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Manager, People & Culture
SALT XC
🇨🇦 Canada
On-site
Manager or above
2 weeks ago
- AI
- HRIS
- ADP
2 weeks ago
- Act as the day-to-day People & Culture partner for department leaders and people managers across assigned Canadian entities.
- Build trusted relationships with leaders and develop a strong understanding of their business priorities, workforce needs, and team dynamics.
- Coach managers through performance conversations, employee development, team challenges, and people leadership decisions.
- Advise leaders on organizational matters, including role design, workforce planning, headcount needs, reporting structures, and team changes.
- Use people data, employee feedback, and business insights to identify trends and proactively recommend practical solutions.
- Support leaders in applying policies, programs, and employment practices consistently and fairly.
- Manage employee relations matters from intake through resolution, including performance management, workplace concerns, investigations, accommodations, leaves, and terminations.
- Ensure consistent, compliant application of policies and employment practices across applicable Canadian jurisdictions.
- Maintain current knowledge of Canadian employment legislation and evolving workplace requirements.
- Escalate complex or high-risk matters to the Senior Director, People & Culture with well-documented context, risk considerations, and recommended approaches.
- Prepare and maintain accurate, confidential, and audit-ready employee relations documentation.
- Partner with legal counsel or other external advisors when directed.
- Serve as the HiBob lead for assigned entities, with accountability for data integrity, organizational structure accuracy, and employee record completeness across the employee lifecycle.
- Build, configure, test, and maintain HiBob workflows, including onboarding and offboarding processes, approval chains, document generation, employee changes, leaves, and exits.
- Design and manage HiBob cycles for performance reviews, goal setting, compensation reviews, employee check-ins, and other people programs.
- Ensure all cycles are appropriately scoped, sequenced, tested, and communicated to stakeholders.
- Conduct regular HRIS audits to identify and resolve data discrepancies, outdated records, organizational misalignments, and missing documentation.
- Partner with the People & Culture Coordinator to establish and maintain clear data-entry standards and standard operating procedures.
- Act as an internal subject matter expert on HiBob functionality, troubleshooting system issues and escalating platform-level concerns when required.
- Identify opportunities to automate manual People & Culture processes, improve workflows, and reduce administrative burden.
- Maintain consistent data structures that support accurate reporting on headcount, turnover, workforce changes, and other key people metrics.
- Champion HRIS adoption and ensure employee changes, approvals, and documentation are processed through established systems rather than off-system workarounds.
- Lead the delivery of core People & Culture programs across assigned entities, including performance cycles, engagement surveys, onboarding, offboarding, and recognition initiatives.
- Partner with the Senior Director, People & Culture on enterprise-wide initiatives, including compensation cycles, policy updates, organizational programs, and learning and development.
- Support the administration and employee communication of Canadian benefits, perks, and leave programs.
- Analyze program feedback and participation data to identify opportunities for improvement.
- Develop and maintain People & Culture workflows, manager toolkits, templates, standard operating procedures, and employee resources.
- Ensure programs are delivered consistently while allowing for appropriate entity-specific practices and needs.
- Champion inclusive employment practices and help embed each entity’s culture and values throughout the employee experience.
- Support leaders with employee engagement action planning and track progress against agreed priorities.
- Partner on diversity, equity, inclusion, and belonging initiatives, events, and employment practices.
- Identify opportunities to strengthen employee connection, communication, recognition, and engagement across assigned entities.
- Help leaders navigate change in a clear, thoughtful, and employee-focused manner.
- Provide guidance and coaching to People & Culture Coordinators, Specialists, and other junior team members supporting the same entity portfolio.
- Participate in cross-functional People & Culture projects and enterprise initiatives as a key contributor.
- Promote process discipline, documentation, and accountability across the People & Culture function.
- Help establish scalable and consistent practices across a growing, multi-entity organization.
- Balance strategic priorities with the hands-on operational requirements of a fast-moving agency environment.
- 3+ years of progressive HR experience, including at least one year in an HR Manager, HR Business Partner, or equivalent role.
- Demonstrated experience supporting Canadian employees and leaders across the full employee lifecycle.
- Strong knowledge of Canadian employment legislation and HR practices across multiple provinces.
- Proven experience managing employee relations matters, workplace investigations, accommodations, performance management, and employment terminations.
- Strong track record of coaching managers and providing practical, business-minded HR advice.
- Experience working in an agency, media, creative, marketing, or fast-paced professional services environment is preferred.
- Demonstrated HRIS expertise, with HiBob experience strongly preferred.
- Experience configuring workflows, building program cycles, conducting data audits, and maintaining HRIS standards in a multi-entity environment.
- Strong systems orientation and the ability to identify data gaps, improve processes, and encourage consistent system adoption.
- Excellent written and verbal communication skills, with the ability to handle sensitive matters with sound judgment, discretion, and professionalism.
- Strong organizational and project management skills, with the ability to manage competing priorities across multiple stakeholders and entities.
- CHRP designation, or progress toward completion, is considered an asset.
- Proficiency with HiBob, ADP, and Microsoft 365.
- Leaders view the Manager as a trusted, practical, and responsive People & Culture partner.
- Employee relations matters are managed consistently, thoughtfully, and in compliance with Canadian employment requirements.
- HiBob data is accurate, complete, and reliable across assigned entities.
- People processes are increasingly standardized, automated, and managed through established systems.
- Programs are delivered effectively and adapted appropriately to the needs of each entity.
- Managers have the tools, guidance, and confidence needed to lead their teams successfully.
Manager, People & Culture · SALT XC