Head of People Operations Edgecom Energy | Toronto, ON (Hybrid) About the Role This is a build role. Edgecom is hiring its first dedicated people leader to create the people function from the ground up as we grow from roughly 35 to 70 employees across 5 markets. You'll own everything people-related: a structured hiring engine, onboarding, compensation architecture, performance infrastructure, and employment compliance across multiple jurisdictions. You'll report directly to the CEO and work closely with every functional leader in the company. The first year is heavily weighted toward talent acquisition. You'll recruit hands-on while building the systems that let the company hire at speed without lowering the bar. What You'll Do Talent Acquisition - Own the full recruiting lifecycle for all roles: intake, sourcing, pipeline management, interview design, offer, and close - Translate our phased hiring plan into a live hiring calendar so roles open early enough to hit target start dates - Build structured interview loops with defined scorecards for each role family: sales, engineering, energy markets, delivery, and leadership - Screen every candidate for alignment with Edgecom's Culture Code using behavioral interviewing - Manage external recruiters for executive searches and own those vendor relationships - Report weekly on hiring metrics: open roles, pipeline depth, time-in-stage, and offer acceptance rate Onboarding - Design and run structured onboarding: pre-start logistics, week-1 plans, and 30/60/90-day milestones by role family - Ensure every new hire starts with working equipment, system access, a clear role scorecard, and energy-industry fundamentals training - Measure time-to-productivity and improve it every quarter - Run structured, respectful offboarding including exit interviews reported to leadership Compensation - Build Edgecom's first compensation bands, benchmarked against Toronto tech and cleantech comparables plus US market data - Draft a written compensation philosophy for CEO and VP Finance approval - Own a predictable promotion and adjustment calendar - Administer equity grant logistics with Finance and counsel Performance & Culture - Ensure every role has a written scorecard with a clear owner and primary KPI - Build a lightweight semi-annual performance review cycle - Coach first-time managers on feedback, documentation, and running their people cadence - Embed the Culture Code in hiring, onboarding, reviews, and recognition - Run the annual engagement survey and own follow-through on results Compliance - Own employment agreements, offer templates, contractor agreements, and policies, maintained with external counsel - Ensure employment-law compliance in every operating jurisdiction: Ontario first, then Quebec, Western and Atlantic Canada, and US states as our American expansion begins - Select and implement an HRIS as the single system of record for people data - Handle employee relations issues confidentially and decisively Executive Onboarding - Several VP-level leaders join within months of this role starting. You'll own their onboarding as a distinct, high-touch program with stakeholder maps, 90-day plans, and early feedback loops to the CEO. What We're Looking For Must have: - 5-8+ years in people operations or talent, including at least 2 years as the senior or sole people person in a venture-backed startup or similar environment - Hands-on, full-cycle recruiting experience; you recruit yourself, you don't only manage process - Experience building compensation bands and running comp benchmarking from scratch - Working knowledge of Ontario employment law and comfort managing counsel across jurisdictions - A numbers-first operating style: you bring a dashboard to the weekly review, not anecdotes - Comfort with directness and pace; we name problems out loud and act on them Strongly preferred: - Quebec and/or US multi-state employment exposure, including PEO/EOR setup - Cleantech, energy, or industrial B2B background - HRIS implementation ownership - Experience supporting a founder-led company through its first professional-management transition This probably isn't for you if: - You're looking for a pure HR-policy administration role; the first year is 60%+ talent acquisition - You need an existing team under you; you'll be the first and, for a while, only people person - You see culture as events and perks; at Edgecom, culture means behavioral standards we hire and manage against Compensation & Working Model - Base salary: $90,000 to $140,000 CAD, based on experience - Annual performance bonus tied to defined success metrics - Equity participation under our employee stock option plan - Comprehensive benefits - Toronto office: 5 days per week in office during the probationary period, moving to 3 days per week hybrid after How to Apply Upload your resume and a short note on the largest team you've helped scale. This posting is for an existing vacancy. Edgecom Energy uses artificial intelligence tools to assist in screening and assessing applications. Compensation $90,000.00 - $140,000.00 per year