At Outhire, we believe in revolutionizing the hiring process to make it more equitable and enjoyable for everyone involved. Our innovative approach puts candidates front and center, offering in-depth looks at open positions, personalized advice, and interview preparation. But we don't stop there - our Visual Resume feature ensures that hiring managers see the complete picture of who you are and what you bring to the table while eliminating biases you may face with traditional hiring practices. With Outhire, you can trust that we'll work tirelessly to match you with the role that truly fits your skills, experience, and aspirations. Join us in our mission to create a better hiring experienceTITLESALARY RANGE$80,000 – $110,000CASH BONUSStrictly discretionary, tied to individual and company performanceTHE PERKSRRSPFlexible HoursLOCATIONToronto, ONTHE OFFICEHybrid (2 to 3 days in office)TEAM SIZEApproximately 50 people (firm-wide)THE ROLEA hands-on, standalone HR manager and key contributor who runs the people function for a growing multi-office architecture firm, manages its office support, and acts as a steady point between staff and the partners.THE TASKSPeople & Culture ManagementHandle day-to-day people and performance issues, interpersonal conflicts, and employee questions, and be the person staff feel heard byMake decisions and give direction even when they are not popular, instead of avoiding conflict or pushing every call back to the partnersEnforce company policies consistently, including time-off and sick-day use, and address misuse promptlyMake sensible judgment calls on time off, accommodations, and individual situations without escalating routine mattersRun employee recognition for onboarding, birthdays, and work anniversariesCommunicate HR-related updates to the team via TeamsProvide light coaching to junior staff on communication and writing, as an extension of onboardingGive practical HR guidance that fits a mid-sized firm rather than a large-corporate benchmarkPerformance, Recruitment & HR CycleMaintain and run the annual performance review cycle and semi-annual mid-year reflection,



improving consistency and efficiency rather than rebuilding themMaintain and run the new employee probation programMaintain the existing compensation matrix and pay bandsHelp hire around six people a year, including screening and first-round interviews, once familiar with the cultureManage onboarding and offboarding for new and departing staffOffice & Operations ManagementSupport the office manager and regional leads in the procurement and management of supplies and costs across all four officesCoordinate IT and equipment logistics such as computers, chairs, and seating for new hires, without taking on the technical IT workAdminister benefits and insurance, including enrolment, forms, staff questions, semi-annual plan updates, and year-end renewals, reviewing market options with the broker when the plan goes to market (payments and accounting stay with the finance team)Update the office manual and define new policies when neededNew Initiatives & Strategic PartneringRun one or two improvement projects a year, such as refining an existing processWork alongside the controller and marketing director on shared initiativesPartner with the leadership team on strategic items, including planning for the annual budget cycleGet full use out of the firm’s existing HR software (Humi), making sure contracts are executed and the tool is used wellSupport the firm’s move toward an employee ownership program by helping manage the questions and concerns it raisesTHE COMPANYA full-service architecture firm that focuses on community-based work in areas like residential care and aging, healthcare, life sciences, education, and wellness. It runs several offices, is unifying into a single practice, and pairs the depth of a larger firm with the hands-on, partner-led service of a boutique studio, built on a friendly culture of listening, consensus, and practical design.THE OPPORTUNITYThis is a standalone role with the room to own the entire people function and shape how it runs,



at a firm that is bringing its offices together and aiming to double in size over the next five years. It suits an experienced, hands-on HR generalist with a small-business or entrepreneurial streak who wants to become a senior leader on the team, with a real path toward equity ownership as the firm grows.THE EXPECTATIONS TIMELINE PREVIEWBy Month 1Get to know the team, the people, and the culture deeply across all four officesTake ownership of existing HR documentation, processes, and the current softwareLearn how each office runs day to day, including its regular cycleFocus on discovery rather than projects, and become the contact staff trust to listenBy Month 3Plan and begin running the annual performance review process, reporting progress instead of asking for decisionsWork with the controller and marketing director on shared initiatives and event logisticsReview the office assistant role for workload and fit, and take over managing itHandle routine people questions and issues without escalating to the partners each timeBy Month 6Deliver the performance review cycle with staff satisfied with how it ranTake over recruiting, including screening and first-round interviewsTake over maintaining the pay bands and compensation matrixBy Month 12Run the people function with little partner involvement, sending short regular updates and flagging only the decisions that need themMake culture-aligned judgment calls independently and raise recommendations proactively, including when to bring in the firm’s lawyerOwn the operating cycle, working with leadership on the annual budget and on office, facilities, and IT coordinationBe ready to manage a small team and help onboard and integrate new staff as the firm growsTHE SKILL SETA minimum of 5 years’ experience in a full-cycle HR role, with a hands-on, operational approach rather than a purely strategic oneDemonstrated, hands-on experience with HumiAble to work in person from the downtown office 2 to 3 days per week; this is not a remote roleExperience within the architecture, engineering, or construction sector, or a comparable qualified-services firm, is a solid asset.ONLY QUALIFIED CANDIDATES WILL BE CONTACTED.#J-18808-Ljbffr

📌 Ditech - Hr Manager ( 6 Month Contract) - $80,000 - $110,000 A Year (Winnipeg)
🏢 appletree executive recruitment
📍 Winnipeg