Job Description

ROLE PROFILE: DIRECTOR, TALENT & CULTURE 

SUMMARY  

Terramera is seeking a Director, Talent & Culture to build and operate the people-oriented systems needed to scale the business in a way that fits our cultural aspirations. This role is part of the senior leadership team for the business, reporting to the CEO, or their delegate.  

Our best fit candidate is an innovative leader with experience shaping people and talent systems designed for the future of work.  If you share a passion for creating an organization that devolves authority, creates autonomy, acts with candor and operates efficiently and effectively with a hybrid remote/office culture, we would love to hear from you!  

YOUR MISSION 

To drive our mission and values-based culture forward through innovation and leadership enabling a passionate, talent-dense, accountable and high-performing workforce to succeed in changing agriculture and the world. 

YEAR ONE DELIVERABLES 

Executional road map to enhance and change company culture with talent focused, forward thinking exponential growth factors in mind. 

WORKING RELATIONSHIPS  

Reporting to the Founder & CEO, the Director, Talent & Culture works closely with senior leaders across the business to set, execute and administer culture and people strategy.  The role is supported by a small 2-3 person team of direct reports including in-house recruiting.  

KEY RESPONSIBILITIES 

Senior Leadership Alignment and Culture: 

• Establish and coach senior leaders to lead with context, with feedback loops and systems needed for results, innovation and alignment throughout the organization, and a healthy, fun, winning regenerative culture.   
• Provide leadership and partnership with management and employees to develop, communicate and administer systems that allow our people and talent to shine, drive towards our goals without unnecessary rules and procedures, and shape talent-focused organizational culture. 
• Assess and advance employee engagement and satisfaction. 
• Oversee and execute on strategies around workforce planning, recruitment, learning and development, performance management and organizational cultural engagement. 
• Develop strategies to be consistently identifying talent; establish and conduct recruitment and hiring processes for employees by collaborating with managers on crafting job descriptions through to extending job offers. 
• Continually oversee and set expectations for onboarding and offboarding processes; analyze data and make recommendations to leadership for improvement. 
• Assess organizational needs; identify and support opportunities for management and employee professional development and growth; work with senior leaders to identify and address personnel challenges or talent gaps.  

Performance Management and Enhancement: 

• Oversee performance management activities and collaborate with leadership to ensure our processes align with the type of culture we wish to build. 
• Maintain knowledge of industry trends and best practices in workplace development and change management. 
• Provide performance management guidance to leadership, and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring professional development, and disciplinary actions); provide supervisors and staff members with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles. 
• Serve as HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events and other pertinent information. 
• Oversee the creation and implementation of programs that build momentum for diversity, equity, and inclusion.     
• Manage and resolve complex employee relations issues; where applicable, oversees effective, thorough and objective investigations.  

Compensation and Administration: 

• Develop and administer a consistent and progressive compensation program including salary surveys and market research to ensure compensation is competitive within its market   
• Monitor budgets for recruiting, training/staff development, and benefits programs   
• Manage all talent support and administration, including the organization’s benefits programs, and provide payroll support to Finance; manage relationship with benefit brokers, coordinate annual Open Enrollment, and addresses employee benefits questions; propose additional benefit options pertinent to the organization’s workforce.  
• Maintain and maximize implementation of human resources information systems (HRIS); track and apply relevant organizational/human resources metrics; contribute information, analysis, and recommendations to the Leadership team. 

MUST-HAVE LEADERSHIP ATTRIBUTES 

• Belief in the importance of talent density, trust, candour, continuous improvement, regeneration and outcomes-based performance. 
• A can-do doer with the technical expertise and experience necessary to help build an incredible environment for top talent, and enable innovation and results in every facet of our business. 
• Experience replacing traditional, rules-based processes and policy with 21st century conventions and norms that support talent density, candor, autonomy, risk-taking and innovation that is focused on outcomes and the best interest of the company and its people.   
• Proven leadership that enables and supports the drive to non-traditional, non-hierarchical structures and knows the difference between setting context versus prescribing policy.   
• Drives culture and accountability through clear traditions, norms and conventions instead of rigid process, protocol or rules. 
• Proven ability to integrate company values into every aspect of the employee lifecycle. 

EXPERIENCE/KNOWLEDGE 

• 8+ years experience in a high-tech, high-growth environment. 
• Bachelor’s degree in business management, human resources, or a related discipline or equivalent industry experience. 
• Proven ability to integrate company values into every aspect of the employee lifecycle. 
• Proven success leading full-cycle recruitment including coordination of hiring teams and external recruiting resources. 
• Experience fostering meaningful relationships with leaders and partnering with them to support their teams’ growth. 
• Previous experience setting compensation philosophy and applying it consistently across all levels. 
• Expertise in creating development and career progression strategies for employees at all levels.  
• Proven ability to lead a people and talent function within an organization which is hybrid (in-person and remote).  
• Demonstrated expertise in Canadian Employment and Human Rights Legislation an asset. 
• Affiliation or membership in CPHR and/or SHRM and/or equivalent is preferred. 

How to Apply

Job Categories: Equal Opportunities. Job Types: Full-Time. Job Tags: HR, People & Culture, and people ops. Salaries: Not Disclosed.

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