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)

 

If you crave a workplace that values your ideas, your growth and development, and where you can learn from the best, then you're exactly who we're looking for. We're not interested in the status quo - we're here to shape the future of marketing. And we know you share that passion too. 

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.

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.

·      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.

·      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.

·      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.

·      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.

 

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 

At Think Shift, we believe our unique culture and philosophies make us different in a good way. Our talented team of multi-disciplined creators and strategists has one thing in common: the drive to outperform and to help our clients do the same. 

 

We believe in providing guidelines for Think Shifters to operate within, rather than putting up fences that restrict true creativity and diversity of thought. With the freedom to operate in the way that works best for them, everyone can bring their best selves to work. But great freedom also comes with great responsibility and the expectation to follow through on what you say you’ll do. We understand this approach is not for everyone. Think Shift is for those who blaze their own path, grow, and challenge the status quo to find a better way. It’s for those committed to protecting, preserving, and, overall, enhancing what has been entrusted to them. 

 

Compensation Philosophy

As a remote-first company, Think Shift sets salary ranges using a Canada- and United States-wide market lens. Ranges are informed by external market benchmarking, internal equity, and each role's scope, impact, and responsibilities.

 

Compensation at Think Shift is designed to recognize contribution and performance, and ranges are established in good faith to reflect where most candidates are expected to land based on skills, experience, and role alignment.

 

We Want You to Be YOU! 

 

At Think Shift, we want everyone to feel comfortable bringing their complete and authentic selves to work. We believe that when individuals bring their unique experiences, backgrounds, knowledge, perspectives, and self-expression to the collaborative process, our team becomes even more amazing. We are committed to fostering a diverse and inclusive workplace and welcoming talent from all backgrounds. As part of our stewardship commitment, Think Shift continually strives to create a culture of respect and fairness for all. 

 

If you require any accommodation or support during the recruitment process, please let us know.