Senior Human Resources Manager, Bankjoy

• 5–8 years of HR experience in a hands-on generalist or HR manager role — at a startup, scaleup, or similarly lean environment where you owned multiple functions simultaneously
• Genuinely hands-on by nature — you find satisfaction in doing the work well, not in delegating it. You don't need a team under you to feel effective
• Strong working knowledge of Canada and US employment law basics across a distributed workforce
• Proven experience with performance management — you have had the difficult conversations, written the PIPs, and supported managers through terminations
• Tech-savvy and systems-oriented — you pick up new HR tools quickly, build Rippling automations without being asked, and maintain clean data without being reminded
• Experience with onboarding and offboarding at scale — you have built the checklists, run the process, and closed the gaps
• SOC II or similar compliance experience — you understand what HR evidence looks like for a security audit and can own it independently
• Strong employee relations instincts — you know how to handle a sensitive situation with discretion, care, and good judgment
• Excellent organizational skills — you run multiple things simultaneously without dropping balls, and you follow through without being chased
• Comfortable with IT basics — password resets, Google Workspace administration, device coordination. You are not intimidated by these tasks

Desirable

• We are looking for a Senior HR Manager who genuinely loves the craft of HR — the day-to-day work of making sure people are set up to succeed, policies are followed, and the organization runs smoothly
• This is a hands-on, execution-focused role, not a strategic advisory one
• You will be the primary HR operator at Bankjoy — owning onboarding, offboarding, employee relations, performance management, benefits, compliance, and HR systems end to end
• You take pride in the details, you follow through, and you find satisfaction in building processes that actually work in practice
• You are equally comfortable having a difficult conversation with a manager about a performance issue and helping a new hire get their laptop set up
• This role reports to the COO and works closely with our Senior Talent Acquisition Partner on recruiting coordination
• If you are looking for a role that is primarily strategy and frameworks, this is not the right fit
• If you want to be the person who makes HR work at a fast-growing fintech — and genuinely enjoys that — read on
• HR Operations — Own It End to End:
• Run a clean, consistent onboarding experience for every new hire — across US and Canadian employees and contractors — using Rippling as the system of record
• Own offboarding end to end — access revocation, device return, Carta/equity cleanup, final pay, and departing employee system removal, all tracked and completed without gaps
• Maintain employee records, org charts, and HR data in Rippling with a high standard of accuracy
• Manage benefits administration for US and Canadian employees — open enrollment, carrier coordination, employee questions, and policy accuracy
• Handle basic IT support tasks — password resets, device setup and return coordination, Google Workspace access management, and new hire hardware procurement in partnership with our IT specialist
• Own Bankjoy's SOC II HR security policy — maintaining HR evidence for our annual audit, keeping security policies current, and ensuring employee compliance with IT security requirements
• Performance Management:
• Administer Bankjoy's performance review cycles in Lattice — configuring review templates, managing timelines, supporting managers through the process, and ensuring reviews are completed on time
• Provide hands-on coaching to managers on setting expectations with direct reports, documenting performance concerns, and conducting accountability conversations — practical guidance, not just frameworks
• Support managers in building and documenting performance improvement plans (PIPs) when needed, ensuring the process is fair, consistent, and legally sound
• Track and flag performance concerns that are escalating — you are the early warning system, not the last resort
• Manager Training:
• Deliver practical, live manager training sessions on the specific capability gaps that matter most at Bankjoy: setting expectations, accountability conversations, hiring well, and retaining high performers
• Track whether training is working — follow up with managers on action items, measure behavior change, and report outcomes to the COO monthly
• Coordinate with external training providers for specialized programs (e.g., annual leadership development) — own the vendor relationship, logistics, and follow-through
• Policy, Compliance & Employee Relations:
• Maintain and enforce Bankjoy's HR policies — PTO submission, sick day process, remote work standards, and documentation requirements — ensuring managers and employees are following them consistently
• Serve as the first point of contact for employee relations matters — handling questions, concerns, and workplace issues with fairness, discretion, and good judgment
• Ensure Bankjoy stays compliant with employment laws
• Keep the Employee Handbook current — updating policies as laws change and communicating changes clearly to the team
• HR Systems & Tools:
• Own Rippling as the system of record — onboarding/offboarding workflows, automations, reporting, and data integrity
• Manage Lattice for performance reviews, 1:1 tracking, and employee development records
• Support recruiting coordination in Ashby — interview scheduling, candidate communications, offer letter logistics — in partnership with the Senior Talent Acquisition Partner
• Comfortable learning and operating new tools without needing IT support for every step — you figure things out
• Compensation & Benefits:
• Prepare comp recommendations for new hires and promotions with market benchmarks and internal equity checks — grounded in Bankjoy's budget reality, not just market ideals
• Administer the annual compensation review process — pulling data, flagging equity issues, and presenting costed options to the COO
• Manage benefits renewals and open enrollment for US and Canadian employees — coordinating with carriers and ensuring employees have what they need