HR Manager

TextUs•Quinte West, ON

1d•Hybrid

About The Position

TextUs is seeking an HR Manager to own the full people lifecycle, drive culture intentionally, and serve as a thought partner to the leadership team. This role is crucial for enhancing the employee experience, ensuring consistent HR practices, and making the existing HR infrastructure more valuable to employees. The ideal candidate will proactively bring the people perspective to leadership, identify and close gaps between stated values and lived experiences, and build stronger cross-functional connections. Success in the first year includes employees feeling seen and supported, consistent performance conversations, stronger cross-functional connections, improved Glassdoor ratings, and a trusted partnership with leadership.

Requirements

5+ years of HR experience, including at least 2 in a generalist or standalone HR role.
Demonstrated experience building or improving performance management processes.
A track record of driving culture intentionally.
Strong judgment and critical thinking.
Comfort operating in ambiguity and without a lot of top-down direction.
Experience with HR automation, workflows, and HRIS systems.
Ability to handle hard conversations with care and confidence (layoffs, performance concerns, exits).
Full-cycle recruiting experience; comfortable owning searches directly and coordinating with contract recruiters.
Denver-based with the ability to come into the office regularly.
Ability to think proactively and provide point-of-view recommendations.

Nice To Haves

The role is not for individuals who need a lot of structure and direction, prefer maintaining systems over improving them, prefer to stay in their lane, or see HR as primarily a compliance and administrative function.

Responsibilities

Take active ownership of culture, identifying and closing gaps between stated values and lived experience.
Build connection across a siloed organization by creating moments and rhythms that foster relationships.
Monitor and respond to engagement signals to prevent retention problems.
Own the Glassdoor presence and the experience behind it.
Build a performance management process that managers understand and trust, creating clarity on performance conversations, compensation, and growth.
Coach and support managers through difficult conversations.
Make the review cycle feel meaningful rather than administrative.
Own recruiting for a primarily attrition-driven hiring plan, partnering with contract recruiters as needed.
Move fast without cutting corners in hiring, focusing on fit and capability.
Build and maintain a candidate experience that reflects the company culture.
Manage day-to-day HR operations including benefits, compliance, employee relations, onboarding, and offboarding.
Leverage HR technology and automation to reduce administrative lift and improve consistency.
Handle coordination needs with professionalism and discretion, including board meeting logistics, travel, and event coordination.
Maintain HRIS data integrity and reporting.
Proactively bring the people perspective to leadership, offering unsolicited input.
Come to the table with options and recommendations for approaching people-related challenges.
Balance the execution-oriented leadership team with the longer-view people and culture perspective.
Serve as a credible voice on retention risk, team health, and organizational design.