[Hiring] Head of HR @Rouge Care

Role Description

The Head of HR owns the people function at Rouge Care end to end. We're roughly 20 employees plus a layer of freelancers, remote-first with a Montreal headquarters, and we're hiring into several leadership seats this year. Until now HR has been run by the COO; this seat exists to take it over fully — recruiting, contracts, policies, BambooHR, performance cycles, compensation, and the culture work that keeps a remote team connected.

We run on EOS. GWC and the People Analyzer are already built into our review flow in BambooHR; you'll own that system and make it sharper. Quebec employment law governs everything we do — contracts, notice, language obligations, contractor classification, CNESST — and we expect you to know it cold, not generically "Canadian."

This is a hands-on generalist seat with a strategic mandate: you'll write the offer letter and you'll design the compensation bands. You'll be measured on regretted attrition, with eNPS as the leading indicator. You sit on the leadership team.

Reports directly to the COO.

What You'll Own

• Talent Acquisition
  • Run every search end to end — intake with the hiring manager, job description, sourcing, screening, structured interviews and scorecards, references, and the offer.
  • Keep pipelines moving and candidates informed; we hire for leadership seats and we want the process to feel like the brand.
  • Own onboarding so every new hire has a clear seat, a 90-day plan, and the tools and access they need on day one.
• People Operations & Compliance
  • Own employment and contractor agreements and keep us compliant with Quebec law: labour standards, French-language obligations, privacy (Law 25), CNESST, and the correct classification of our freelance layer.
  • Own BambooHR as the system of record — data, workflows, documents, and reporting — along with the employee handbook and company policies.
  • Administer group insurance, RRSP matching, leaves, and the offboarding process, and handle sensitive situations with discretion and care.
• Performance & Development
  • Run the performance system: quarterly conversations, GWC, the People Analyzer, and the annual review cycle — and coach managers to use it well.
  • Keep role clarity tight: seat descriptions, the accountability chart, and the expectations attached to every role, so nobody wonders what they own.
  • Build development paths for people we want to keep, and handle underperformance and exits properly, humanely, and by the book.
• Compensation & Total Rewards
  • Own the compensation philosophy, salary bands, and benchmarking, and run the annual review process on a clear, pre-committed basis.
  • Structure raises and promotions around expanded scope and milestone scorecards, not promises.
  • Support the CEO and Finance on equity and profit-sharing design and administration, and manage benefits renewals.
• Culture & Engagement
  • Own the eNPS cadence and turn the results into action plans the leadership team actually executes.
  • Design the rituals that make a remote-first team feel like one team — onboarding, recognition, offsites, the legendary Christmas party.
  • Keep the values alive in practice: internal communication, manager coaching, and the everyday decisions that show people they come first.

Qualifications

• 6+ years in HR or people operations, including time leading HR in a Quebec-based company of 20 to 100 people.
• Deep, current knowledge of Quebec employment law and CNESST, and comfortable with contractor versus employee classification.
• Full-cycle recruiting experience for senior and leadership roles.
• Hands-on with an HRIS (BambooHR preferred) — you configure it, you don't just use it.
• Experience designing compensation bands, benchmarking, and running a review cycle.
• Fluent in French and English, written and spoken (required).
• Comfortable operating inside EOS or a similar operating system; GWC and People Analyzer experience is a strong plus.
• Direct, discreet, and practical — you handle the hard conversations and the paperwork with equal care.
• AI-native operator who automates the administrative layer so the time goes to people.
• Bonus: CRHA membership; experience with a mixed employee/freelancer workforce; remote-first team experience.

Benefits

• Remote-first work environment.
• 4 weeks vacation.
• 5 personal/sick days.
• Group insurance.
• RRSP matching up to $5,000.
• $500 annual health & wellness flex allowance.
• Legendary Christmas party.