Job Title

Work Location: Hybrid (2 days per week in office) Position Type: Permanent Our client, an award-winning high-growth education and technology company, is seeking a '' Senior Manager, Talent and Culture ''. The position is responsible for being a builder of systems, a culture carrier, and a trusted partner to the CEO in driving organizational transformation. This role is ideal for a high-agency, mature HR professional who can work independently and proactively shape the people and performance systems that fuel scale and excellence. Work with the CBFO to align HR operations with OKR systems and performance management High Growth Culture Building Lead creative, high-leverage HR initiatives that shape a high-accountability, high performance high-growth environment Design and lead employee engagement strategies including pulse surveys and recognition programs. Act as a culture steward, ensuring organizational values are embedded in day-to-day practices and employee experiences. Talent Acquisition & Onboarding Implement innovative sourcing strategies, including leveraging industry partnerships, campus recruitment, and employer branding to position the institution as an employer of choice Develop and execute proactive sourcing strategies, including leveraging job boards, social media, professional associations, and post-secondary institution partnerships to reach both active and passive candidates Enhance onboarding experience design and execution for new hires, including executive & senior-level positions Oversee the design and execution of a streamlined, high-impact onboarding experience for new staff, ensuring alignment with the culture, systems, and expectations Collaborate with department leaders to create tailored onboarding roadmaps, including structured orientation, mentoring, role-specific training, and 30-60-90 day integration plans Collect feedback and use data to continuously refine the onboarding journey, with a focus on retention, engagement, and early performance. Support hiring for strategic projects such as the launch of a new high school or international teams Performance Management & OKR Implementation Collaborate with executive team to translate company & department-level OKRs into structured tracking and review mechanisms Design and implement performance review cycles and incentive alignment Monitor and analyze team performance trends and recommend improvements Oversee performance management frameworks that support goal setting, feedback, and growth. Facilitate organizational change initiatives and support departments with change management strategies. Use data and analytics to evaluate talent programs and recommend improvements. HR Operations & Infrastructure Building Maintain all core HR functions including employee relations, contracts, benefits, time-off policies, and compliance Manage internal communications, policy handbooks, and culture-related documentation Improve existing HR systems and leverage AI for improvement of work efficiency and quality Ensure legal and procedural compliance across international contractors, full-time staff, and cross-border employment Ensure HR practices comply with applicable legislation, collective agreements (if applicable), and institutional policies. Serve as a trusted advisor to leaders on employee relations, talent issues, and policy interpretation. 3-5 years of HR managerial level experience, preferably in growth-stage, mid-sized companies. ~ Strong experience across the full HR lifecycle: recruitment, employee relations, performance management, and policy design. ~ High emotional intelligence, discretion, and strategic judgment in sensitive matters. ~ Solid working knowledge of Canadian HR regulations and international contractor compliance. ~ Proven ability to build and maintain positive workplace culture. The indicated pay range for this position is a good-faith estimate based on the qualifications necessary for the position, including experience, training, and other considerations permitted by law. Factors that may be used when making an offer may include a candidates skills, experience and geographic location, the expected quality and quantity of work. An employees pay history will not be a contributing factor where prohibited by local law. Actual offers may vary based on specific circumstances and company policies.