People & Culture (HR) Manager

Clearbridge Business Solutions•Abbotsford, BC

About The Position

The Manager, People & Culture is Clearbridge's first dedicated, permanent people leader. This role owns the full People & Culture function, sitting on the leadership team and reporting directly to the CEO. You will build and execute the people strategy that enables Clearbridge to scale toward its growth targets (35% growth YOY) without proportionally growing headcount (how do we work smarter). That means the right people in the right seats, a high-performance culture with real accountability, and HR systems and programs that run efficiently and consistently. We are small team (25-30 people) and are looking for someone who bridges execution and running programs, and also strategic thinking to build valuable HR programs that support Clearbridges vision.

Requirements

5+ years of progressive HR experience, with at least 2 years in a generalist or HR manager role with broad functional ownership
Demonstrated experience operating as a strategic partner to leadership, not just an HR administrator
Strong working knowledge of BC Employment Standards Act and BC Human Rights Code
Experience building or significantly improving HR systems, processes, or programs in a scaling organization
Proficiency with an HRIS platform; BambooHR experience is a strong asset
Clear, direct communicator who can influence without authority and hold their ground in a leadership conversation
High degree of discretion and sound judgment in handling sensitive people matters

Nice To Haves

Post-secondary education in Human Resources, Business Administration, or a related field; CPHR designation or working toward it is an asset
Experience in a professional services, technology, or managed services environment
Familiarity with EOS (Entrepreneurial Operating System) or experience in an EOS-run company
Comfort with AI tools and genuine curiosity about how they can improve people operations and workforce effectiveness

Responsibilities

Own and execute a people strategy aligned to Clearbridge's growth priorities: AI-forward transformation, culture uplift, and scale without proportional FTE growth.
Sit on the leadership team, contribute to L10 meetings, and own People & Culture Rocks each quarter within the EOS framework.
Advise the CEO on organizational design, leadership development, compensation strategy, and workforce planning.
Bring a strategic point of view to people decisions, not just process compliance.
Lead the professionalism and service culture uplift that is actively underway at Clearbridge, closing the gap between the brand promise and the day-to-day employee experience.
Design and run a performance management system that creates clarity, accountability, and consistent feedback across the organization.
Build and maintain a culture where Clearbridge's core values (Seek Mastery, Never Settle, Commit Relentlessly) are visible in how people are hired, developed, and held accountable.
Support the leadership development program and partner with managers to grow their capability to lead independently.
Own end-to-end recruitment for all roles, including strategy, sourcing, and candidate experience, using BambooHR as the ATS.
Build a repeatable, high-quality onboarding experience that accelerates time-to-contribution and reinforces culture from day one.
Partner with the CEO and department leads to define role clarity and ensure every seat on the Accountability Chart is filled with the right person.
Oversee all HR administration: employee records, compensation changes, policy management, and employment documentation in full compliance with the BC Employment Standards Act and BC Human Rights Code.
Maintain BambooHR as the system of record and optimize it to support reporting, performance cycles, and workforce data.
Track and report on key people metrics (turnover, time-to-hire, headcount, engagement signals) and bring insights to leadership with recommended actions.
Serve as a trusted, confidential resource for employees and managers navigating performance issues, workplace concerns, or role transitions.
Coach managers on having direct, constructive conversations that build trust and drive accountability.
Handle employee relations matters with sound judgment, appropriate documentation, and full compliance with BC employment law.