Description
People and Culture Manager
Department: Shared Services
Reporting to: Director, People and Culture
Location: Remote within Canada and the US
Salary Range: $76,000 - $87,000
Hours: Monday - Friday, 8:30 AM - 5 PM (in your time zone, flexible hours)
POSITION SUMMARY
The People & Culture Manager is a senior operational individual contributor who provides second-level P&C support, leads more complex employee and manager matters, and strengthens the consistent delivery of core People & Culture processes. Reporting to the P&C Director, the role works across the employee lifecycle, focusing on sound judgment, manager advisory support, process oversight, and continuous improvement.
The Manager operates above routine P&C administration by resolving escalated matters, supporting more complex recruitment and employee situations, and improving the controls, workflows, and systems that support the employee experience. The role supports execution of the P&C strategy; the Director remains accountable for department strategy, workforce planning, compensation strategy, policy direction, high-risk employee matters, and final organizational decisions.
KEY ACCOUNTABILITIES
30% | Employee Relations & Manager Advisory
• Provide second-level guidance to employees and managers on performance processes, policy interpretation, workplace expectations, and employee relations matters.
• Assess and resolve routine-to-moderately complex employee relations matters, including fact-finding and documentation, and escalate sensitive, high-risk, or precedent-setting matters to the P&C Director for direction and final judgment.
• Coach managers through performance conversations, feedback, documentation, accountability, and other employee situations within established P&C practices.
• Support leave and accommodation processes, coordinating required steps and documentation and escalating matters requiring additional review or decision-making.
25% | Talent Acquisition & Employee Lifecycle Oversight
• Lead recruitment for senior, specialized, or more complex roles and provide guidance to hiring managers on role requirements, selection criteria, interviewing, and hiring decisions.
• Maintain consistency and quality across recruitment, onboarding, and offboarding processes, and step into full-cycle execution when business needs or workload require.
• Prepare and review employment agreements and approved employee-change documentation within established parameters, escalating non-standard terms or higher-risk matters to the P&C Director.
• Identify and implement practical improvements to recruitment and employee lifecycle processes that strengthen consistency, candidate experience, and employee experience.
30% | P&C Operations, Benefits, Payroll & Systems Oversight
• Provide operational oversight for Canadian and U.S. benefits administration, resolving escalated employee or vendor issues and supporting renewals, communications, and process improvements.
• Review and coordinate employee changes with Finance for Canadian and U.S. payroll, helping ensure updates are complete, accurate, approved, and submitted on time.
• Monitor the accuracy and effective use of P&C systems and employee records, including Humi, Lattice, benefits platforms, time-off records, policy acknowledgments, and related documentation.
• Resolve escalated questions or exceptions involving benefits, time off, P&C systems, policies, and recurring employee processes.
• Lead improvements to P&C procedures, templates, workflows, controls, and approved automations to reduce manual work, strengthen consistency, and improve service delivery.
15% | Performance, Development & P&C Programs
• Coordinate the operational delivery of performance review, goal-setting, and employee development cycles, including system readiness, communications, tracking, and manager follow-up.
• Support managers through established performance and development processes and facilitate approved manager training, employee learning, engagement surveys, and other P&C programs as assigned.
• Compile participation, feedback, trends, and program data to support evaluation, recommendations, and decisions by the P&C Director.
• Coordinate recurring P&C communications and employee-facing activities and identify opportunities to improve program delivery and employee experience.
REQUIRED EDUCATION AND EXPERIENCE
• Bachelor's degree in human resources, Business Administration, or a related field, or equivalent relevant experience.
• 6+ years of progressive HR/P&C generalist experience, including experience independently advising managers and handling a broad range of employee matters.
• Strong experience in employee relations, manager advisory support, recruitment, employee lifecycle processes, benefits administration, and HR systems.
• Experience reviewing or coordinating payroll and employee changes, maintaining accurate records, and improving P&C processes or controls.
• Strong working knowledge of Canadian employment practices; U.S. HR experience is an asset.
REQUIRED SKILLS AND COMPETENCIES
• Sound judgment and the ability to distinguish between routine matters that can be resolved independently and matters requiring escalation.
• Strong organization and follow-through across recurring cycles, employee requests, and competing deadlines.
• Clear, practical communication and the ability to build trusted working relationships with employees and managers.
• High attention to detail, confidentiality, and accuracy when handling employee information and documentation.
• Comfort working in a lean P&C function where the role combines manager advisory support, operational oversight, process improvement, and hands-on execution when needed.
• Proficiency with HRIS platforms, Microsoft 365, and AI-enabled productivity tools.
PREFERRED ASSETS
• Experience in a multi-jurisdictional or distributed workforce.
• Experience with Humi, Lattice, or comparable HR and performance systems.
• CHRP/CPHR, SHRM, or similar HR designation.
COMPANY-WIDE RESPONSIBILITIES AND CORE COMPETENCIES
• Use AI tools enabled under Think Shift's current AI Usage Policy in day-to-day work to reduce the distance between ideas and execution.
• Review all AI-assisted output against Think Shift's standards before it is presented or relied upon.
• Apply Actual Intelligence + Artificial Intelligence to the work: Use AI to extend and amplify expertise, not to replace judgment.
• Build toward advanced proficiency in enterprise AI models enabled under Think Shift's current AI Usage Policy, applying them in ways that strengthen the work of the role.
• Build and maintain proficiency as enterprise AI models evolve, including completing assigned AI training.
• Monitor the quality and accuracy of work before it is shared internally or externally.
• Identify opportunities to improve effectiveness, efficiency, quality, or innovation through the application of AI.
BENEFITS
Think Shift provides an attractive, market-researched compensation plan, including base salary and company bonus. Employees enjoy a range of benefits, some of which include:
• Flexible remote work arrangements
• Medical, dental and vision benefits coverage start day 1
• Life and travel insurance start day 1
• Unlimited wellness days so you can be at your best
• 3 weeks of vacation
• Celebrate your birthday with $150 and a PTO day
• Semi-annual bonuses (based on company performance)
• Professional development opportunities
• Employee referral bonus
• Annual company retreat
Compensation
$76,000.00 - $87,000.00 per year
