Senior Human Resources Manager, Toronto

● ROLE OVERVIEW

The Senior HR Manager is a cornerstone role at Fintex — responsible for building, nurturing, and scaling the people infrastructure that powers our digital transformation practice. As we grow our team of developers, designers, architects, and wealth management experts, you will be the cultural anchor and operational backbone of our People & Culture function.

You will partner closely with leadership to attract top talent, develop scalable HR processes, champion employee wellbeing, and ensure Fintex remains a place where the best and brightest want to build their careers. This role requires equal parts strategic thinking and hands-on execution — someone who is as comfortable presenting a people strategy to the executive team as they are resolving a day-to-day employee relations matter.

● KEY RESPONSIBILITIES

Talent Acquisition & Recruiting

• Own the full-cycle recruiting process for technical and non-technical roles — from job scoping and sourcing through offer and close.
• Build and maintain talent pipelines for high-demand roles in software engineering, product, UX, and wealth management consulting.
• Partner with hiring managers to define role requirements, design structured interview processes, and ensure a consistent, positive candidate experience.
• Develop and promote Fintex's employer brand across LinkedIn, job boards, university partnerships, and industry events.
• Track and analyze recruiting metrics (time-to-fill, offer acceptance rate, source quality) and continuously optimize the hiring funnel.

Resource Management & Workforce Planning

• Collaborate with department heads and project leads to forecast staffing needs and align people capacity to project demand.
• Maintain an up-to-date view of team utilization, skills inventory, and bench capacity to inform resourcing decisions.
• Identify and resolve resource conflicts proactively, coordinating with delivery teams to balance workloads effectively.
• Support internal mobility by matching underutilized talent to new opportunities before external hiring is pursued.

Onboarding & Offboarding

• Design and continuously improve a structured onboarding program that accelerates time-to-productivity for new hires and reflects Fintex's culture from day one.
• Coordinate pre-boarding logistics, equipment provisioning, system access, and orientation schedules in partnership with IT and Finance.
• Manage offboarding processes thoughtfully and professionally — including exit interviews, knowledge transfer, and access revocation — to protect company interests and gather actionable insights.

HR Policies & Compliance

• Develop, maintain, and communicate Fintex's HR policies, employee handbook, and standard operating procedures.
• Ensure compliance with all applicable employment legislation in Ontario and across Canadian jurisdictions where Fintex operates, including the ESA, OHSA, and AODA.
• Proactively monitor regulatory changes and update policies and practices accordingly.
• Maintain accurate and confidential employee records in compliance with privacy legislation (PIPEDA).

Compensation & Benefits Administration

• Manage salary banding frameworks, ensuring internal equity and external competitiveness through regular market benchmarking.
• Administer employee benefits programs (health, dental, vision, RRSP matching) and serve as the primary liaison with benefits providers.
• Support the annual compensation review cycle, including merit increases, promotions, and bonus calculations in partnership with Finance and leadership.
• Advise managers and employees on compensation-related questions with clarity and consistency.

Performance Management

• Own and administer Fintex's performance review cycle — including goal-setting, mid-year check-ins, and year-end evaluations.
• Equip managers with the tools, frameworks, and coaching needed to deliver effective, fair, and motivating performance feedback.
• Manage performance improvement plans (PIPs) and disciplinary processes with discretion, consistency, and a focus on positive outcomes.
• Analyze performance data to surface trends, identify high-potential employees, and flag at-risk individuals for proactive support.

Employee Relations & Culture

• Serve as a trusted, neutral resource for employees and managers navigating workplace concerns, conflicts, or grievances.
• Lead investigations into employee complaints with confidentiality, fairness, and alignment to Fintex policies and legal obligations.
• Champion a positive, inclusive, and high-performance workplace culture that reflects Fintex's values: Client Impact First, Collaborate to Elevate, and Own the Outcome.
• Monitor employee engagement through surveys and feedback mechanisms, and partner with leadership to act on findings.

Learning & Development

• Identify organizational skill gaps and design targeted learning programs to address them — spanning technical upskilling, leadership development, and soft skills.
• Manage Fintex's learning budget and vendor relationships, curating a mix of internal workshops, external courses, and conference opportunities.
• Build and maintain a structured career pathing framework so employees have clear visibility into growth opportunities at Fintex.
• Partner with senior leaders to identify and develop high-potential employees through mentorship, stretch assignments, and succession planning.

Events Planning & Employee Engagement

• Plan and execute a calendar of team events — including All-Hands meetings, seasonal celebrations, team-building activities, and recognition programs.
• Manage event logistics end-to-end: venue sourcing, budgeting, vendor coordination, communications, and post-event feedback.
• Design recognition programs (e.g., Fintex Shoutouts, milestone awards) that celebrate contributions and reinforce company values.
• Coordinate participation in external industry events, career fairs, and community initiatives that reinforce Fintex's employer brand.

Team Leadership

• Lead, mentor, and develop a small team of HR professionals — providing clear direction, regular feedback, and meaningful growth opportunities.
• Set priorities and manage workload distribution across the HR team to ensure timely, high-quality delivery of all people initiatives.
• Model Fintex's leadership values and foster a collaborative, solutions-oriented team culture within the HR function.

● REQUIRED QUALIFICATIONS

Experience & Education

• 7+ years of progressive HR experience, with at least 2 years in a senior or people-manager role overseeing a team of HR professionals.
• Demonstrated expertise across the full spectrum of HR functions: recruiting, performance management, employee relations, compensation, and compliance.
• Experience working in a fast-paced, high-growth technology, consulting, or fintech environment strongly preferred.
• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• CHRP or CHRL designation is strongly preferred.

Skills & Competencies

• Deep knowledge of Ontario employment law, ESA, OHSA, AODA, and PIPEDA requirements.
• Proven ability to partner with and influence senior leadership on people strategy and organizational design.
• Strong judgment and discretion when handling confidential and sensitive employee matters.
• Excellent written and verbal communication skills with the ability to adapt tone and approach for different audiences — from front-line employees to executives.
• Data-driven mindset with the ability to use HR metrics and analytics to inform decisions and demonstrate impact.
• Proficiency with HRIS platforms, ATS tools, and standard productivity software (Google Workspace, Microsoft 365).

● PREFERRED QUALIFICATIONS

• Master's degree in HR, Organizational Behaviour, or Business Administration (MBA).
• Experience building HR functions from an early or mid-stage within a scaling technology company.
• Familiarity with the wealth management, financial services, or professional services industry and its specific talent dynamics.
• Experience implementing or optimizing HRIS platforms (e.g., BambooHR, Workday, Rippling, or similar).
• Background in organizational design, change management, or DEI program development.