HR Manager

Team Member Traits

• Cares greatly about their clients, coworkers, and self
• Highly empathetic, positive, respectful and competitive
• Open-minded, curious, inclusive and trustworthy
• Hard-working, prompt, organized, effective, detailed, and has meticulous follow-up
• A passion for learning and improving
• A natural problem solver that identifies solutions
• Sense of humour
• Ability to think quickly and learn fast
• Is a team player but also knows how to work independently

• Strong recruitment and talent acquisition skills, with the ability to manage multiple vacancies and competing hiring priorities simultaneously.
• Excellent interpersonal and relationship-building skills, with the ability to establish trust and credibility with employees, managers, and senior leaders.
• Strong interviewing and candidate assessment skills, with the ability to evaluate qualifications, competencies, and organizational fit.
• Sound judgement, discretion, and problem-solving abilities when navigating sensitive employee relations matters and confidential information.
• Ability to coach and influence hiring managers, providing practical guidance on recruitment..
• Proactive and resourceful approach to resolving challenges, and improving HR processes.
• Strong analytical skills, with the ability to interpret recruitment metrics, employee data, and HR trends to inform decision-making.
• Adaptability and comfort working in a fast-paced, evolving environment, with the ability to work independently, take ownership, and respond effectively to changing business needs.

• 4+ years of progressive Human Resources experience, ideally within a fast-paced or growing organization.
• Strong hands-on recruitment experience managing multiple vacancies simultaneously.
• Demonstrated experience managing the recruitment lifecycle from intake and sourcing through interviews and offers.
• Experience working directly with hiring managers and coaching them through recruitment and people decisions.
• Excellent interviewing and candidate assessment skills.
• Comfortable working independently while knowing when to escalate more complex matters.
• Comfortable operating in an environment where priorities can change quickly.
• Experience working with an HRIS and applicant tracking or recruitment systems is preferred.

Key Responsibilities 

Talent Acquisition & Recruitment

• Manage multiple vacancies simultaneously across a variety of departments and levels.
• Partner with hiring managers to understand current and future hiring requirements, role expectations and ideal candidate profiles.
• Develop and refine job descriptions and job postings that clearly communicate the opportunity and attract the right candidates.
• Manage job postings across appropriate recruitment channels and proactively identify additional sourcing opportunities.
• Review applications and conduct initial candidate screening.
• Proactively source candidates for difficult-to-fill or priority positions.
• Conduct initial interviews and assess candidates against both technical requirements and organizational fit.
• Coordinate subsequent interviews, assessments, presentations or mini-projects where required.
• Manage candidate communication throughout the recruitment process and ensure a positive candidate experience.
• Support compensation discussions and deliver offers to the candidate.
• Maintain accurate recruitment records and monitor the progress of vacancies and candidate pipelines.
• Identify recurring recruitment challenges and recommend improvements to our hiring processes.
• Build talent pipelines for future hiring needs rather than relying solely on reactive recruitment.

Employee Relations & Manager Support

• Act as an accessible HR resource for employees and managers, providing practical and consistent HR guidance.
• Support managers with employee relations matters, including workplace issues and conflict resolution.
• Coach managers on effective people management, communication and performance conversations.
• Help ensure employee matters are handled consistently, fairly and in accordance with company policies and applicable employment legislation.

Performance & Talent Management

• Support the administration and ongoing development of the company's performance management processes.
• Support performance review and talent review processes, including preparation, documentation and follow-up.
• Help identify employee development opportunities and areas requiring additional manager support.

Employee Experience & Engagement

• Support initiatives designed to strengthen employee engagement, communication and workplace culture.
• Help deliver employee surveys and support the development and implementation of resulting action plans.
• Identify trends in employee feedback and bring recommendations forward to the Director of Human Resources.
• Support employee recognition, events and other culture-building initiatives.
• Contribute to an inclusive, collaborative and high-performing workplace.

HR Operations & Employee Lifecycle

• Support employees throughout the full employee lifecycle, from recruitment and onboarding through development and offboarding.
• Coordinate and continuously improve employee onboarding and orientation.
• Prepare employment documentation including employment agreements, letters and other HR documentation.
• Maintain accurate and confidential employee records.
• Support employee changes including promotions, compensation changes, leaves and terminations.
• Ensure information within HR systems remains accurate and up to date.
• Support vacation, leave and attendance administration.
• Identify opportunities to simplify, automate and improve HR processes.
• Maintain appropriate documentation and ensure HR practices remain organized, consistent and scalable.

Policies, Compliance & HR Best Practices

• Support the development, review and implementation of HR policies and procedures.
• Help ensure company practices remain compliant with Ontario employment legislation and applicable workplace requirements.
• Monitor changes in employment standards and HR best practices and raise potential implications for the organization.

HR Projects & Continuous Improvement

• Partner with the Head of HR on broader people initiatives and organizational priorities.
• Review existing HR processes and challenge administrative practices that no longer add value.
• Identify opportunities to use technology and AI to improve HR efficiency, employee experience and decision-making.
• Help build scalable HR processes that support the continued growth of the organization.

About The Influence Agency

Culture

Progressive Compensation

• TIA reasonably expects to offer a compensation package between $60,000-75,000 for this role. The actual offer is based on experience, skills, and role alignment.
• Annual Bonus Structure
• A thriving team member has the opportunity to see growth in their personal development and career
• An additional $1,000 / year that can be put towards industry/work-related education.
• Free parking at the office (first-come, first-served!)
• Lunches delivered to the office three days a week
• Full health benefits after the probationary period
• 4 weeks vacation + extended break over holiday season + extended long weekends + Summer Fridays
• A Work From Anywhere program that can be requested for up to 2 weeks a year
• All the equipment you need to be able to work at home comfortably

• We support transparent and human-centred hiring, while championing the efficient use of AI tools and technologies to enhance our workdays. 
• We do not use AI to screen or shortlist resumes or make hiring decisions.
• AI tools may be used during the interview process for note-taking and summarization to ensure clarity and accuracy in how we review candidate conversations.
• The Influence Agency is committed to equal opportunity employment. We welcome candidates of every race, ethnicity, national origin, religion, gender identity, sexual orientation, age, and ability. Diversity strengthens our team, and we proudly create a workplace where everyone can thrive.