Affiliate Manager

• Lead the strategic development, optimization, and growth of RSI’s affiliate marketing programs across all brands and markets.
• Identify, recruit, and onboard high-performing affiliate partners across key networks (Income Access, Partnerize, CJ, Impact Radius etc.).
• Negotiate commission structures, CPA rates, and hybrid deals to align with LTV, ROI, and profitability goals.
• Drive elasticity and incrementality testing to measure true partner value and refine acquisition economics.
• Collaborate with internal teams (Brand Marketing, Performance Marketing, Finance, BI, CRM, Legal, Compliance, and Creative) to align affiliate strategy with broader business objectives.
• Maintain and expand relationships with top-performing affiliates and networks.
• Manage day-to-day partner communication, support, and optimization activities.
• Develop scalable processes for affiliate onboarding, creative deployment, and reporting cadence.
• Represent RSI at affiliate marketing events, conferences, and trade shows to recruit and nurture partnerships.
• Manage and maintain accurate affiliate tracking, attribution, and data integrations using tools such as Income Access and partner APIs.
• Collaborate with Data Science and Marketing Analytics teams to create affiliate performance dashboards and reporting pipelines.
• Conduct deep-dive analyses on partner ROI, campaign performance, and customer cohort value to inform ongoing optimizations.
• Partner with product and tech teams to support tracking and tagging infrastructure improvements.
• Partner with Finance on forecasting, accruals, invoice validation, budget pacing, and profitability analysis.
• Own the forecasting and budget management process for affiliate-driven acquisitions.
• Partner with BI, Data Science, Product, CRM, Legal, Compliance, and Engineering to improve attribution, tracking, and measurement.
• Monitor program KPIs including conversion rates, CPAs, ROI, and LTV contribution.
• Produce monthly executive summaries and quarterly business reviews highlighting trends, performance drivers, and growth opportunities.
• Identify AI and automation opportunities to streamline affiliate reporting, partner communications, and operational workflows.

• Own 4–6 open roles at once, including 2+ senior or strategic hires, across Project Management, Creative, and UGC fields.
• Build real trust with senior hiring managers and our leadership team.
• Run offer conversations solo, all the way up to senior IC and team lead level.
• Mentor 1–2 junior recruiters.
• Help shape our recruiting playbook as we scale.
• Partner with the Head of Talent on the tricky leveling calls: is this candidate senior enough, and why?

Senior Talent Partner

• Facilitate quarterly project pipeline review and align projects to business objectives and key performance indicators
• Facilitate weekly Hoshin process for site/region and ensure project objectives are met
• Measure and analyze processes to identify opportunities for improvement in safety, quality, productivity, and standardization
• Lead/Coach site/regional projects to solve operational challenges using DMAIC methodology
• Gather data and information that help business leaders make decisions and prioritize projects.
• Prepare reports and presentations on project results, risks, and benefits
• Monitor project primary metrics post-Control phase up to 12 months to ensure results are sustained
• Support training of associates, team leads, and supervisors in Lean and Six Sigma methodologies, following 70-20-10 development framework
• Optimize processes to reduce waste, variation, and defects.

Business Performance Partner

• Lead full-cycle hiring across technical and business functions
• Develop thoughtful sourcing strategies
• Coach hiring managers to become stronger interviewers
• Design and improve structured interview experiences
• Help define an AI-native recruiting function
• Use data to improve hiring outcomes
• Partner with the People team to strengthen recruiting operations
• Roll up your sleeves wherever needed

• Assurer le respect des livrables, des échéanciers et des normes de qualité à l’échelle de l’étude ou du pays
• Collaborer avec les secteurs d’activité mondiaux et locaux afin de coordonner la présentation des demandes d’essais cliniques aux comités d’éthique centraux et locaux
• Coordonner les activités liées aux trousses d’initiation d’investigateur·trice
• Soutenir les vérifications et les inspections des centres de recherche

Site Activation Partner II

• Lead and support operational activities from initiation to close-out for assigned studies and investigational sites
• Ensure adherence to deliverables, timelines, and quality standards
• Manage regulatory, ethics, and essential study documents throughout the study lifecycle
• Initiate and coordinate investigator site initiation kit preparation activities
• Prepare and submit regulatory approval requests and collaborate with global and local Regulatory Affairs groups
• Maintain ongoing communication with study teams and investigational sites
• Manage document updates, including protocol amendments and ethics committee approvals

Site Activation Partner I

• Understands the business drivers, the current strategy and identifies opportunities and develop activities for HR to add value to the business
• Sets and implements HR priorities in the organization in line with Group / Process Industries Division / Global Business Line and people strategy, covering culture, people, and ensuring to provide new solutions where appropriate.
• Partnering with respective managers to develop and implement people strategies.
• Represents HR by establishing strong relationships with business leaders and acting as a consultant, sparring partner and coach.
• Oversee HRBP support for the business in designated area of responsibility ensuring an effective overall HR contribution and value-add to the business in partnership with the functions and Shared Services.
• Implements and ensures compliance with global and local standards, policies and processes related to HR delivery.
• Develops high performing teams, including organizational restructuring, optimal utilization, redeployment and right-sizing of people resources.
• Ensures competence development actions supporting the business strategy are in place; implement learning and development activities to build and improve competence in collaboration with other stakeholders.

Human Resources Business Partner

• Monitor research, news, programs and initiatives, labor market and workforce data
• Provide analysis and advice identifying trends and emergent developments and opportunities
• Lead knowledge mobilization efforts for Career Pathways and Skills
• Create briefs, memos, blog posts, decks, and thought leadership products

Insights Partner – Career Pathways

• Start your own optical store at Specsavers.
• Become a business owner without worrying about the little things.
• Exceed customer expectations through a remarkable customer journey, end-to-end.
• Ensure exceptional patient care and grow a loyal customer base.

Optician / Retail Partner Ownership

• Serve as a key coordination partner for the CEO and Executive Team.
• Track decisions, follow-ups, commitments, and action items from executive discussions.
• Ensure CEO-driven priorities do not stall between functions.
• Help create structure, visibility, and accountability around executive priorities.
• Prepare concise briefing notes, summaries, meeting materials, and follow-up documents.
• Handle confidential information with judgment, discretion, and professionalism.
• Own and manage the CEO’s calendar with discipline and attention to priorities.
• Schedule internal and external meetings, interviews, leadership sessions, and stakeholder discussions.
• Protect focus time and reduce reactive scheduling.
• Ensure meetings have clear context, materials, objectives, and outcomes.
• Anticipate conflicts, bottlenecks, and missing information before they become problems.
• Help the CEO enter meetings context-complete and prepared.
• Partner with the CEO, People team, and hiring leaders on active recruiting efforts.
• Coordinate candidate interviews, scheduling, communications, and follow-ups.
• Prepare interview briefs, candidate summaries, scorecards, and meeting context.
• Track CEO feedback and ensure it is routed back to the appropriate hiring stakeholders.
• Help keep recruiting loops moving quickly, cleanly, and professionally.
• Maintain organized candidate documentation and hiring-related follow-ups.
• Support travel planning, logistics, reservations, expenses, vendor coordination, and office services.
• Assist with select personal logistics or concierge-style tasks where appropriate to free up CEO bandwidth.
• Help keep the Toronto office organized, guest-ready, and operationally smooth.
• Welcome visitors, coordinate internal events, and support team meetings or socials.
• Liaise with building management, vendors, and service providers as needed.
• Maintain supplies, equipment coordination, and office-related follow-ups.
• Support internal and external brand initiatives where needed.
• Help maintain content calendars, draft basic social or employer-brand content, and coordinate publishing.
• Assist with light media workflows, including uploading assets, organizing files, formatting content, and coordinating edits.
• Collaborate with design or marketing partners to keep materials consistent and on brand.
• Use AI-powered research and drafting tools to support content development, summaries, and special projects.
• Track simple engagement metrics or weekly highlights where helpful.
• Build and maintain lightweight SOPs for recurring executive, recruiting, office, and administrative workflows.
• Use AI tools such as ChatGPT, Claude, Gemini, or similar platforms to improve speed, organization, and quality.
• Automate or simplify repetitive coordination wherever practical.
• Create structured task lists, follow-up systems, documentation, and briefing formats.
• Continuously look for ways to reduce manual work and improve execution speed.
• Help create repeatable systems that make the CEO and Executive Team more effective.

Executive Business Partner

• Strategically maintain sensitive information and complex calendars in a rapidly changing environment, requiring coordination with both internal and external executives and assistants
• Partner with other admins and senior leaders to align calendar availability and ensure the Executive is available for any necessary meetings, while balancing managerial and personal demands.
• Plan and execute on-site and off-site meetings, dinners, and events, including for Executive with customers
• Arrange domestic and international travel arrangements
• Prepare monthly expense reports, and coordinate other documentation, where needed
• Coordinate special projects as needed
• Serve as the face of Dropbox on behalf of your lead and act as a liaison, building great relationships with internal stakeholders and external contacts
• Partner with the admin community to ensure necessary coverage for full leadership team and set operating standards for the organization

• Accountable for the proficient and proactive co-ordination of all necessary activities required to achieve timely site activations and maintenance tasks for any given site(s) across multiple studies.
• Act as site liaison and escalation point of contact; proactively resolving issues to ensure the site receives a positive customer experience.
• Ensure Critical Document Package (CDPs) and Site Activation approval dates are forecast and planned accurately in ICON’s systems, documenting all risks to delivery with mitigations taken, as they occur.
• Collect and collate site CDPs for review and approval prior to site activation in accordance with all requirements, while ensuring the highest quality, accuracy and completeness of site and country documentation is obtained in the Trial Master File.
• Drive CDP and site activation timelines and ensure they are reflected accurately in ICON’s systems and are achieved; proactively follow through for achievement to plan; provide risk assessment and contingency plans at a site level, to mitigate impact if forecasted timelines are at risk; escalate issues as soon as identified.

Site Partner II

• Partner with the Director of Global Compensation to support global compensation programs
• Ensure compliance with statutory requirements and internal guidelines
• Support pay equity analyses and remediation efforts
• Assist in designing, implementing, and administering incentive programs
• Provide modeling, scenario analysis, and forecasting support for executive compensation programs

Principal Compensation Partner

• La personne titulaire est responsable de la planification stratégique et de la réalisation des activités liées à la gestion du patrimoine de la Caisse populaire Alliance.
• Elle mobilise une équipe de professionnels et contribue à son développement.
• Cette équipe se distingue par ses compétences en gestion privée, en planification financière, en approche portefeuille, en produits de valeurs mobilières, en financement et en stratégies de placement.
• Elle agit également comme personne-ressource en développement des affaires pour l’ensemble des dossiers touchant l’épargne et l’investissement.
• Sous la direction de la vice-présidence expérience membres, la direction gestion du patrimoine supervise et dirige l’équipe de gestion des avoirs de la Caisse.
• Elle offre un soutien constant à tous les centres de services dans ce domaine.
• Diriger l’ensemble des activités liées au développement, au déploiement et à l’encadrement de la gestion des avoirs, lesquelles peuvent entraîner des répercussions importantes sur la rentabilité des opérations;
• Soutenir la vice-présidence expérience membres dans l’élaboration, la mise en œuvre et le suivi du plan stratégique et du plan d’affaires annuel de la Caisse;
• Préparer et planifier la répartition des tâches en collaboration avec le secteur des ressources humaines;
• Établir les objectifs de rendement et effectuer les suivis appropriés afin d’assurer leur atteinte selon les priorités stratégiques annuelles de la Caisse;
• Embaucher et encadrer le personnel sous sa direction;
• Mettre en application les plans d’action découlant du plan d’affaires annuel;
• Orienter, superviser, mobiliser et développer une équipe généralement composée de conseillers en produits spécialisés en GDA, de conseillers en conformité GDA, de directions en gestion des avoirs, de planificateurs financiers, de conseillers en gestion des avoirs et d’agents de services financiers affectés à la vente d’une gamme de produits et services spécialisés en gestion du patrimoine;
• Élaborer des stratégies de développement des affaires (techniques de vente et de sollicitation) et ainsi assurer la croissance et la rentabilité du secteur des avoirs de la Caisse, en plus d’atteindre les objectifs établis;
• Analyser les produits offerts (rentabilité et pertinence) afin de développer un plan de vente et l’approche membre;
• S’assurer d’une offre de services complète et intégrée pour les membres desservis par ses équipes, en mettant à profit les services offerts par la Caisse et ses centres de services;
• Assurer la conformité en valeurs mobilières et mobiliser l’agent de conformité dans le cadre de la vente de ces produits;
• Assurer la qualité des services ainsi que la proactivité du personnel dans la réponse aux besoins des membres, tout en effectuant le suivi de leur satisfaction;
• Assurer l’efficience et l’amélioration continue de l’ensemble des processus du secteur;
• Maintenir des partenariats d’affaires (internes et externes) en fonction des besoins de la Caisse dans une perspective d’équilibre entre la satisfaction des membres, la rentabilité et le niveau de risque;
• Assurer la liaison avec les partenaires externes;
• Se tenir informé de l’environnement concurrentiel qui l’entoure et des pratiques des entreprises les plus performantes;
• Collaborer avec l’équipe de marketing dans la création de campagnes promotionnelles efficaces et originales;
• Être responsable du développement continu de ses propres compétences et de la connaissance de son champ d’activité;
• Mettre en place des pratiques favorisant la gestion des talents et de la performance;
• Favoriser un bon esprit d’équipe, autoriser les congés ainsi que traiter et résoudre les situations conflictuelles.

Direction gestion du patrimoine – Partner

• Serve as a strategic HR partner and coach to site leadership, influencing business decisions and people strategies
• Lead and support employee relations, including interpretation of the Collective Bargaining Agreement and grievance management
• Drive workforce planning initiatives, including talent management, succession planning and critical role development
• Contribute to and deploy the Human Capital strategy, acting as a change agent across both sites
• Support managers with HR best practices, policies and compliance with employment laws and regulations
• Lead health & safety culture initiatives, including injury management and return-to-work programs
• Partner with cross-functional teams to enhance employee engagement and organizational effectiveness
• Participate actively in plant leadership committees and continuous improvement initiatives

Human Capital Business Partner

• Develop business plans in partnership with corporate stores, focused on improving P&L results and accelerating conversion to franchise ownership.
• Support franchise owners' efforts to grow their business by instilling entrepreneurial thinking, encouraging them to seize local opportunities, and to exercise freedom within a framework to maximize P&L results and build long-term wealth.
• Partner with Home Office teams and store leadership to identify regional trends and customer needs, ensuring localized assortments and in-store experiences align with brand standards while implementing operational excellence practices that drive traffic, sales, and customer satisfaction across the region.
• In partnership with the Franchisee Development Program team, support the selection and practical hands on training and evaluation to ensure readiness of our future franchise leaders (FITs).
• Champion new programs and initiatives in support of the GT Way, ensuring we are building trust through two-way communication/feedback.

Affiliate Manager jobs in Canada

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Affiliate Manager

Senior Talent Partner

Business Performance Partner

Senior Talent Partner

Site Activation Partner II

Site Activation Partner I

Human Resources Business Partner

Insights Partner – Career Pathways

Optician / Retail Partner Ownership

Executive Business Partner

Executive Business Partner

Site Partner II

Principal Compensation Partner

Direction gestion du patrimoine – Partner

Human Capital Business Partner

Franchise Relations Partner