Senior Manager - People & Culture

Job Duties & Responsibilities

PEOPLE & CULTURE STRATEGY & BUSINESS PARTNERSHIP

Partner with senior leadership to develop and execute a People & Culture strategy that supports the company's business objectives and long-term growth.

Act as a trusted advisor and sounding board to department leaders, providing practical guidance on organizational challenges, people decisions, and team effectiveness.

Partner with leaders on workforce planning, organizational design, role clarity, resource allocation, and succession planning.

Proactively identify opportunities to improve organizational effectiveness, strengthen leadership capabilities, and get more out of our people and resources.

Develop meaningful HR reporting and analytics that help leadership understand workforce trends, identify risks, and make better decisions.

HR PROGRAM DEVELOPMENT & LEADERSHIP

Build, implement, and continuously improve HR programs and processes, including performance management, compensation and rewards, employee development, succession planning, and engagement.

Lead the evolution of our performance management approach, helping managers establish clear expectations, provide meaningful feedback, and develop their teams.

Coach and support leaders through people-related challenges, difficult conversations, performance concerns, and employee development.

Partner with Finance and leadership on compensation structures, salary bands, merit reviews, bonus programs, and workforce budgeting, balancing market competitiveness with financial sustainability.

Establish clear processes and governance around key HR programs to promote consistency, fairness, and accountability.

Identify opportunities to improve employee retention, develop internal talent, and reduce unnecessary people-related costs.

EMPLOYEE EXPERIENCE & CULTURE

Lead initiatives that strengthen employee engagement, collaboration, communication, and connection across the organization, including the American Tall Summit and the Social Committee.

Gather and analyze employee feedback, identifying opportunities to improve the employee experience and translate insights into meaningful action.

Partner with leaders to foster a culture of accountability, continuous learning, high performance, and employee empowerment.

Oversee onboarding, employee development, career progression, and other initiatives that support the employee lifecycle.

Serve as an approachable and trusted resource for employees, ensuring people-related matters are handled thoughtfully, fairly, and with discretion.

PEOPLE OPERATIONS, TECHNOLOGY & TEAM LEADERSHIP

Oversee day-to-day HR operations, employee relations, HRIS administration, benefits, employee documentation, onboarding, offboarding, and compliance.

Review existing HR processes and workflows, identifying opportunities to simplify, automate, and improve efficiency.

Explore and implement AI tools and agents that help the team work smarter, improve service delivery, and free up capacity for more strategic priorities.

Ensure HR policies, practices, and processes remain compliant with applicable employment legislation and workplace requirements.

Manage relationships with external HR partners, employment counsel, benefits providers, and other service providers.

Experience, Education, & Designations

Post-secondary education in Human Resources, Business Administration, or a related field.

CHRP or CHRL designation, or working towards designation, is considered an asset.

6+ years of progressive HR experience, including experience leading HR programs and initiatives.

3+ years of people leadership or team management experience.

Demonstrated experience building and implementing HR programs, policies, processes, and systems.

Experience partnering with senior leaders on organizational design, workforce planning, compensation, performance management, and employee development.

Strong understanding of employment legislation, employee relations, and HR best practices.

Experience with HRIS platforms, process automation, and HR reporting.

A genuine interest in AI and emerging technologies, with hands-on experience using AI tools to improve workflows considered a strong asset.

Experience in a growing, entrepreneurial, or e-commerce business is an asset.

Knowledge, Skills, & Attributes

Builder Mentality: Enjoys creating, improving, and implementing programs and processes. Sees opportunities and takes ownership of bringing ideas to life.

Business Acumen: Understands how people, organizational structure, and HR practices influence business performance and financial outcomes.

Strong People Instincts: Approachable, personable, and emotionally intelligent. Builds trust and strong relationships with people at all levels of the organization.

Strategic Thinker: Comfortable looking beyond day-to-day HR needs, challenging existing practices, and bringing forward new ideas and perspectives.

Innovative & Curious: Excited about AI, automation, and technology, and eager to find better ways of working.

Strong Communicator: Articulate, thoughtful, and confident. Comfortable having difficult conversations and influencing decisions.

Hands-On & Accountable: Equally comfortable developing a strategy and rolling up their sleeves to get things done.

Sound Judgment & Integrity: Handles sensitive matters with discretion, fairness, and professionalism.

Adaptable: Thrives in a growing business where priorities evolve and there's always something new to tackle.