VP, Human Resources

AbsenceSoft•Quinte West, ON

10d•$225,000 - $250,000•Hybrid

About The Position

AbsenceSoft is hiring a VP of HR to build and lead our people function. Reporting directly to the CFO, this role owns the full HR organization: HR Business Partners, Payroll, Culture & Employee Engagement, Compensation & Benefits, and Talent Acquisition, and is responsible for turning company strategy into the people programs that support it. This is a high-autonomy role responsible for building HR strategy, partnering with executive leadership, and driving operational discipline that enables HR to scale with the business. Success is measured by engagement, time-to-hire, and attrition — metrics with direct impact on company performance and revenue growth. The ideal candidate is a builder who has seen what great HR infrastructure looks like at scale and is equally comfortable executing hands-on with limited resources. Who We Are AbsenceSoft is elevating the leave and accommodations experience and is looking to hire amazing people like you! We create user-friendly, secure, and compliant technology that empowers employers to bring humanity, certainty and efficiency to the leave and accommodations experience. Made by HR Professionals for HR Professionals, we're proud of where we've been and excited about where we're headed. We value creative, innovative people who are passionate about their work and who believe there is always a better way. At AbsenceSoft, we LEAD with our values: Lead with Innovation – We create meaningful change through intelligence, focus and passion. We embrace curiosity, data, and insight to shape the future of our industry. Always innovating, learning, and evolving. Elevate Every Voice – Every perspective matters. We listen, learn, and build a culture where diversity of thought and experience drives better solutions and smarter decisions. Achieve Together – The customer fuels everything we do. We share knowledge, collaborate, celebrate wins, and face challenges as one team because success is always a collective achievement. Drive Outcome – Every action we take delivers measurable value to our teams, our customers, and the employees they support. Accountability is non-negotiable. We honor our commitments, take responsibility for results, and see every success and setback as a chance to grow stronger.

Requirements

12+ years of progressive HR leadership experience, including experience leading HR at a high-growth SaaS company.
Experience at both larger, mature organizations and smaller, leaner environments.
Demonstrated ability to build HR strategy, programs, and playbooks from the ground up rather than simply maintaining existing ones.
Broad HR functional experience across Business Partners, Payroll, Culture & Engagement, Compensation & Benefits, and Talent Acquisition.
Strong track record improving key people metrics such as engagement, time-to-hire, and attrition.
Bachelor's degree required.

Nice To Haves

Master's degree or MBA in Human Resources, Business Administration, or related field
Experience with Rippling or similar HRIS platforms.
Experience operating in a multi-state, compliance-heavy environment.
PHR, SPHR, or SHRM-SCP certification

Responsibilities

Own the full HR function end-to-end, including HR Business Partners, Payroll, Culture & Employee Engagement, Compensation & Benefits, and Talent Acquisition.
Build HR strategy and playbooks without existing frameworks or infrastructure, translating company strategy and executive priorities into concrete people programs.
Serve as a trusted, hands-on partner to each executive team member, proactively identifying needs and delivering solutions.
Drive automation and process improvement across HR systems (e.g., Rippling) to reduce manual work and scale efficiently.
Lead and develop HR leadership across Payroll, Culture & Employee Engagement, Compensation & Benefits, and Talent Acquisition, ensuring each sub-function operates at a high standard.
Own and improve key people metrics, including employee engagement, time-to-hire, and attrition.
Partner with Talent Acquisition leadership to ensure hiring velocity keeps pace with business and revenue growth targets.
Lead and advance culture and employee recognition initiatives that strengthen engagement and retention company-wide.
Ensure compensation and benefits programs are competitive, equitable, and well-administered.
Operate with full autonomy day-to-day, escalating to the CFO on hiring, vendor selection, or policy decisions requiring executive sign-off.
Participate in a highly compliant environment while assisting to maintain company controls and security within your job role.
Assist in maintaining applicable organizational security and compliance controls within your department, role, and subordinate's roles.
Other duties as assigned.