Head of Human Resources

Accountabilities:

• • Own full-cycle talent acquisition, including hiring-manager intake, job descriptions, sourcing, screening, structured interviews, scorecards, references, offers, and candidate communication for leadership and other roles.
  • Lead onboarding and ensure every new employee has clear responsibilities, a 90-day plan, and the necessary tools and access from day one.
  • Manage employment and contractor agreements while maintaining compliance with Quebec employment standards, French-language requirements, privacy regulations including Law 25, CNESST requirements, and worker classification rules.
  • Own the HRIS as the system of record, including employee data, workflows, documentation, reporting, policies, and the employee handbook.
  • Administer group insurance, RRSP matching, leaves, offboarding, and sensitive employee matters with discretion and care.
  • Run quarterly performance conversations, annual reviews, GWC, and the People Analyzer process while coaching managers on effective performance management.
  • Maintain clear role definitions, accountability structures, seat descriptions, and expectations across the organization.
  • Build development paths for high-performing employees and manage performance issues and exits fairly, respectfully, and in compliance with applicable requirements.
  • Own compensation philosophy, salary bands, benchmarking, annual reviews, promotions, and compensation adjustments based on scope and measurable outcomes.
  • Support leadership and Finance with equity and profit-sharing design and administration, as well as benefits renewals.
  • Lead employee engagement and eNPS initiatives, translating feedback into actionable plans for the leadership team.
  • Develop remote-team rituals, recognition programs, onboarding experiences, offsites, and other initiatives that strengthen connection and culture.
  • Reinforce organizational values through internal communication, manager coaching, and practical people-focused decision-making.
  • Identify opportunities to automate administrative HR processes and use AI to improve efficiency and allow greater focus on employee experience.

  Requirements:

  • 6+ years of experience in HR or People Operations, including experience leading HR within a Quebec-based organization of approximately 20 to 100 employees.
  • Deep and current knowledge of Quebec employment law, CNESST requirements, privacy obligations, French-language requirements, and employee-versus-contractor classification.
  • Proven full-cycle recruiting experience, particularly for senior and leadership positions.
  • Hands-on experience managing and configuring an HRIS, with BambooHR experience strongly preferred.
  • Experience developing compensation bands, conducting market benchmarking, and managing structured performance and compensation review cycles.
  • Fluency in both French and English, written and spoken, is required.
  • Experience working within EOS or a similar organizational operating system; familiarity with GWC and the People Analyzer is a strong advantage.
  • Practical, direct, discreet, and empathetic approach to handling sensitive employee matters, difficult conversations, documentation, and organizational challenges.
  • Strong organizational skills and attention to detail, with the ability to balance strategic planning and hands-on execution.
  • Comfortable working independently in a remote-first environment and partnering effectively with senior leaders.
  • AI-oriented mindset with the ability to automate administrative workflows and use technology to improve HR operations.
  • CRHA membership, experience managing mixed employee/freelancer workforces, and previous remote-first team experience are considered additional advantages.

  Benefits:

  • Remote-first work environment.
  • 4 weeks of vacation.
  • 5 personal/sick days.
  • Group insurance.
  • RRSP matching of up to $5,000.
  • $500 annual health and wellness flexible allowance.
  • Opportunities to shape the HR function and people infrastructure of a growing organization.
  • Direct participation in leadership-level decisions around talent, performance, compensation, and culture.
  • Opportunity to build and strengthen people practices within a remote-first team.