Head of Human Resources

Accountabilities

• Lead full-cycle talent acquisition, including hiring-manager intake, job descriptions, sourcing, screening, structured interviews, scorecards, references, and offers.
• Maintain active candidate pipelines, provide clear communication throughout the recruitment process, and support hiring for leadership positions.
• Own onboarding processes so every new hire has clear responsibilities, a 90-day plan, and the tools and access required from day one.
• Manage employment and contractor agreements while ensuring compliance with Quebec labour standards, French-language requirements, privacy obligations including Law 25, CNESST requirements, and worker classification rules.
• Own the HRIS as the central system of record, including employee data, workflows, documentation, and reporting.
• Maintain the employee handbook and company policies, and administer group insurance, RRSP matching, leaves, and offboarding.
• Handle sensitive employee situations with discretion, sound judgment, and care.
• Run quarterly performance conversations, GWC and People Analyzer processes, and the annual performance review cycle while coaching managers on effective execution.
• Maintain clear role definitions, seat descriptions, accountability structures, and expectations across the organization.
• Build development paths for employees while managing underperformance and exits appropriately and consistently.
• Own compensation philosophy, salary bands, market benchmarking, and the annual compensation review process.
• Structure raises and promotions around expanded responsibilities and measurable milestones.
• Support leadership and Finance with equity and profit-sharing design and administration, and manage benefits renewals.
• Own employee engagement measurement and translate eNPS results into actionable initiatives.
• Develop remote-team rituals around onboarding, recognition, offsites, and team connection.
• Reinforce organizational values through internal communication, manager coaching, and day-to-day people practices.
• Automate administrative HR processes where possible to increase efficiency and create more time for strategic people work.

Requirements:

• 6+ years of experience in HR or People Operations, including experience leading HR within a Quebec-based organization of approximately 20–100 employees.
• Deep, current knowledge of Quebec employment law and CNESST requirements, including employee and contractor classification.
• Proven full-cycle recruiting experience, particularly for senior and leadership positions.
• Hands-on experience configuring and managing an HRIS, with BambooHR experience preferred.
• Experience designing compensation bands, conducting market benchmarking, and managing formal compensation review cycles.
• Fluent written and spoken French and English is required.
• Experience working within EOS or a similar organizational operating system is preferred, with GWC and People Analyzer experience considered a strong advantage.
• Direct, discreet, and practical approach, with the ability to handle sensitive conversations and detailed HR administration with equal care.
• Strong organizational and communication skills, with the ability to balance strategic priorities and hands-on execution.
• Comfortable working autonomously in a remote-first environment and partnering with senior leaders.
• AI-oriented mindset with an interest in using automation to streamline administrative HR processes.
• CRHA membership is a plus.
• Experience managing a mixed employee and freelancer workforce is advantageous.
• Previous experience supporting remote-first teams is a plus.

Benefits:

• Remote-first work environment.
• Four weeks of vacation.
• Five personal/sick days.
• Group insurance.
• RRSP matching of up to $5,000.
• $500 annual health and wellness flexible allowance.
• Opportunity to own the full HR function within a growing organization.
• Leadership team membership with direct influence over people strategy and organizational development.
• Hands-on ownership across recruiting, compliance, performance, compensation, and culture.
• Opportunity to build and improve scalable people systems and remote-team practices.
• Annual team Christmas celebration.