People Operations

• Partner with management and stakeholders on the development, implementation, and continuous management of People Services initiatives/programs throughout the business lines.
• Partner strategically with Manager and business leaders to drive and deliver people strategies and goals and create new HR programs specific to business line where required.
• Supports People Leaders through a range of employee relations matters; performance management issues, coaching managers, conducting investigations, disciplinary action, handling of terminations, and conducting exit interviews.
• Provides managers with information on employment legislation and policy information to assist with employee relations issues.
• Keeps management apprised and seeks guidance for complex situations and escalates urgent issues to the Employee Relations team when necessary.
• Responsible for administration of separation process, this includes calculating severance recommendations, drafting termination paperwork, updating separation tracker.
• Supports People Leaders with any questions during the annual bonus/merit cycles ensure smooth and timely execution of bonus/merit process.
• Work closely with extended People Services team members (Talent Acquisition, Learning & Development, Compensation, Benefits, Payroll, Legal, Employee Relations, and HR Solutions, etc.) to deliver expert specialist advice to managers and employees.
• Provide continuous development of employee related programs and initiatives along with making recommendations to improve internal processes to increase efficiency.
• Partner with leader to provide support for EMEA and APAC Technology professionals where needed including providing compensation benchmarking analysis, creating Global programs etc.
• Responsible for creating ad-hoc training and/or partnering with our Learning and Development team to create training materials and facilitate training as needed.
• Support People Managers with analysis of their employee engagement survey results, conduct focus groups, and provide recommendations for their action plan.
• Support with providing metrics and reports such as turnover rate, new hire rate, attrition, distribution lists etc.
• Responsible for all other HR activities such as creating org charts, drafting communications and talking points for org changes, supporting with succession planning activities, and additional duties as required.

People Services Advisor

• You'll lead a globally distributed team of HRBPs and People Operations specialists, ensuring that every employee has an exceptional experience — from the moment they join to the moments that matter most in their careers.
• Working closely with the Chief People Officer, you will translate People strategy into consistent, high-quality execution: embedding AI-powered tools and workflows across the function, championing our culture, and ensuring our HR operations run with precision and compliance across multiple jurisdictions.
• This is a hands-on leadership role for a builder who is equally comfortable coaching an HRBP through a complex employee relations case and redesigning a clunky workflow. You bring strong EQ, a bias for automation, and a genuine belief that a lean, AI-augmented team can outperform a large transactional one.

People & Culture Director

• Provide creative and strategic advice to leaders on a full-range of complex HR/IR issues
• Establish a strategic consultative approach that aligns HR best practices, industrial relations challenges, and the reality of the digital world
• Spearhead key HR/IR initiatives with an eye for aligning HR practices with the specific needs and reality of CBC News
• Support leaders in matters such as performance management, industrial relations, organizational development, change management, compensation, and workforce planning
• Ensure productive union-management relations by maintaining effective working relationships with union representatives locally and nationally
• Establish strategic partnerships and set priorities in a fast paced environment
• Using sound judgment make decisions and recommendations to resolve complex issues
• Ensure highly effective union-management relations and strategically manage complex industrial relations matters to resolution
• Support clients in locations across Manitoba and Saskatchewan, requiring some travel.

Senior HR Generalist, Business Consulting, People & Culture

• Spearhead initiatives that drive measurable outcomes for the TRL team
• Architect the performance strategy—staying ahead of trends, anticipating field needs, and executing programs that enable our frontline teams to succeed
• Accountability for multiple areas of the TRL team member lifecycle including talent and performance development
• Define performance-driven program strategy: Identify future performance gaps and opportunities, establish desired outcomes/measures, design initiatives and roadmap that directly impact business results
• Stay connected to the field: Regularly engage with TRL teams to understand frontline challenges, barriers, and enablers; translate field insights into actionable program strategy and continuously refine approach based on real-world feedback
• Champion frontline advocacy: Serve as a strong voice representing TRL team interests on cross-functional teams; ensure field perspectives are embedded in all program development and delivery
• Leverage data and emerging tools: Analyze performance results using data analytics and emerging technologies (including AI) to inform strategy, identify trends, and drive continuous improvement
• Lead change management and adoption: Execute programs, drive adoption, and reinforce initiatives to ensure sustained impact
• Stay ahead of the curve: Monitor trends and advancements in organizational effectiveness, talent development, and emerging technologies; identify opportunities to innovate and enhance how we develop, motivate, and retain top talent
• Provide strategic updates: Communicate regular program roadmap updates and performance insights to senior leaders

Senior Strategy Manager – People and Performance Excellence

• Deliver expert-level HR support within HR Shared Services
• Handle complex inquiries and provide high-quality service across a variety of HR processes
• Support HR Shared Services team ensuring data accuracy and compliance
• Drive continuous improvement initiatives
• Serve as a subject matter expert on HR policies and processes
• Respond to and resolve complex HR inquiries
• Ensure accurate entry of employee data within HRIS
• Perform regular audits to maintain data quality and compliance
• Identify and drive opportunities to improve HR processes
• Partner with HR Shared Services team to implement process enhancements
• Work closely with HR Business Partners, Payroll, IT, Benefits, and other teams
• Generate and analyze HR reports
• Ensure all HR processes adhere to company policies, data privacy, and labor laws

Senior People Operations Specialist

• Partner closely with regional leaders to understand business priorities
• Act as a trusted advisor to leaders on people matters
• Leverage workforce data, trends, and insights
• Support and influence key People initiatives across the region
• Coach and develop leaders to strengthen leadership capability
• Provide guidance on employee relations matters
• Drive the successful implementation of People programs
• Collaborate cross-functionally with Centres of Excellence

People Business Partner

• Coordinate travel with military precision
• Communicate with warmth and professionalism
• Handle operational details effectively
• Manage onboarding experiences and employee engagement initiatives
• Document SOPs and improve workflows

People & Culture Assistant

• Lead and develop a high-performing global team
• Establish operating models, SLAs, and metrics to improve quality and efficiency
• Own contingent workforce strategy and management and make key decisions as it relates to the business
• Oversee global onboarding operations to deliver a consistent, high-quality new hire experience
• Guide People Operations workstreams for company-wide initiatives
• Drive strategic priorities in partnership with various teams (Finance, Audit, Legal, etc.)
• Influence decisions and ensure execution; act as a trusted advisor on People Operations
• Lead complex change across People Operations by aligning stakeholders to strategy, and ensuring sustained adoption of new priorities, and ways of working
• Oversee global mobility and immigration programs
• Collaborate with Legal to monitor regulations and ensure compliance and program effectiveness
• Own service delivery strategy and continue to modernize our support model in partnership with technology teams
• Simplify and standardize employee-facing processes and knowledge management
• Expand support through automation, self-service, and AI
• Leverage data to identify friction, measure performance, and improve outcomes
• Own the global HR Compliance program (policies, controls, risk, governance)
• Oversee HR risk initiatives (SOX, HRIS data integrity, background checks, work authorization)
• Partner with Legal, Privacy, Trust & Security, and Internal Audit to strengthen controls
• Ensure compliance reporting (e.g., EEO-1, OFCCP) and data accuracy via audits
• Track regulatory changes and adapt programs proactively

Director, People Operations

• Serve as a first point of contact for employee questions related to HR programs, policies, benefits, and procedures
• Support day-to-day People & Culture operations and administrative activities
• Prepare HR documents including employment letters, onboarding packages, policy acknowledgements, and employment changes
• Assist in coordinating employee lifecycle activities including new hires, transfers, promotions, leaves, and offboarding
• Maintain confidentiality and professionalism when handling sensitive employee information
• Develop human resources solutions by collecting and analyzing information; recommending courses of action
• Complies with Canadian & USA legal requirements by studying existing and new legislation while anticipating legislation
• Coordinate and facilitate new hire onboarding and orientation processes
• Prepare onboarding schedules, system access requests, and required documentation
• Partner with hiring managers to ensure a smooth and engaging onboarding experience
• Track completion of onboarding tasks, training, and probationary milestones
• Accurately process and manage payroll for all employees, ensuring compliance with relevant laws and regulations
• Both Canadian & USA payroll administration
• Maintain payroll-related records including employee changes, time-off tracking, and benefit deductions
• Assist with benefits and RRSP administration including enrollments, changes, and employee inquiries
• Maintain payroll records, and resolve any payroll-related discrepancies or issues
• Prepare HR and payroll-related reports, supporting internal tracking and reporting requirements, as well as supporting data for finance & accounting reporting requirements
• Maintain accurate employee records and HRIS data with a high level of attention to detail
• Conduct regular audits to ensure data integrity and compliance with internal policies and legal requirements
• Generate HR reports, metrics, and analytics as required
• Support continuous improvement of HR processes and systems
• Maintain the administration and coordination of the company’s health & safety program
• Maintain health & safety records, training logs, and incident documentation
• Coordinate required safety training and support workplace compliance initiatives
• Support investigations, reporting, and follow-up related to workplace incidents when required
• Support employee engagement initiatives, events, wellness activities, and recognition programs
• Help foster a positive, inclusive, and employee-focused workplace culture
• Contribute ideas to improve employee experience, communication, and HR processes
• Participate and organize employee community initiatives, including assisting social and outreach initiatives
• Other duties as required.

People & Culture Coordinator

• Lead and optimize end-to-end People & Culture operations, utilizing SAP and Workday systems
• Oversee a large team of operations professionals in the HR, Payroll and Benefits areas of expertise, while fostering a culture of service excellence and continuous improvement
• Ensure accurate, timely, and compliant payroll services for team members including all related government reporting (this also includes managing complex scenarios in equity, executive compensation and benefits)
• Lead the AskP&C team member support function, ensuring exceptional service delivery for team members where timely, accurate information is provided via a variety of intake channels
• Develop and monitor operational metrics, SLAs, and KPIs to measure effectiveness, identify trends, and drive data-informed decision-making
• Partner with cross-functional teams including Pension & Benefits, Compensation, Talent Acquisition, Learning & Development, Systems, Analytics and Business Partners to ensure seamless operational support
• Ensure compliance with employment legislation, privacy laws, employee tax regulations, and internal and external audit requirements, across operational processes
• Lead vendor management for payroll providers, HRIS platforms, and service delivery partners, ensuring optimal performance and value
• Design and implement process improvements, automation initiatives, and self-service capabilities to enhance efficiency of the team, including laser focus on leader and team member experience
• Lead change management initiatives for system implementations, process transformations, and organizational transitions that impact team members
• Develop business continuity and disaster recovery plans for critical P&C operations systems and processes
• Provide strategic insights and reporting to senior leadership on operational performance, risks, and opportunities

Director – People & Culture Operations, Global

• Reporting to the Director of People, Culture, & Operational Effectiveness
• Responsible for leading organizational practices for employee support and well being including: compensation, benefits management, engagement initiatives, staff requests, and more.
• Operationalize the day to day completion of tasks within these spaces and co-design new practices and pathways based on market assessments, industry standards, and changing landscapes in the Canadian & Indigenous Non-Profit workspaces.
• Act as a backup for all other People & Culture activities as required to support departmental initiatives, time off, and peak periods.
• Update and maintain organizational records and systems relating to payroll and GRRSP contributions ensuring accuracy and timely intervention as required.
• Conduct annual market research to develop a compensation strategy for IYR related to non-profit industry, Indigenous workspaces, and overall Canadian framework.
• Make recommendations based on research and structured analysis to adjust organizational compensation practices.
• Produce annual reports for internal review to support executive and board level decision making.
• Benefits Management: Update and maintain organizational records and systems relating to benefits packages ensuring accuracy and timely intervention.
• Conduct ongoing research to validate current plan or develop structured recommendations to improve organizational competitiveness and employee satisfaction while balancing budgetary constraints.
• Engage with employees to raise awareness of benefits inclusion and support them in accessing platforms as required.
• Employee Engagement: Develop organizational methods of engaging employees in meaningful ways.
• Support People & Culture and RATH in developing Culture & Recognition programs organizationally.
• Review organizational policies and practices to ensure alignment with wider organizational strategy and make suggestions for modification and improvement.
• Assist in designing, administering, and analyzing internal surveys and data collection to better aid the organization in making meaningful change for growth.
• Act as the primary point of contact for employee inquiries related to People & Culture activities.
• Support employees through navigating unique and personal challenges with a high degree of confidentiality and empathy.

People & Culture Specialist, Equity & Engagement

• Support business-specific execution of culture, engagement, and people practices
• Coordinate with regional HR roles in support of the business unit/functions
• Manage employee relations, risk, and workplace issues (US specific)
• Operate as a trusted advisor to managers
• Execute employee relations processes and translate company-wide programs into local business reality
• Own and manage end-to-end ER cases, including performance issues, workplace conflicts, investigations, and terminations
• Partner with Legal and HR leadership on complex or high-risk cases
• Provide real-time guidance to managers on performance management and employee issues
• Coach managers on handling situations consistently
• Translate company-wide engagement and culture initiatives into business-level execution
• Partner with business leaders to identify engagement gaps
• Support execution of core HR programs
• Maintain awareness of attrition trends and team dynamics

People Partner

• People systems and workflows
• HRIS and operational tooling
• shared services/helpdesk infrastructure
• onboarding and employee lifecycle operations
• operational analytics and reporting
• operational process design and scalability

Senior Manager, People Operations

• Collaborate with leaders to align talent strategies, organizational capabilities and workforce decisions with Broccolini’s business objectives and values.
• Provide coaching and guidance to managers on complex issues: labour relations, performance management, and organizational change.
• Act as a credible thought partner: translate ambiguous organizational challenges into concrete, business-grounded solutions.
• Build strong, trusted relationships at all levels of the organization.
• Lead workforce and talent planning activities in collaboration with leaders to support the organization’s current and future needs.

Senior Advisor, Talent & Culture

• Lead employee relations matters: performance concerns and progressive discipline
• Provide trauma-informed coaching to leaders
• Act as a trusted resource for employees navigating workplace concerns
• Provide employment law guidance and support leaders across the employee lifecycle

Manager, People – Bilingual

• Reporting to the VP of People, the Senior Manager of Employee Experience will shape and manage the systems that drive connection and collaboration across Fortis.
• This is a strategic, hands-on builder role that blends clear direction-setting with disciplined execution.
• The role owns and evolves the programs that define how Fortizens build community and collaborate effectively in a fully distributed environment.
• In addition, it provides leadership and operational oversight to a small team while personally driving key initiatives from design through delivery.
• Design and implement a cohesive Employee Experience strategy, prioritizing robust community engagement and effective collaboration systems that resonate authentically with game makers.
• Help define and operationalize a practical Remote Excellence framework, translating principles into clear norms, toolkits, and enablement for managers and teams.
• Build and govern the global framework for company onsites and in-person gatherings, including end-to-end logistics and establishing consistent practices for teams to maximize connection and intentional in-person collaboration.
• Develop internal programs and rituals that strengthen connection and collaboration across teams.
• Champion and structure Guilds so they operate as effective communities, bolstering the network, professional development, and sense of belonging for their members.

Senior Manager, People Experience

• Be the Workday reporting authority: Design, build, and optimize advanced Workday reports (Advanced, Matrix, Composite), dashboards, scheduled reports, and Discovery Boards that align to our enterprise reporting strategy.
• Build calculated fields, prompts, and share datasets.
• Drive an HR reporting strategy: Partner with Talent Management, Learning & Development, Workforce Planning, and HR Operations to define KPI frameworks and standardized metric definitions (e.g., headcount, attrition, time-to-fill, talent movement, learning engagement).
• Elevate data storytelling: Translate data into insight: build executive-ready visuals and narratives that inform decisions and prompt action.
• Deliver clear, concise decks and dashboard walkthroughs to senior HR and business leaders.
• Strengthen data governance and quality: Support HR data governance practices: metric definitions, lineage, documentation, access controls, and change management for reporting assets.
• Proactively monitor and improve data quality and integrity across Workday reporting outputs.
• Improve processes and ways of working: Review and challenge current processes; recommend reporting solutions that simplify work and increase reliability.
• Own backlog refinement and effort estimation for reporting initiatives; break down requirements into deliverables with clear acceptance criteria.
• Be a strategic partner and advisor: Advise HR and business stakeholders on the “art of the possible” in Workday reporting, through Advanced , Matrix, Composite, or when to deploy Workday Dashboard or Discovery Boards, and how to design for scalability and performance.
• Support governance forums; present new technical solutions and best practices in partnership with other streams when applicable.

Senior Consultant, Workday People Analytics – Reporting

• Build the operational backbone of the People function at Cohere
• Own people systems and workflows
• Own HRIS and operational tooling
• Own shared services/helpdesk infrastructure
• Own onboarding and employee lifecycle operations
• Own operational analytics and reporting
• Own operational process design and scalability
• Build and lead a People Operations team

Director of People Operations

• Collaborate with senior leadership to develop and implement People strategies that support business goals and promote a high-performance culture within sales, marketing, and customer success functions.
• Oversee development and retention strategies for the GTM and Underwriting departments, ensuring the attraction and retention of top-tier talent in sales, marketing, and customer-facing roles.
• Lead performance evaluation processes, including goal setting, feedback, and development planning, to enhance employee performance and career growth across teams.
• Partner with leadership to design and implement organizational structures and processes that enhance efficiency and support scalability.
• Collaborate with stakeholders on workforce planning, talent acquisition, and succession planning to ensure the right people are in place to achieve business objectives.
• Guide teams through organizational changes, ensuring effective communication and minimizing disruption to business operations.
• Serve as a trusted advisor to employees and management, addressing employee relations issues, conducting thorough investigations, and resolving conflicts to maintain a positive and motivating work environment.
• Identify training and development needs and work with the Sr. Manager of Talent Enablement to create and implement programs that support employee growth.

Senior People Business Partner

• Manage and develop the HR Business Partners on your team
• Provide direction and set priorities for the team's activities
• Support consistency of practices and contribute to advancing HR matters
• Participate in cross-functional mandates and projects that support the Directorate's performance

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