Senior Director, People Operations

Boldr

. Own the employee lifecycle end-to-end across the Philippines, South Africa, Mexico, Canada, and the United States .

Posted 11/2/2026full-timeToronto • CanadaSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive experience in managing the employee lifecycle across multiple countries, with a strong focus on compensation governance, compliance frameworks, and employee relations. Proven ability to lead diverse teams and modernize HR infrastructure through effective use of technology and data integrity.

Highest-signal resume keywords

10+ Years In People Or HRHR Technology Command Including RipplingCompensation Governance And Pay EquityEmployee Relations ManagementMulti-Country Team Leadership

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Compensation GovernanceCompliance FrameworksEmployee Lifecycle ManagementData IntegrityJob BandingPay EquityHRIS ManagementAutomationReporting DisciplineLabor Law Compliance

Soft Skills

Excellent JudgmentCommunicationStakeholder AlignmentDiscretionLeadership

Tools & Technologies

RipplingPayfactorsWorkableJuno

Certifications & Qualifications

SHRM-SCPSPHR

Industry Keywords

BPOEmployer Of RecordGlobal EmploymentLiving WageCertified B Corp

About the role

Key responsibilities & impact

Own the employee lifecycle end-to-end across the Philippines, South Africa, Mexico, Canada, and the United States
Lead Rippling as the HRIS and system of record; maintain workflows, self-service, and service delivery
Establish data integrity and reporting discipline for headcount, attrition, and people data
Partner with Payroll to protect accuracy and timeliness across jurisdictions
Modernize People infrastructure through automation and sound system design
Own compensation and benefits governance across all geographies, anchored to the Living Wage philosophy
Direct compensation cycles, including timelines, manager enablement, auditability, and communication
Oversee job banding and pay structures using Payfactors market data
Steward pay equity and transparency norms
Oversee sensitive employee relations cases, investigations, grievances, and disciplinary matters; personally lead the most complex cases
Build employee relations frameworks and manager guidance
Ensure compliance across five countries and both Managed Outsourcing and Global Employment models
Own records, audits, and data protection for People data
Translate local labor requirements into consistent decisions and engage counsel where needed
Build governance and risk frameworks for responsible scaling
Develop, maintain, and govern People policies and employee handbooks
Keep policies current with changing labor law and aligned with company values and B Corp commitments
Lead and develop the People Operations, Total Rewards, and Business Partnering teams
Own the budget for these teams, including people, systems, and vendor costs
Establish decision rights, service levels, and escalation paths
Partner with the VP, Talent Acquisition, People Success, Business Operations, Finance, and client-facing teams

Requirements

What you’ll need

10+ years in People or HR, with 8+ years leading multi-function or multi-country teams across People Operations, Total Rewards, ER, or Compliance, including leading managers
Proven experience building or rebuilding People infrastructure: operating model, shared services, HRIS, compensation governance, and compliance frameworks
Strong, varied labor and compliance instincts across multiple countries
Demonstrated command of HR technology, including Rippling (HRIS), Payfactors (compensation data), Workable (ATS), and Juno (LMS/LXP)
Track record of leading compensation cycles and governance, including benchmarking, job banding, and pay equity
Experience handling sensitive employee relations matters and investigations with fairness and discretion
Excellent judgment and communication; ability to push back when needed and keep stakeholders aligned
Comfortable working remotely across time zones in a fast-growing, globally distributed team
Experience in a BPO, outsourcing, or multi-entity services business, including Employer of Record or global employment preferred
Fluency with Living Wage or pay-equity frameworks preferred
Experience or desire to work in a certified B Corp or purpose-led environment preferred
SHRM-SCP, SPHR, or equivalent credential helpful but not required