People & Culture Manager

Role Overview

Job Type: Full-Time | Location: Vancouver, BC | Department: People & Culture| Reporting to: VP, People, Culture & Community | Work Location Type: #hybrid

IREN is a vertically integrated AI Cloud provider, delivering large-scale data centers and GPU clusters for AI training and inference. IREN’s platform is underpinned by its expansive portfolio of grid-connected land and power in renewable-rich regions across North America, Europe and APAC.

With 100% renewable energy, we build, own and operate our data centers and take pride in being at the forefront of sustainable solutions for the ever-evolving applications of high-performance compute. We believe that human progress is invaluable, but it should be done in the right way – responsibly, sustainably and having a positive impact on the communities we operate in.

The People & Culture Manager is the day-to-day P&C partner for a defined client group – a data center region or site, a technology business unit or a corporate function – within one of IREN's People Relations verticals. Reporting to the Director, People Relations, the role works directly with the leaders of that group to deliver the full partnering agenda as IREN grows toward a 2,000+ workforce: employee relations, performance and talent conversations, workforce planning and structure for the group, the deployment of IREN's people programs, and the people side of the operational and organizational change those leaders are driving.

Under the P&C operating model the People & Culture Manager deploys rather than designs. Global programs – performance, talent review and succession, engagement, leadership development, recognition – are designed by Talent & People Programs; pay, levelling and job architecture are owned by Total Rewards, which cross-checks offers, re-levels and organizational changes before they are made; transactions, HiBob and the learning platform are run by People Operations; and hiring is delivered by the vertical's Talent Acquisition team. The Manager brings those services together for their leaders, adapts them to a shift-based site, a remote engineering team or a corporate function, and feeds what they learn back to the function.

The role is accountable for the health of its client group – fair and consistent treatment of employees, sound and well-documented decisions, managers who are capable and supported, and a workforce that is planned and ready for growth. It is the primary escalation point for employee relations in its group and works through the Director, People Relations on the structure, workforce plan and judgment calls that carry wider risk.

Responsibilities:

• Act as the trusted P&C partner to the leaders of the client group – a visible, accessible presence on site or in the team – advising on people matters and ensuring the P&C function delivers for them as one service.
• Own employee relations for the group: coach managers through performance, conduct, attendance and accommodation matters; lead investigations and grievance handling with a fair, consistent and well-documented approach; manage terminations and separations with Legal where required; and ensure employment law and policy compliance in the jurisdiction(s) served.
• Partner with leaders on workforce planning and structure for the group – headcount plans, role and team design, spans and layers – within the vertical's workforce plan owned by the Director, People Relations, and route organizational changes and re-levels through the Total Rewards cross-check before they are committed.
• Deploy IREN's people programs in the group: performance management (check-ins, year-end assessment) and the talent review for the group and adapt global programs to the realities of the workforce while preserving the global design.
• Support the compensation cycle and offers for the group – prepare managers for pay and promotion decisions, apply Total Rewards guidance on levelling and ranges, and ensure every offer and re-level clears the Total Rewards cross-check within the agreed turnaround.
• Partner with the vertical's Talent Acquisition team on hiring for the group – role scoping, interview capability, offer decisions and onboarding into the team – so that new hires land well and critical roles are filled ahead of need.
• Identify capability and skills gaps in the group and work with the vertical's Learning lead on job and trade skilling, compliance training, and with Talent & People Programs on leadership and manager development on the learning platform.
• Lead the people side of operational and organizational change in the group – new sites, shifts and teams, acquisitions and integrations, process and structure changes – with clear change plans, consultation where required and consistent communication.
• Keep the group's people data accurate and act on it: ensure changes flow correctly through HiBob, use the dashboards and analytics provided to spot trends in attrition, engagement, absence and ER activity, and bring insight and recommendations to leaders and to the Director, People Relations.
• Coach and develop managers in the group so that everyday people leadership – feedback, recognition, one-to-ones, difficult conversations – is handled well at first line; escalate matters that carry legal, reputational or precedent risk to the Director, People Relations.
• Where applicable, lead and develop a People & Culture Advisor and/or Coordinator, and contribute to the wider People Relations team: share practice across sites and business units, support colleagues' client groups when needed and help standardize how the vertical works.
• Champion IREN's culture and values and a safe, inclusive and respectful workplace in the group, working closely with site and functional leaders, Health & Safety and Legal.
  
  

Requirements:

• 7+ years of progressive Human Resources experience, including at least three years as an HR business partner or generalist responsible for a defined client group in a growing or changing organization.
• Strong employee relations experience: investigations, performance management, terminations and accommodations, with sound working knowledge of employment law and practice in the jurisdiction(s) served (US, Canada, Australia or Europe as applicable).
• Experience partnering with operational, technical or corporate leaders – for Data Center seats, experience with site-based, shift-working or industrial workforces (data center, construction, energy, manufacturing or similar); for Technology seats, experience with engineering or product teams; for Corporate seats, experience with professional functions in a listed company.
• Demonstrated experience running annual people cycles – performance, talent review, pay and promotion – and deploying centrally designed programs in a business group.
• Working knowledge of workforce planning, role design and compensation principles, and experience operating within a shared-service or center-of-expertise HR model.
• Strong judgment, discretion and problem-solving skills; able to balance fairness to employees with the needs of the business and to document decisions to a defensible standard.
• Excellent communication, coaching and influencing skills with managers at all levels; comfortable being the visible P&C presence on a site or in a team.
• Proficient with an HRIS (HiBob or similar) and people analytics; confident using data to inform recommendations.
• Experience supporting organizational change – new sites, acquisitions, restructures – in a fast-paced, high-growth environment.
• Ability to travel to sites and offices within the region and to work flexibly to support operational hours where required.
• CPHR, CHRL, SHRM-CP/SCP, PHR or equivalent professional designation, or working toward one, is an asset.
  
  

Job Benefits

At IREN, we offer a comprehensive Total Rewards package designed to support your health, well-being, and long-term success. Our Canada package includes: 
 
Compensation 

• The expected base salary for this role ranges from $125,000-$150,000 CAD. 
  • Actual compensation will be determined based on factors such as experience, qualifications, and market data for the region.
• Total Compensation package may be inclusive of annual incentive bonus and equity (long-term incentive)
• Relocation assistance (as appliable and based on successful candidate circumstances)]

Health & Wellness 

• Medical, dental, and vision insurance coverage – 100% company paid for employees and dependents
• Company-paid life and disability insurance
• Voluntary life and critical illness coverage available
• Employee Assistance Program and virtual health care platform 

Financial Well-Being 

• RRSP with company match
• Voluntary TFSA

Time Off & Flexibility 

• 3 weeks annually for vacation and paid holidays
• Flexible work arrangements (remote/hybrid) – for some roles

Growth & Development 

• Opportunities for advancement and internal mobility
• Training and personal development opportunities

Lifestyle & Culture 

• Company events and team-building activities