Manager, People (8 - 12 month contract)

Kitchener /
Admin Ops /
Full-time
Why Bonfire?

At Bonfire, we bring Buyers and Vendors together to make decisions with certainty. We’re a leader in strategic sourcing and procurement technology and enable organizations to make the right purchasing decisions. We’ve powered over $20-billion dollars-worth of decision making across 450+ customers who have a 99% adoption rate and have ranked us with a 71 NPS score (that’s Netflix and Apple territory!).

First we graduated as a Y-combinator success, then became a VC-backed startup, and now through the 2019 acquisition, we’re excited to be a part of the largest government technology company in the industry, GTY Technology Holdings. Bonfire is an opportunity for you to build something amazing while accelerating your career.

We’re looking for team members who will:

-Make an impact
-Drive results
-Remain humble - no job is too small

Follow us on Instagram @go.bonfire to see more of #LifeatBonfire.


The Role

Bonfire is looking for a Manager, People to join our team, on contract for 8 - 12 months. You will report to Kim Veenstra, COO. You will be responsible for all aspects of Bonfire’s People Operations function. This position will be responsible for implementing the people strategy consistent with the overall business strategy and values. 

In this role, you will partner with the business and key stakeholders and will anticipate, identify and execute on emerging issues, trends and problems that affect organizational policies and programs. This role will also identify and address issues that affect the overall health of the organization: morale, effectiveness, retention and turnover, and productivity. 

What You’ll Do

People Strategy: headcount planning and forecasting. Work closely with COO, CEO and leadership team regarding staffing levels and organizational design and growth. Oversee and execute the effective sourcing, hiring and on-boarding of highly qualified staff with your team. Includes learning and development, transfers, promotions, mentorships, coaching programs, and off-boarding activities.

Internal communications: drive and support programs and initiatives, including platforms and tools to enhance communications, goal setting, overall performance management. 

Compensation: adjust, manage and communicate a competitive and equitable compensation strategy to leverage employees’ strengths to build and foster high-performing teams (research, revise, monitor and communicate with all levels)

Culture Champion: ensure an environment that consistently increases the capability and capacity of employees to contribute high-quality results and lead by example and build a culture that aligns the People and Business Strategies.

Succession planning: support leadership in effective organizational design.

Learning & Development: provide support and resources for L&D initiatives; including research, implementation, evaluation, updates and communication of offerings and conduct various training and meetings where appropriate.

Total Rewards & Benefits: work with others in the organization to ensure a fair, healthy and safe environment so that all parties are treated fairly and equitable in the workplace; includes various wellness and benefits initiatives and programming promotion and support.

Strategic Partner: collaborate and work with departments to provide HR resources and support in line with departmental objectives.

Fiscal Responsibility: Ownership of the People team budget, including HR functional areas within departments (Ie. Professional Development, Rewards & Recognition, etc.)

Who You Are

5+ years’ of progressive experience in the field of human resources and/or organizational development.
A Bachelor’s degree is preferred in Human Sciences, Psychology, Business or related. Active CHRP or CHRL certification is considered an asset.
Broad range of experience in various aspects of HR/People including demonstrated success in the development and implementation of HR/people projects and plans
A solid understanding of the elements that affect workplace culture
A systems thinker, able to understand the relationships across multiple processes and policies and the impact of decisions across the organizationYou are analytical with an ability to incorporate metrics and analysis into HR delivery and to use HR data to aid other leaders in data-driven decision-making.
Experience with talent acquisition and/or operations. Ability to creatively analyze workforce demands and capacity; forecast and source effectively. Build effective branding and culture.
Experience in change management, developing and implementing strategic HR initiatives and programs that are aligned to business needs and/or played a key support role in supporting and executing such initiatives.
Strong communication skills and people skills with demonstrated emotional intelligence.
Lead by example as a cultural ambassador both internally and externally. 
Successfully managed several projects to completion and work well to deadlines.
Exercise confidentiality, good judgment, and discretion when working with others. You are adept at handling complex employee relations issues and their resolution.
Successfully led a team to set expectations, perform goals and performance reviews, hiring, training and coaching and related activities for effective team leadership.

Core Competencies
Adaptability
Change Management
Communication
Decision Making
Impact & Influence
Innovative
Leadership Presence
Managing Performance
Operational Effectiveness
Resource and Fiscal Management
Results Orientation
Strategic Business Thinking

At Bonfire, we are advocates of equal opportunity, seeking to promote inclusivity across our company and beyond. Bonfire strives to create an accessible and inclusive work environment where everyone is treated with respect and dignity by establishing a barrier-free workplace that complies with and upholds Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and the associated regulations. Bonfire is committed to the integration of accessibility legislation with our policies, procedures, programs, and training, to be reviewed as practices, procedures, or regulations change.  

Please see our AODA - Integrated Accessibility Standards Regulation (IASR) Employment Policy for definitions and further details regarding Bonfire’s compliance to these principles. 
  
For any inquiries or requests regarding accessibility at Bonfire, please emailaccessibility@gobonfire.com or call our office at1 800-354-8010.  

Upon request, appropriate accessible formats or arrangements will be provided as soon as practicable. 
Recruiters: Sorry, we only deal with applicants directly!