People & Talent Lead

T6 Talent Partners; Toronto; On-site; CAD 80,000 - 100,000; Full time

Job summary

A dynamic merged organization in Toronto is seeking a People & Talent Lead to shape and implement an efficient People function. Responsible for all facets of the People lifecycle, this role will build HR operations, employee relations, and talent acquisition strategies. The ideal candidate has 7-10 years of experience in People Operations and a passion for creating impactful HR systems. This position offers a unique opportunity to make a significant impact in a high-growth environment.

Benefits

High trust team

Growth opportunities

Shape the People function

Qualifications

• 7-10 years in People Operations, HR, or Talent roles in high-growth environments.
• Experience building core HR programs like performance and compensation.
• Strong analytical approach relying on data for decision-making.

Responsibilities

• Own HR operations and employee relations processes.
• Establish clear people programs aligned with company values.
• Lead talent acquisition efforts to build a structured hiring process.

Skills

People Operations

HR practices

Talent acquisition

Compensation planning

Analytical skills

Job description

Wahi x RPS

Wahi/RPS is at an inflection point. Two companies have merged, systems need to be unified, and our next stage of growth requires someone who can build a People function that’s thoughtful, practical, and truly moves the business forward. This is our first full-time People & Talent hire, reporting directly to the CEO, and the opportunity to make an impact is huge.

If you’re ambitious, ready to stretch into a bigger role, and energized by building clean, scalable people practices from the ground up - you’ll thrive here.

About the Role

As our People & Talent Lead, you’ll own the full People lifecycle - from HR operations and employee relations to talent acquisition (roughly 15% of the role. You’ll have real strategic influence, paired with the autonomy to build systems that actually work.

Integrating two organizations into one cohesive culture and structure

• Cleaning up legacy processes and benefits plans
• Merging and optimizing our talent tools
• Establishing clear people programs that support performance, growth, and accountability

This is a builder role - not a maintenance role. You won’t be handed a list of fluff projects or “feel-good” HR tasks. You’ll be solving real business problems, working closely with a leadership team with strong EQ, and operating in an environment where curiosity and asking smart questions matter more than pretending to know everything.

What You’ll Lead

People Operations & Strategy

• Build a scalable People roadmap tied directly to business goals.
• Own HR policies, compliance, and employment practices.
• Lead compensation cycles, benchmarking, and total rewards planning (LTIPs, STIPs, salary bands, market reviews).
• Ensure an HRIS and ATS with strong data integrity.

Employee Relations & Culture

• Provide clear, practical guidance to managers and teams.
• Handle employee relations with judgment, fairness, and consistency.
• Support a culture aligned with corporate values, where people grow, ask questions, and feel supported — without losing accountability.
• Use metrics to spot trends and drive decision-making.

Talent Acquisition (15%)

• Build a structured, efficient hiring process that supports quality and speed.
• Partner with hiring managers to define roles and evaluate candidates.
• Strengthen our employer brand through a thoughtful candidate experience.

What you bring to the team

• 7-10 years in People Operations, HR, or Talent roles in high-growth environments.
• Experience building or rebuilding core HR programs - performance, compensation, onboarding, policies.
• Strong analytical approach; you rely on data, not guesswork.
• A strategic mindset paired with an entrepreneurial willingness to roll up your sleeves.
• Comfortable owning decisions, but humble enough to ask smart questions.
• Experience with compensation planning (salary structures, market data, LTIPs/STIPs) is a serious plus.

What Success Looks Like

• A unified company with aligned processes, systems, and expectations.
• Clean, reliable people data that drives real decisions.
• Managers who feel supported and capable — not dependent.
• A compensation philosophy and process that’s understood, predictable, and fair.
• A hiring process that’s structured, transparent, and candidate-friendly.
• A People function that adds value without becoming bureaucratic.

Why Join RPS x Wahi?

• High trust, low ego team with exceptional EQ.
• Leadership that values clarity, curiosity, and building things the right way.
• A rare opportunity to step into a broader role and set the foundation for a growing company.
• The chance to shape the entire People function — without fighting old habits or internal politics.

WAHI | RPS Real Property Solutions is an employment equity employer. If you should require accommodation during the interview process, please contact Human Resources at [e-mail]