering turnover by 7%, lifting engagement by 10%, or reshaping culture over the next three years. It outlines tactics and actions to achieve each goal. Without a clear plan, organizations risk missing the full return on the money invested in their people and HR programs.
Professional HR consulting requires staying current with industry trends, changing labour laws, and aligning HR with broader business strategy.
Effective practitioners invest continuously in their development. Maintaining the Certified Human Resources designation includes ongoing professional education and periodic audits by the HR Association every three years.
A termination meeting should include the employee’s direct supervisor and an HR representative. Whenever possible, hold it in a private setting to protect the confidentiality of the conversation.
Plan the room layout so the exit remains accessible should emotions run high. Confirm the details beforehand (e.g., reason for termination, effective date, reference policy, and the appropriate contact for follow-up questions).
Keep the meeting brief and respectful, allowing time for questions and concerns. Ensure any severance details and the termination letter are clearly documented and provided during the meeting.