VP, People

Accountabilities:: People Strategy & Culture: Define and continuously evolve the people strategy in alignment with business objectives, growth plans, and long-term organizational priorities. Advise the CEO and executive leadership team on organizational health, talent risks, leadership effectiveness, and culture-related decisions. Organizational Effectiveness: Translate company values into practical operating principles, leadership expectations, and decision-making frameworks. Develop organizational health assessments and action plans to improve employee engagement, leadership effectiveness, and business performance. People Operations: Lead the People function's operating model, including team structure, resource allocation, prioritization, and service delivery. Build scalable HR processes, operating rhythms, and decision-making frameworks that support organizational growth. People Metrics & Analytics: Establish and monitor key people indicators, including employee engagement, retention, recruitment effectiveness, and performance outcomes. Develop dashboards and reporting systems that translate workforce data into actionable business insights. Remote & Distributed Work: Develop and continuously improve remote and hybrid work strategies, ensuring consistency, fairness, collaboration, and strong performance across geographically distributed teams. Talent & Leadership Development: Oversee recruitment, onboarding, performance management, learning and development, succession planning, and employee retention. Coach managers to strengthen their leadership capabilities, establish clear expectations, provide meaningful feedback, and build accountable teams. Mergers & Acquisitions: Lead HR due diligence for acquisitions, mergers, and strategic transactions. Develop and implement post-acquisition integration plans covering organizational design, change management, employee communications, and talent retention. Employee Communications: Own the internal communications strategy and annual communication plans. Lead executive and organizational messaging to ensure transparency, alignment, and employee engagement during periods of growth and transformation. Cross-functional Leadership: Partner with business leaders to align people initiatives with operational priorities, strengthen organizational capacity, and ensure effective execution of company-wide initiatives. Requirements: Significant experience in a senior People leadership position, ideally at VP or Senior Director level, within a scaling technology or SaaS organization backed by private equity or venture capital. Proven ability to build a People function and establish scalable HR systems, processes, and operating models, preferably from an early-stage or developing organizational structure rather than inheriting a mature function. Experience managing Canadian or cross-border workforces, particularly across Canada and the United States. Strong business acumen and the ability to translate people strategies into measurable business outcomes. Demonstrated expertise in organizational design, workforce planning, organizational effectiveness, and change management. Experience leading HR due diligence and post-acquisition people integration during mergers, acquisitions, or strategic transactions. Strong understanding of talent acquisition, employee engagement, performance management, leadership development, succession planning, and retention strategies. Experience developing people analytics frameworks, dashboards, KPIs, and reporting systems to support data-driven organizational decisions. Proven ability to lead and support remote and geographically distributed teams, creating effective collaboration practices and a strong organizational culture. Exceptional communication, influencing, stakeholder management, and relationship-building skills, with the ability to advise and challenge senior executives. Sound judgment, discretion, and the ability to navigate complex employee relations and organizational challenges. A pragmatic, hands-on leadership style, combining strategic vision with operational execution, adaptability, and a strong sense of ownership. Benefits: Competitive compensation package based on experience, qualifications, and market benchmarks. Employee stock options, providing an opportunity to participate in the company's long-term growth. Comprehensive health benefits. Flexible working hours and a remote-friendly working environment. Three weeks of paid vacation annually. Seven additional life leave days. Two dedicated Level Up days for professional development. One paid volunteer day per year. Summer Fridays to encourage work-life balance. Company-wide closure during the December holiday break. Paid parental leave. CAD $2,000 annual wellness and home office allowance. CAD $5,000 annual professional development allowance. Opportunities to experiment with innovative technologies and AI-powered tools. An inclusive, collaborative, and performance-driven culture that encourages autonomy, accountability, professional growth, and new ideas.