Human Resources Manager

Key Responsibilities & Core Functions

1. Strategic Talent Acquisition & AI-Era Hiring

• Senior & Strategic Evaluation: Personally lead full-cycle recruitment, structured interviews, and candidate evaluations for mid-to-senior, leadership, and mission-critical technical/wealthtech roles.
• Recruitment Architecture & Playbooks: Set the company-wide talent acquisition playbook, interview evaluation rubrics, and ATS pipeline standards (Lever).
• AI-Augmented Candidate Bar: Define what "AI-augmented capability" looks like across core job families—evaluating whether candidates leverage modern AI tools (e.g., LLMs, copilot agents, automated workflows) to multiply their individual output.

2. Global Performance Turnaround & Talent Density

• Performance Management Framework: Co-design and roll out Univeris’s global performance appraisal cycles, goal-setting cadences, and calibration processes.
• Talent Density & Capability Coaching: Partner with department heads through regular talent reviews to ensure role fit and accountability; provide the tools and guidance for targeted performance turnaround, exploring reassignment or managing thoughtful, compliant transitions where expectations cannot be met.
• Cross-Border Regulatory Alignment: Coordinate with the Madrid HR Manager to harmonize single performance standards across regions.
• Manager Leadership Coaching: Serve as a trusted advisor to people managers —training leaders to conduct rigorous 1-on-1s, deliver candid feedback,and proactively address performance blockers.

3. Retention Strategy & Total Rewards

• Career Pathways & Internal Mobility: Address corporate survey feedback by architecting transparent job architectures, leveling rubrics, and promotion pathways to foster long-term career growth.
• Non-Monetary Total Rewards: Champion impactful workplace flexibility, recognition programs, and employee experience initiatives that support day-to-day engagement and retention.
• Retention Risk Analytics: Continuously monitor attrition data, employee engagement readouts, and exit interview themes; synthesize insights into concrete quarterly retention initiatives for senior leadership.

4. North American Operations, Compliance & Global Bridge

• Regional Legal Compliance: Own compliance with Canadian employment legislation (Ontario ESA, Human Rights Code, OHSA, AODA, and Pay Equity) and lead workplace investigations or sensitive employee relations matters.
• Cross-Border EOR Oversight: Oversee outsourced Employer-of-Record (EOR) partnerships and service agreements ensuring regional statutory compliance.
• Workplace Experience Governance: Oversee culture committee roadmaps, cross-office collaboration initiatives, and global Town Halls.

5. Operational Efficiency & AI Adoption

• HR Workflow Automation: Champion the adoption of modern, AI-enabled tools and automated workflows to reduce administrative overhead and streamline daily operations.
• Process Optimization & Scalability: Identify operational bottlenecks across the employee lifecycle, establishing standardized, self-serve processes that allow People operations to scale efficiently.
• Data-Driven Business Storytelling: Deliver concise, ROI-focused talent metrics, headcount insights, and workforce trends to guide executive decision-making and strategic workforce planning.

Candidate Qualifications

Required:

• Experience: 6 to 8+ years of progressive HR management experience, with demonstrated success leading both operational HR compliance and commercial talent acquisition programs.
• Talent Acquisition Mastery: Proven track record designing structured interview rubrics, sourcing passive talent, and personally evaluating senior or high-complexity technical/finance roles.
• People Leadership & Mentorship: Demonstrated experience managing, coaching, and developing junior HR team members (HR Generalists, Coordinators, or Recruiters).
• Canadian Employment Law: Deep, practical command of Ontario employment standards (ESA),termination protocols, human rights, and workplace investigations.
• Performance Management Depth: Hands-on experience structuring performance calibration grids, leading difficult manager coaching sessions, and executing performance improvement plans or exits.
• AI & Tech Literacy: Practical comfort utilizing modern AI tools to accelerate HR deliverables, coupled with the ability to assess AI competency in candidates.
• Systems Fluency: Hands-on experience with modern cloud HR ecosystems—such as BambooHR, Lever (or similar ATS), Confluence, Jira, and Slack.

Preferred:

• Industry Background: Direct background within B2B SaaS, Wealthtech, FinTech, or fast-scaling technology companies.
• Language Proficiency: Professional working proficiency or fluency in Spanish
• Multi-Jurisdiction Exposure: Prior exposure to cross-border workforce coordination (Canada, US, and European/LATAM).
• Professional Credentials: CHRP / CHRL designation or equivalent progressive certification.