VP, People & Culture - Confidential

How Are They Changing the World?

 

Our client is a GTA-based B2B start-up who are planning to double in headcount over the next 18 months. They’re privately held and venture-backed. In order to harness this growth, they need a seasoned People & Culture leader who is ready to join the leadership team as a strategic business partner. They need someone to help build and scale their People & Culture strategy.

How Will I Make An Impact?

As the VP People & Culture, you will be reporting to the CFO and will act as a key strategic business partner to the CEO and Executive Leadership Team, leading the entire People & Culture strategy.

As the VP, People & Culture, you will:
 

  • Define, articulate and execute the People Vision and Strategy that will foster high-performing teams, strong engagement and success of the Company’s employees.

  • Apply a “people first” approach, innovating on programs that will enable the scale of the Company’s culture in a hybrid working environment.

  • Help to codify the Company’s Mission, Vision and Values - acting as an ambassador for their values that encourage a relentless focus on putting their customers (internal and external) first, cross-functional collaboration and a growth mindset.

  • Define and implement a framework for measuring employee engagement.

  • Lead the talent acquisition team supporting 2x growth within the next 18 months - with a focus on improving the Company’s strategy around attraction, diversity, employer brand, candidate experience and onboarding.

  • Build a performance management program to ensure the intentional development of the team, as well as a coordinated cascade of goals through the organization.

  • Own the Company’s Total Rewards & Recognition Strategy - ensuring appropriate compensation levers are in place to attract, retain and reward talent.

  • Work with leaders to develop their management and leadership capabilities (especially at the middle-management level)

  • Support clear communication of organizational strategy and goals to drive strong alignment.

  • Define and implement an approach to people analytics, including a cadence for report-outs to the Executive Leadership Team.

  • Lead/grow the People & Culture Team - ensuring robust operational processes to support growth.

 

How Do I Know If This Is For Me?

 

  • You love building scalable People & Culture initiatives from the ground-up; as this role will be instrumental in the Company’s next phase of growth.

  • You love using data to help define strategic recommendations and goals.

  • You are excited to adapt to the evolving opportunities and challenges that come with a scaling organization!

  • You are passionate about building and supporting a diverse and inclusive employee base.

Our Ideal Candidate Looks Like:

​You have:

  • A minimum of 10 years of progressive HR and people leadership experience.

  • Led the People & Culture Function at a scale-up technology organization, supporting growth from ~50 to 250 employees.

  • A proven ability to define a holistic People Strategy balanced with an execution-oriented mindset (a “roll up your sleeves” attitude is a must).

  • Experience developing culture, performance management and rewards & recognition programs in an innovative and creative way.

  • The ability to build a strong employer brand (internally and externally), to attract high-caliber talent and enable a highly motivated and engaged workforce.

  • Been sought out as a business partner to support leaders in building high-performing teams (i.e. you are relationship-oriented with the ability to build trust with other leaders).

  • Strong knowledge of employment law, regulation, and best practices in both Canada and the US.

  • Strong business acumen and understanding of the importance of the People Strategy to the achievement of the Company’s overall strategic goals.

Nice-to-haves:

  • CHRP designation is an asset.

We understand, accept, and value the differences between people of different backgrounds, genders, sexual orientations, ages, beliefs, and abilities.  We aim to create an inclusive environment and encourage diverse individuals to apply.

 

The Process:

After a screening call with Erin and Tara, the interview process is: 

 

  1. 45-minute interview with the CFO (ideally a coffee chat if schedules allow)

  2. 60-90-minute in-depth interview with the CFO

  3. 60-minute working session/presentation with the Co-founder/CEO & CFO

  4. Final chat with the CFO and a Board Member/VC representative

 

And of course as your Artemis Canada Recruitment Consultant, Erin or Tara will work closely with you throughout every step of the process.

 

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Tara
Erin

Does this sound exciting to you?
Get in touch with Tara or Erin!