View all jobs
HR Manager, Architecture
Toronto, ONDelivering a Better Hiring Experience.
At Outhire, we believe in revolutionizing the hiring process to make it more equitable and enjoyable for everyone involved. Our innovative approach puts candidates front and center, offering in-depth looks at open positions, personalized advice, and interview preparation. But we don't stop there - our Visual Resume feature ensures that hiring managers see the complete picture of who you are and what you bring to the table while eliminating biases you may face with traditional hiring practices. With Outhire, you can trust that we'll work tirelessly to match you with the role that truly fits your skills, experience, and aspirations. Join us in our mission to create a better hiring experience.
TITLE
HR Manager, Architecture
SALARY RANGE
$100,000 - $120,000
CASH BONUS
Discretionary, up to 10%, tied to individual and company performance
THE PERKS
LOCATION
Toronto, ON
THE OFFICE
Hybrid (2 to 3 days in office)
TEAM SIZE
Approximately 50 people (firm-wide)
THE ROLE
A hands-on, standalone HR manager and key contributor who runs the people function for a growing multi-office architecture firm, manages its office support, and acts as a steady point between staff and the partners.
THE TASKS
People & Culture Management
THE COMPANY
A full-service architecture firm that focuses on community-based work in areas like residential care and aging, healthcare, life sciences, education, and wellness. It runs several offices, is unifying into a single practice, and pairs the depth of a larger firm with the hands-on, partner-led service of a boutique studio, built on a friendly culture of listening, consensus, and practical design.
THE OPPORTUNITY
This is a standalone role with the room to own the entire people function and shape how it runs, at a firm that is bringing its offices together and aiming to double in size over the next five years. It suits an experienced, hands-on HR generalist with a small-business or entrepreneurial streak who wants to become a senior leader on the team, with a real path toward equity ownership as the firm grows.
EXPECTATIONS TIMELINE
By Month 1
THE SKILL SET
ONLY QUALIFIED CANDIDATES WILL BE CONTACTED.
WANT TO SEE MORE JOBS OR GET MORE DETAILS?
Not the right role for you? Interested but want to learn more before applying? Maybe you want to refer a friend? Visit Outhire.ca and Sign Up to get earlier notices on upcoming jobs, full compensation details including range and benefits, full expectations timeline, real-time status updates and more.
At Outhire, we believe in revolutionizing the hiring process to make it more equitable and enjoyable for everyone involved. Our innovative approach puts candidates front and center, offering in-depth looks at open positions, personalized advice, and interview preparation. But we don't stop there - our Visual Resume feature ensures that hiring managers see the complete picture of who you are and what you bring to the table while eliminating biases you may face with traditional hiring practices. With Outhire, you can trust that we'll work tirelessly to match you with the role that truly fits your skills, experience, and aspirations. Join us in our mission to create a better hiring experience.
TITLE
HR Manager, Architecture
SALARY RANGE
$100,000 - $120,000
CASH BONUS
Discretionary, up to 10%, tied to individual and company performance
THE PERKS
- Standard health benefits, employer-paid
- RRSP matching
- Flexible hours
LOCATION
Toronto, ON
THE OFFICE
Hybrid (2 to 3 days in office)
TEAM SIZE
Approximately 50 people (firm-wide)
THE ROLE
A hands-on, standalone HR manager and key contributor who runs the people function for a growing multi-office architecture firm, manages its office support, and acts as a steady point between staff and the partners.
- People & Culture Management (35%)
- Performance, Recruitment & HR Cycle (20%)
- Office & Operations Management (20%)
- New Initiatives & Strategic Partnering (25%)
THE TASKS
People & Culture Management
- Handle day-to-day people and performance issues, interpersonal conflicts, and employee questions, and be the person staff feel heard by
- Make decisions and give direction even when they are not popular, instead of avoiding conflict or pushing every call back to the partners
- Enforce company policies consistently, including time-off and sick-day use, and address misuse promptly
- Make sensible judgment calls on time off, accommodations, and individual situations without escalating routine matters
- Run employee recognition for onboarding, birthdays, and work anniversaries
- Provide light coaching to junior staff on communication and writing, as an extension of onboarding
- Give practical HR guidance that fits a mid-sized firm rather than a large-corporate benchmark
- Maintain and run the annual performance review cycle, improving its consistency and efficiency rather than rebuilding it
- Maintain the existing compensation matrix and pay bands
- Help hire around six people a year, including screening and first-round interviews, once familiar with the culture
- Manage onboarding and offboarding for new and departing staff
- Manage the physical office needs across all four offices, from supplies to space, and keep an eye on related costs
- Coordinate IT and equipment logistics such as computers, chairs, and seating for new hires, without taking on the technical IT work
- Review leases and contracts, track renewals, and prepare key points for the partners, without drafting the contracts yourself
- Manage an office assistant in any office large enough to need one
- Run one or two improvement projects a year, such as refining an existing process
- Work alongside the controller and marketing director on shared initiatives and events, handling the logistics end to end
- Partner with the leadership team on strategic items, including planning for the annual budget cycle
- Get full use out of the firm’s existing HR software (Humi), making sure contracts are executed and the tool is used well
- Support the firm’s move toward an employee ownership program by helping manage the questions and concerns it raises
THE COMPANY
A full-service architecture firm that focuses on community-based work in areas like residential care and aging, healthcare, life sciences, education, and wellness. It runs several offices, is unifying into a single practice, and pairs the depth of a larger firm with the hands-on, partner-led service of a boutique studio, built on a friendly culture of listening, consensus, and practical design.
THE OPPORTUNITY
This is a standalone role with the room to own the entire people function and shape how it runs, at a firm that is bringing its offices together and aiming to double in size over the next five years. It suits an experienced, hands-on HR generalist with a small-business or entrepreneurial streak who wants to become a senior leader on the team, with a real path toward equity ownership as the firm grows.
EXPECTATIONS TIMELINE
By Month 1
- Get to know the team, the people, and the culture deeply across all four offices
- Take ownership of existing HR documentation, processes, and the current software
- Learn how each office runs day to day, including its regular cycle
- Focus on discovery rather than projects, and become the contact staff trust to listen
- Plan and begin running the annual performance review process, reporting progress instead of asking for decisions
- Work with the controller and marketing director on shared initiatives and event logistics
- Review the office assistant role for workload and fit, and take over managing it
- Handle routine people questions and issues without escalating to the partners each time
- Deliver the performance review cycle with staff satisfied with how it ran
- Take over recruiting, including screening and first-round interviews
- Take over maintaining the pay bands and compensation matrix
- Review and manage the office leases, including renewals and landlord issues
- Run the people function with little partner involvement, sending short regular updates and flagging only the decisions that need them
- Make culture-aligned judgment calls independently and raise recommendations proactively, including when to bring in the firm’s lawyer
- Own the operating cycle, working with leadership on the annual budget and on office, facilities, and IT coordination
- Be ready to manage a small team and help onboard and integrate new staff as the firm grows
THE SKILL SET
- A minimum of 5 years’ experience in a full-cycle HR role, with a hands-on, operational approach rather than a purely strategic one
- Demonstrated, hands-on experience with Humi
- Experience within the architecture, engineering, or construction sector, or a comparable professional-services firm
ONLY QUALIFIED CANDIDATES WILL BE CONTACTED.
WANT TO SEE MORE JOBS OR GET MORE DETAILS?
Not the right role for you? Interested but want to learn more before applying? Maybe you want to refer a friend? Visit Outhire.ca and Sign Up to get earlier notices on upcoming jobs, full compensation details including range and benefits, full expectations timeline, real-time status updates and more.