Senior Manager, Talent and Culture

Wilson; Markham; Hybrid; CAD 100,000 - 115,000; Full time

Job summary

A leading education and technology company is seeking a Senior Manager, Talent and Culture. This role involves strategic HR partnering, culture building, and talent acquisition. The ideal candidate will have strong HR managerial experience and be a proactive leader in driving organizational transformation.

Qualifications

• 3-5 years of HR managerial level experience.
• Strong experience across the full HR lifecycle.
• Solid working knowledge of Canadian HR regulations.

Responsibilities

• Serve as the CEO’s partner in sensitive personnel decisions.
• Lead creative HR initiatives for high-performance culture.
• Own the end-to-end hiring process for key positions.

Skills

Communication

Problem Solving

Emotional Intelligence

Education

HR professional credentials (e.g., CHRL, CHRP, SHRM-CP)

Job description

Work Location: Hybrid (2 days per week in office)

Position Type: Permanent

Location: Markham, ON

Compensation Range: $100K - $115K (negotiable)

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.

Responsibilities:

Strategic HR Partnering

• Serve as the CEO’s partner in sensitive personnel decisions, team restructuring, and leadership transitions
• 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
• Drive AI upskilling across the organization to build future-ready teams
• Foster team collaboration and innovation by launching initiatives that foster and reward high impact collaboration and innovation
• 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

• Own the end-to-end hiring process, particularly on proactive sourcing strategies and execution for key positions
• 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.

Qualifications:

• 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.
• HR professional credentials mandatory (e.g., CHRL, CHRP, SHRM-CP).
• High emotional intelligence, discretion, and strategic judgment in sensitive matters.
• Solid working knowledge of Canadian HR regulations and international contractor compliance.
• Highly autonomous, execution-driven, proactive, and solution-oriented.
• Excellent communication and interpersonal skills.
• Ability to handle sensitive and confidential information with discretion.
• Strong problem-solving skills in an effective and professional manner.
• 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. Additionally, it is emphasized that the pay band mentioned herein is the one established by the client company. Factors that may be used when making an offer may include a candidate’s skills, experience and geographic location, the expected quality and quantity of work. Most candidates will start at the bottom half of the pay range, with the upper end reserved for candidates with extensive experience and skills and who live in geographic markets commanding a higher starting pay. An employee’s pay history will not be a contributing factor where prohibited by local law.

This information is subject to change and serves as a general guideline for compensation discussions. Actual offers may vary based on specific circumstances and company policies.