access to dignified, meaningful work in communities around the world. It happens when we care about our work and how it lands, set clear standards, and hold each other accountable. we keep raising the bar. Real connection happens when we show up as our best, truest selves, help others dothe same, and stand by each other through the harder times.

Better understanding comes from asking helpful questions, seeking to understand before we act, and building on each other's thinking. Growth is central to our purpose, and it only happens in dynamic environments where we stay flexible, adaptable and open. Great partnerships happen when we take the time to understand the people we work with, our teams, our clients and our communities, for better outcomes for each.

WHAT IS YOUR ROLEAs Senior Director, People Operations, you are the operational and governance backbone of Boldr's People function.

People Operations and Systems : the employee lifecycle, our HRIS (Rippling), people data, service delivery, and self-service.

Total Rewards : compensation and benefits, Living Wage governance, pay equity, and job banding.

Business Partnering : ER cases and investigations, multi-country labor law compliance, risk and audit, and the policies and handbooks that keep us fair and consistent. The longer-range strategic agenda, organizational design, performance strategy, and strategic business partnering, sits with the VP and grows alongside our People Success team. Your mandate is to make the backbone genuinely excellent: scalable processes that do not rely on heroics, clean and trustworthy data, sound compliance across every jurisdiction, and a team member experience that reflects our values wherever people work.





Establish data integrity and reporting discipline: headcount, attrition, and the people data leaders rely on to decide well.

Modernize

People infrastructure through automation and sound system design, so support scales without manual workarounds. Oversee job banding and pay structures using our market data source (Payfactors), keeping pay equitable and defensible. Steward pay equity and transparency norms that build trust while managing risk appropriately.

Oversee sensitive ER cases, investigations, grievances, and disciplinary matters through the Business Partnering team, and personally lead the most complex cases, with consistency, fairness, and empathy. Compliance, Risk, and Governance Managed Outsourcing and Global Employment (EoR). Own records, audit, and data protection for People data.

Translate local labor realities into sound, consistent decisions, flag clearly where in-country counsel is needed, and engage and consult with counsel on these matters . Build the governance and risk frameworks that let us scale responsibly.

Policy

Development and Maintenance Own the development, maintenance, and governance of People policies and employee handbooks. Keep policy current with changing labor law in each jurisdiction, and consistent with our values and B Corp commitments. Make policy clear, accessible,



and genuinely practical to managers and team members, not just technically compliant.

Lead and develop the People Operations, Total Rewards, and Business Partnering teams; Own the budget for People Operations, Total Rewards, and Business Partnering, including people, systems, and vendor costs, and ensure it meets company requirements. Partner with the VP, the Talent Acquisition and People Success pillars, Business Operations, Finance, and client-facing teams to keep the backbone aligned to the business and company strategy .

A systems thinker with a bias for action: you ship improvements and then sustain them. Fair-minded and consistent, with sound judgment on employee relations, risk, and compliance. People-first and business-fluent: you can defend operational decisions in plain, practical terms. 10+ years in People or HR, with 8+ years leading multi-function or multi-country teams across People Operations, Total Rewards, ER, or Compliance including leading managers.

Proven experience building or rebuilding People infrastructure: operating model, shared services, HRIS, comp governance, and compliance frameworks. Our stack includes Rippling (HRIS), Payfactors (compensation data), Workable (ATS), and Juno (LMS/LXP). A track record of leading compensation cycles and governance, including benchmarking, job banding, and pay equity.

Comfortable working remotely across time zones in a fast-growing, globally distributed team.

Experience in a BPO, outsourcing, or multi-entity services business, including Employer of Record or global employment. Fluency with Living Wage or pay-equity frameworks. CAD 142, 677.24- CAD 178, 346.52

📌 Senior Director, People Operations (Winnipeg)
🏢 Boldr Impact
📍 Winnipeg