Human Resources Manager

Human Resources Manager - Sonic Incytes Medical Corp. 

Job Description 

We are looking for a strategic, hands-on Human Resources Manager to oversee and enhance all aspects 
of HR as Sonic continues to grow. This role will be responsible for refining existing HR practices while 
also building new infrastructure, systems, and programs to support the evolving needs of the business, 
particularly as we prepare for additional growth through 2026 and beyond. 

The ideal candidate thrives in a fast-paced, high-growth start-up environment, is comfortable wearing 
multiple hats, and excels at bringing structure to dynamic, evolving organizations. You will partner 
closely with leadership to optimize policies, implement scalable performance management frameworks, 
develop comprehensive onboarding programs, lead technical and non-technical recruitment, and build 
strong organizational foundations using HR data and analytics. 

Responsibilities:

Talent Acquisition & Workforce Planning 

 Lead full-cycle recruitment including technical roles, ensuring processes are timely, and aligned with 
Sonic's hiring needs. 
 Partner with hiring managers to refine job descriptions, role scopes, and competencies to ensure 
clarity and scalability as the business evolves. 
 Build workforce plans and hiring roadmaps to support anticipated growth by the end of 2026. 
 Create structured, repeatable recruitment processes, including sourcing strategies, standardized 
interview guides, and evaluation criteria. 
 Maintain Sonic's employer brand by building a compelling candidate experience and ensuring 
consistent external messaging about culture, mission, and values.

Onboarding & Training  
 Build Sonic's full onboarding SOP, including documentation, role-specific training plans, success 
roadmaps, manager checklists, and feedback loops. 
 Establish measurable onboarding outcomes using HR data to assess ramp-up time, new hire 
engagement, and early retention. 
 Identify onboarding gaps or friction points and refine processes to improve integration, belonging, 
and productivity for all new hires. 
 Ensure onboarding practices evolve as the organization grows and transitions to new tools, systems, 
and workflows. 

HR Policies, Compliance & Occupational Health & Safety 
 Refine existing HR policies and build new frameworks where needed to support Sonic's growth, 
ensuring policy clarity, consistency, and scalability. 
 Conduct annual policy audits and oversee updates to align with legislative changes, industry 
standards, and organizational goals. 
 Ensure multi-jurisdiction compliance across Canadian provinces and maintain familiarity with U.S. 
employment requirements. 
 Develop and implement a full Occupational Health & Safety (OHS) program for Sonic's new office, 
including risk assessments, safety procedures, emergency response plans, compliance, and ongoing 
training. 
 Maintain accurate HR documentation, contracts, and employee records, ensuring regulatory 
compliance. 

Employee Relations, Culture & Engagement 
 Serve as a trusted advisor for employees and managers, addressing employee relations matters with 
discretion, fairness, and a solutions-oriented approach. 
 Foster a collaborative, inclusive, high-performance culture aligned with Sonic's values and business 
objectives. 
 Develop and facilitate engagement initiatives that support retention, team cohesion, and 
continuous improvement. 
 Conduct exit interviews, analyze trends, and recommend strategic improvements  
 Support managers with coaching, conflict resolution, team development, and communication 
strategies. 

Performance Management & Talent Development  
 Refine and reintroduce Sonic's full performance management system, including annual review 
cycles, mid-year check-ins, and continuous feedback processes. 
 Build competency frameworks and role-level expectations for each department to support clarity 
and organizational scaling. 
 Develop coaching tools, training materials, and manager enablement guides to improve the quality 
of performance conversations. 
 Create and oversee a consistent, fair, and legally compliant corrective action process (including PIPs) 
that aligns with Sonic's values and long-term development goals. 
 Use performance data to identify high-potential employees, areas for development, skill gaps, and 
succession-planning opportunities. 

Compensation, Benefits & Payroll Support 
 Conduct salary benchmarking and develop compensation structures that support upcoming hiring 
waves and market competitiveness. 
 Partner with Finance to ensure accurate payroll processing and QBO workflows. 
 Administer employee benefits and identify opportunities to improve communication and utilization. 
Strategic HR, Organizational Design & Change Management 
 Develop multi-year HR strategies that strengthen existing foundations while building new 
infrastructure to support Sonic's growth trajectory. 
 Analyze organizational structure, role responsibilities, workflows, and team design to recommend 
refinements for efficiency and scalability. 
 Lead organizational change initiatives, ensuring effective communication, alignment, and adoption 
across teams. 
 Support leaders with workforce planning, succession planning, and long-range team development. 
HR Systems, Data & Analytics 
 Build HR dashboards tracking hiring metrics, turnover trends, performance outcomes, employee 
engagement, and onboarding effectiveness. 
 Gather and analyze HR data to identify gaps, inefficiencies, and opportunities for improvement. 
 Present data-driven insights to leadership to guide strategic decisions. 

Job Requirements 
 5+ years of experience in an HR leadership role within a high-growth start-up or scaling 
environment. 
 Experience operating as a sole HR practitioner, independently managing both strategic and hands
on responsibilities across HR functions. 
 Strong full-cycle recruitment experience across technical and non-technical roles. 
 Advanced understanding of Canadian employment law with multi-jurisdictional exposure and 
familiarity with U.S. employment considerations. 
 Experience conducting internal investigations and navigating complex employee relations matters. 
 Proven ability to develop structured performance management systems, competency frameworks, 
coaching tools, and corrective action processes. 
 Experience supporting organizational design, analyzing roles, responsibilities, workflows, and 
structures to recommend improvements for clarity and scalability. 
 Strong analytical capability, including experience gathering HR data, conducting audits (HR, payroll, 
benefits, OHS, and policy), and using insights to guide decisions. 
West 5th Ave, Vancouver, BC V6J 1P2 
Nice-to-Haves  
 Expertise building HR functions from the ground up, including policies, performance 
frameworks, onboarding systems, HR procedures, and scalable SOPs. 
 Hands-on experience with BambooHR, including dashboard creation, reporting, and workflow 
automation. 
 Working knowledge of QBO and payroll workflows, enabling smooth coordination with Finance 
and more accurate cross-functional alignment. 
 Ability to design and deliver manager-development tools, such as coaching frameworks, 
feedback guides, and structured training materials. 
 Experience developing and implementing Occupational Health & Safety (OHS) programs, 
including risk assessments, safety procedures, and WorkSafeBC compliance. 
 Experience designing and leading comprehensive onboarding programs, including SOPs, training 
plans, success roadmaps, and measurable onboarding outcomes.