People Operations

• 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

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