POSITION DESCRIPTION Title: Manager, People & Culture Employer: Tracxtion Team: People & CultureHybrid: 3 days in-office weeklyRole OverviewThe
Manager, People & Culture plays a critical role in delivering high-quality HR support and people programming across an assigned portfolio of 3 Traction Entities.
Reporting to the Senior Director, People & Culture, this role combines strategic business partnership with hands-on execution. The Manager will support leaders, managers, and employees throughout the full employee lifecycle while contributing to broader People & Culture initiatives across the organization.
This role carries entity-specific accountability and requires the Manager to develop a strong understanding of each assigned agency's business, culture, workforce, and people priorities.
A key component of this role is HRIS ownership. The Manager will be accountable for data integrity, workflow configuration, process standardization, and system adoption within HiBob across their assigned entities. They will ensure the HRIS is not simply maintained but actively leveraged to improve people operations, reporting, and the overall employee experience.
Core ResponsibilitiesBusiness Partnership and Manager Enablement- Act as the day-to-day People & Culture partner for department leaders and people managers across assigned Canadian entities.
- Build trusted relationships with leaders and develop a strong understanding of their business priorities, workforce needs, and team dynamics.
- Coach managers through performance conversations, employee development, team challenges, and people leadership decisions.
- Advise leaders on organizational matters, including role design, workforce planning, headcount needs, reporting structures, and team changes.
- Use people data, employee feedback, and business insights to identify trends and proactively recommend practical solutions.
- Support leaders in applying policies, programs, and employment practices consistently and fairly.
Employee Relations and Compliance- Manage employee relations matters from intake through resolution, including performance management, workplace concerns, investigations, accommodations, leaves, and terminations.
- Ensure consistent, compliant application of policies and employment practices across applicable Canadian jurisdictions.
- Maintain current knowledge of Canadian employment legislation and evolving workplace requirements.
- Escalate complex or high-risk matters to the Senior Director, People & Culture with well-documented context, risk considerations, and recommended approaches.
- Prepare and maintain accurate, confidential, and audit-ready employee relations documentation.
- Partner with legal counsel or other external advisors when directed.
HRIS Ownership, Workflows and Data Integrity- Serve as the HiBob lead for assigned entities, with accountability for data integrity, organizational structure accuracy, and employee record completeness across the employee lifecycle.
- Build, configure, test, and maintain HiBob workflows, including onboarding and offboarding processes, approval chains, document generation, employee changes, leaves, and exits.
- Design and manage HiBob cycles for performance reviews, goal setting, compensation reviews, employee check-ins, and other people programs.
- Ensure all cycles are appropriately scoped, sequenced, tested, and communicated to stakeholders.
- Conduct regular HRIS audits to identify and resolve data discrepancies, outdated records, organizational misalignments, and missing documentation.
- Partner with the People & Culture Coordinator to establish and maintain clear data-entry standards and standard operating procedures.
- Act as an internal subject matter expert on HiBob functionality, troubleshooting system issues and escalating platform-level concerns when required.
- Identify opportunities to automate manual People & Culture processes, improve workflows, and reduce administrative burden.
- Maintain consistent data structures that support accurate reporting on headcount, turnover, workforce changes, and other key people metrics.
- Champion HRIS adoption and ensure employee changes, approvals, and documentation are processed through established systems rather than off-system workarounds.
People Program Delivery- Lead the delivery of core People & Culture programs across assigned entities, including performance cycles, engagement surveys, onboarding, offboarding, and recognition initiatives.
- Partner with the Senior Director, People & Culture on enterprise-wide initiatives, including compensation cycles, policy updates, organizational programs, and learning and development.
- Support the administration and employee communication of Canadian benefits, perks, and leave programs.
- Analyze program feedback and participation data to identify opportunities for improvement.
- Develop and maintain People & Culture workflows, manager toolkits, templates, standard operating procedures, and employee resources.
- Ensure programs are delivered consistently while allowing for appropriate entity-specific practices and needs.
Culture, Engagement and Inclusion- Champion inclusive employment practices and help embed each entity's culture and values throughout the employee experience.
- Support leaders with employee engagement action planning and track progress against agreed priorities.
- Partner on diversity, equity, inclusion, and belonging initiatives, events, and employment practices.
- Identify opportunities to strengthen employee connection, communication, recognition, and engagement across assigned entities.
- Help leaders navigate change in a clear, thoughtful, and employee-focused manner.
Team and Operational Contribution- Provide guidance and coaching to People & Culture Coordinators, Specialists, and other junior team members supporting the same entity portfolio.
- Participate in cross-functional People & Culture projects and enterprise initiatives as a key contributor.
- Promote process discipline, documentation, and accountability across the People & Culture function.
- Help establish scalable and consistent practices across a growing, multi-entity organization.
- Balance strategic priorities with the hands-on operational requirements of a fast-moving agency environment.
Qualifications and Experience- 3+ years of progressive HR experience, including at least one year in an HR Manager, HR Business Partner, or equivalent role.
- Demonstrated experience supporting Canadian employees and leaders across the full employee lifecycle.
- Strong knowledge of Canadian employment legislation and HR practices across multiple provinces.
- Proven experience managing employee relations matters, workplace investigations, accommodations, performance management, and employment terminations.
- Strong track record of coaching managers and providing practical, business-minded HR advice.
- Experience working in an agency, media, creative, marketing, or fast-paced professional services environment is preferred.
- Demonstrated HRIS expertise, with HiBob experience strongly preferred.
- Experience configuring workflows, building program cycles, conducting data audits, and maintaining HRIS standards in a multi-entity environment.
- Strong systems orientation and the ability to identify data gaps, improve processes, and encourage consistent system adoption.
- Excellent written and verbal communication skills, with the ability to handle sensitive matters with sound judgment, discretion, and professionalism.
- Strong organizational and project management skills, with the ability to manage competing priorities across multiple stakeholders and entities.
- CHRP designation, or progress toward completion, is considered an asset.
- Proficiency with HiBob, ADP, and Microsoft 365.
What Success Looks Like- Leaders view the Manager as a trusted, practical, and responsive People & Culture partner.
- Employee relations matters are managed consistently, thoughtfully, and in compliance with Canadian employment requirements.
- HiBob data is accurate, complete, and reliable across assigned entities.
- People processes are increasingly standardized, automated, and managed through established systems.
- Programs are delivered effectively and adapted appropriately to the needs of each entity.
- Managers have the tools, guidance, and confidence needed to lead their teams successfully.
