Job Summary:
Role: People & Culture Director
Department: People & Culture
Reports to: CEO
Location: Stouffville, ON (Hybrid Role Min. 2 Days in Office)
Salary: $140,000-$160,000
Number of Openings: 1
Job Description:
Who we are:
At Portfolio+, we empower financial institutions with secure, scalable, and customer-first solutions. As a proudly Canadian company, we’re at the forefront of open finance, delivering cutting-edge cloud technology that simplifies operations, enhances security, and drives innovation. Our team thrives in a collaborative, growth-oriented environment where ideas matter, and impact is real. If you're passionate about fintech, innovation, and making a difference, Portfolio+ is the place to build your career.
Who you are:
The Director, People & Culture is a strategic and hands-on HR leader who partners closely with the CEO and senior leadership team to shape and execute talent, culture, and organizational strategies that drive business results. Operating as the company's senior HR Business Partner (HRBP), this role blends strategic workforce planning, business acumen, and people leadership while working cross-functionally with Finance and department leaders to align talent decisions with financial and operational plans.
This is a senior leadership role, where you will help shape organizational culture around accountability, modernization, and customer-centricity while navigating complex people challenges, including performance management, change management, and employment relations matters. You will serve as a strategic partner to the CEO aligning HR decision with business strategy.
This role is accountable for attracting, developing, and retaining talent; building a strong succession and leadership pipeline; sponsoring the company's culture and DEIB commitments; managing employee relations; leading the annual compensation and talent review cycles; and overseeing the HRIS (Workday) environment and people analytics. The Director leads the Portfolio Plus People & Culture function, with a P&C Generalist reporting into the role, and works independently day-to-day while remaining a trusted, consultative partner to the CEO and leadership team.
What you'll do:
Strategic Workforce Planning & Business Partnership
- Act as a strategic HR Business Partner (HRBP) to the CEO and leadership team, translating business strategy and goals into integrated people strategies and workforce plans.
- Serve as a change partner to the CEO in driving organizational evolution, designing talent strategies, performance management approaches, and organizational changes that deliver business results.
- Assess management capability and alignment on accountability, performance management, and cultural change initiatives; identify gaps in readiness and recommend targeted development or organizational changes.
- Partner closely with Finance on workforce planning, headcount budgeting, and scenario modelling - stress-testing talent, cost, and organizational design options against business forecasts, growth plans, and market conditions.
- Apply business process management discipline to core HR workflows (hiring, onboarding, performance, compensation, offboarding), identifying opportunities to simplify, standardize, and scale as the organization grows.
- Bring data-driven insight and organizational design recommendations that support the company's modernization, growth strategy, cultural values, and resourcing decisions.
- Consult with and coach senior leaders on organizational structure, span of control, role design, and change management as the business evolves.
- Lead and develop the Portfolio Plus People & Culture team, including direct management of the P&C Generalist, to ensure strong day-to-day execution across the employee lifecycle.
- Collaborate with, Vencora's group-level ensuring Portfolio Plus talent strategy and reporting align with group-wide priorities, policies, and governance requirements.
Talent Strategy
- Evolve the company’s talent and recruitment strategy to meet short- and long-term talent needs.
- Ensure all leaders are equipped with strong, consistent hiring practices and interviewing skills.
- Identify staffing and recruiting needs; develop and continuously improve best-practice hiring and talent management approaches. Partner with senior leadership to connect organizational priorities, culture change, and tech talent attraction.
- Partner with senior leadership to build and message the company’s employer brand to support recruitment and retention.
- Keep informed on and share global labour market trends relevant to the industry.
Culture & Employee Experience
- Evolve the company’s onboarding strategy to meet short- and long-term employee onboarding needs.
- Align all talent management processes and programs to the company’s core values, scorecard, and vision.
- Create a feedback culture where the performance standards and cultural expectations are continuously reinforced through manager conversations, peer feedback, and transparent discussions about what 'living the culture' means.
- Sponsor and support a thriving, high-performance culture across the organization. Connecting culture to recruitment and retention decisions.
- Own the end-to-end employee engagement survey process - designing and running annual surveys and pulse checks, analyzing results and focus group feedback, and translating data-driven insights into concrete action plans with leadership.
- Plan and lead employee social and engagement events and initiatives that strengthen connection, morale, and culture across the organization.
Succession Planning & Leadership Development
- Build, maintain, and regularly review succession plans for critical and senior leadership roles, identifying and closing talent gaps proactively.
- Design and deliver leadership development programs, including individual and group coaching for senior leaders and high-potential talent.
- Partner with leaders to create individual development plans that are linked to business needs and career growth.
- Create a pipeline of talent that supports both current needs and future growth.
- Identify and manage development pathways for high-potential employees, including stretch assignments, mentoring, and targeted learning.
Diversity, Equity, Inclusion, and Belonging (DEIB)
- As executive sponsor of the DEIB Committee, guide the team’s efforts and the outcomes of supported initiatives.
- Ensure DEIB is considered and embedded into policies, programs, and processes across the employee lifecycle.
- Establish metrics to measure the effectiveness of DEIB initiatives and report on progress to senior leadership.
- Foster an inclusive workplace culture where all employees feel valued, respected, and have a sense of belonging.
Policies & Programs
- Own the end-to-end performance management process, ensuring it creates a culture of accountability, clear expectations. Coach and support middle managers through difficult performance conversations.
- Establish and enforce performance standards and role expectations that align with company values (accountability, customer-centric, adaptability); ensure consistent application across all tenure levels and age groups.
- Partner with the senior leadership team to build a performance-based decision organization with robust processes & documentation, auditability and clear action plans.
- Stay current on applicable employment legislation and update policies as required.
- Partner with Security team to ensure policies are compliant and audit ready.
- Understand Vencora and Portfolio Plus business-unit policies; educate managers and employees, ensure adherence, and continually evolve them.
- Own and manage the company's health and safety program end-to-end, ensuring compliance, effective incident response, and continuous improvement.
Total Rewards
- Analyze current compensation and benefits programs and stay informed on market compensation trends.
- Understand local markets to ensure total compensation remains competitive to attract and retain strong talent.
- Support benefits program offerings and help identify programs unique to the business that support attraction and retention.
- Support managers through the annual compensation review process and own its end-to-end administration.
HRIS & People Analytics
- Own and manage the HRIS (Workday) processes end-to-end for the VBU.
- Drive full utilization of the HRIS (Workday) platform across the organization.
- Translate HR data into clear analytics and dashboards that inform and drive people strategy and leadership decision-making.
What you bring:
Technical Skills:
- 7+ years of progressive experience in the HR field, ideally within a modern HR Business Partner (HRBP) model and/or experience managing distributed remote teams.
- Demonstrated success in performance management transformation, managing change initiatives, and building accountability cultures.
- Strong business and financial acumen, with demonstrated experience partnering with Finance on workforce planning, headcount budgeting, and scenario modelling.
- Proven experience leading succession planning and leadership development programs, including coaching senior leaders.
- Excellent verbal, written, and interpersonal communication skills, with a high degree of emotional intelligence.
- Ability to inspire the confidence of the CEO and senior leaders as a trusted advisor and partner, providing professional counsel and championing effective change initiatives.
- Comfortable leading a small, high-impact P&C team and working independently day-to-day, while consulting with the CEO, leadership team, and Vencora group leadership where appropriate.
- Experience managing and developing direct reports, with a track record of coaching and growing HR generalist talent.
- Quickly establishes credibility and respect, building strong working relationships across all levels of the organization.
- Demonstrated maturity, professionalism, and integrity; acts as a role model and works collaboratively in a solution-focused manner.
- Able to work to deadlines and adapt to changing conditions, generating pragmatic, effective solutions to new situations as they arise.
- Strong grasp of personalities and behavioural styles, enabling effective cross-functional work and informed decisions on resourcing, reporting structures, and relationships.
- Strong working knowledge of employment law applied pragmatically and with common sense across a variety of situations.
- Experience applying business process management or continuous improvement methods to HR programs and workflows.
- Familiarity with standard change management methodology and experience mentoring managers through organizational change.
- Demonstrates ownership and visibly supports and empowers the senior leadership team in achieving their commitments.
- Self-motivated and self-aware, with a clear understanding of personal strengths and development areas and a commitment to ongoing growth.
What We Offer:
- Be part of a dynamic, innovative team where your ideas directly shape our sales strategy and market presence.
- Flexible working arrangements (hybrid, remote, or in-office) designed to support work-life balance.
- Comprehensive benefits package starting from day one, including health coverage, paid time off, and volunteer days.
- Competitive salary, annual bonus program, and participation in our employee stock option plan.
- Access to continuous learning opportunities, a robust learning management system, and a tuition reimbursement program.
- Tools and technology provided (laptop, headset, monitors) to set you up for success.
- A supportive environment that values your growth, success, and contributions to our customers’ achievements.
We welcome and encourage applications from all qualified individuals who can contribute to the continued diversification of our organization, including those from equity-deserving groups that have been historically underrepresented in the workforce.
At Portfolio Plus, we use AI-enabled tools to help support parts of our recruitment process, such as creating job descriptions, assessments, and scheduling automations. These tools help us work more efficiently and consistently as we grow. AI supports our hiring teams, but it does not replace human judgment. All hiring decisions are made by people, and AI is never used as the sole decision-maker.
If you have questions about our hiring process, how AI is used, or if you require accommodation at any stage, please reach out to our People & Culture team (humanresources@portfolioplus.com) and we will be happy to answer any questions you have.
In alignment with the Accessibility for Ontarians with Disabilities Act, 2005, Portfolio+ provides accommodation upon request throughout the recruitment, selection, and assessment process for applicants with disabilities. Please reach out to humanresources@portfolioplus.com for any questions or requests.
Worker Sub Type:
Regular
Number of Openings Available:
1
