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VP, People & Culture – Fractional, Part Time

February 21, 2026

Job Description:

Champion a values-driven culture across global teams, fostering connection, engagement, and retention.
Partner with the CEO and executive team to align people strategy with long-term business objectives.
Provide strategic guidance on organizational design, change management, and cultural consistency as the company scales.
Elevate the employee experience through structured feedback, benchmarking, and continuous improvement practices.
Lead and optimize core People systems, including performance management, goal setting, and feedback processes.
Consistently assess and ensure our total rewards remain competitive, including compensation benchmarking, benefits strategy, and engagement metrics.
Maintain clear, up-to-date policies and frameworks that reflect company values and support consistency.
Champion scalable, technology-enabled processes that drive effective performance, goal-setting, and operations.
Equip managers with the knowledge, skills, training, and tools to build and sustain high-performing teams.
Partner with senior leaders on compensation, performance, and team dynamics, supplying the right information, frameworks, and operating procedures to enable effective decision-making.
Lead succession planning and key-talent retention initiatives through proactive, forward-looking actions.
Advise on workforce planning, role design, and organizational modeling to support thoughtful, sustainable growth.
Oversee and guide employer brand, candidate experience, and hiring practices so we consistently attract the right talent, deliver a great candidate journey, and continuously refine how we hire.

Requirements:

15+ years of progressive People and Culture experience, including senior leadership or executive roles.
Bachelor’s degree in a related field required, with advanced education, such as an MBA or relevant leadership or business certifications is preferred.
Experience in tech or SaaS environments, ideally within scaling organizations of 100+ employees.
Proven success designing and executing people strategies that align with business goals across performance management, total rewards, and leadership development.
Strong background in organizational design, workforce planning, and talent strategy.
High level of comfort advising executives and navigating complex people-related matters with sound judgment and discretion.
Experience with HRIS, ATS, engagement surveys, and people analytics tools.
Strong business acumen, with the ability to balance strategic thinking and pragmatic execution.

Benefits:

Four weeks of paid vacation, prorated based on hours worked
Extended health and dental benefits
Health and personal spending accounts
Professional development funds
RRSP program and stock options

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...