Head of People – Organizational Effectiveness
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Job Description
Head of People building and running a holistic people operations system. Leading HR initiatives crossing multiple jurisdictions for a software platform supporting community engagement.
Responsibilities:
- Build and run the People operating model, including intake, ownership, escalation paths, documentation standards, decision rights, and service expectations.
- Lead the people side of integration across legacy Better Impact and Galaxy Digital teams.
- Create stronger hiring discipline, including workforce planning, role definition, and the process for opening critical roles.
- Oversee payroll, benefits, HRIS, onboarding, off-boarding, and employee data accuracy.
- Build practical, trusted processes for employee relations, performance management, corrective action, investigations, feedback, and documentation.
- Help managers become stronger first-line people leaders, with clearer expectations and better tools.
- Build compensation administration and governance practices, including benchmarking inputs, role levels, review processes, and decision rules.
- Maintain jurisdiction-aware People practices across Canada, the US, the UK, and Australia.
- Define People requirements for HRIS, payroll, data migration, access, privacy, and system rationalization.
- Establish a steady rhythm for employee engagement, culture integration, internal communication, and retention-risk visibility.
- Work with outside employment counsel, payroll, benefits, HRIS, EOR/PEO, and recruiting vendors where specialized support is needed.
Requirements:
- 8+ years of progressive People, HR, or People Operations experience.
- 3+ years in a senior full-function People leadership role, such as Head of People, Senior Director of People, VP People, or equivalent.
- Experience building or rebuilding People operations at a 75–250 person SaaS, software, B2B technology, or similarly complex organization.
- Direct experience with employee relations, performance management, corrective action, investigations, and employment-risk escalation.
- Experience operating across more than one employment jurisdiction, with the judgment to know when to use outside counsel, vendors, or internal process.
- Hands-on ownership of HRIS and payroll vendors, including troubleshooting, process improvement, vendor management, and system rationalization.
- Experience building hiring, onboarding, off-boarding, performance management, compensation governance, or manager enablement processes from scratch or from an underdeveloped state.
- Experience advising senior leaders clearly, including when the answer is uncomfortable.
- Experience handling employee matters with sound judgment while protecting the company and treating people with dignity.
- Experience explaining decisions, expectations, and tradeoffs clearly.
- Experience documenting People decisions and processes with appropriate operational discipline.
Benefits:
- Medical, dental & vision insurance (after 90 days)
- 401(k) program with an employer match (after 90 days)
- Unlimited vacation + 9 paid holidays
- Paid parental leave
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