Job Summary:

Here is your opportunity to be part of one of the greatest technology growth stories. Our portfolio is a division of Volaris Group which acquires, strengthens, and grows software businesses around the world. Volaris is a subsidiary of Constellation Software Inc, listed on the TSX (“CSU”).

Job Description:

About the role
You will be responsible for the people initiatives across the Portfolio, ensuring delivery of a “best in class” HR service to a growing Portfolio of software businesses. You will actively partner with HR leadership in our Groups and Business Units to provide coaching and strategic HR support to both existing businesses and those we acquire.

We are a culture of cultures, with each business operating autonomously. You will help each Group and their VBUs achieve HR excellence by combining their own unique culture with Volaris best practices.

Our Portfolio currently includes a number of exceptional businesses: Softlink Education; Softlink Information Centres; TASS; Furlong; Edge Learning; Pegasus; Broadcast MAP; BiblioCommons; FunctionFox; Function Point and Decideware. We have employees in UK, Australia, New Zealand, US, and Canada to name a few!

This is a remote role and can be based anywhere in Canada or Australia.

Role Basis: Fixed Term for 8 (eight) months to cover a maternity leave, full time.

As HR Director, you will be the senior HR partner for a global portfolio of software businesses. Reporting to the Portfolio Manager, you are responsible for shaping and executing the people strategy that enables growth, talent scalability, and leadership excellence across the portfolio. You will work directly with Portfolio Manager, Group Leaders, BU leaders, and new acquisition leaders to ensure the right people capabilities are in place to support aggressive capital deployment and long-term value creation.

This role is focused on strategic HR leadership — not operational execution — and is best suited to a business-oriented, globally experienced HR professional with a proven ability to design and lead enterprise-level people programs.

Key Responsibilities:

Strategic Talent & Workforce Planning

Partner with Portfolio and Group leadership to design and implement people strategies aligned with capital deployment and growth goals.
Develop strategic workforce planning models to anticipate leadership and capability needs.

Leadership Development & Career Paths

Drive the development of a leadership pipeline across BUs, Groups, and Portfolio-level roles.
Oversee career planning and leadership readiness for critical roles.

Learning & Development Strategy

Design and oversee a portfolio-wide L&D strategy, focusing on leadership development, commercial acumen, and change leadership.
Select and implement scalable learning technologies to support skill-building across geographies.

Executive Talent Acquisition

Guide and participate in executive recruitment for BU Leaders, Group Managers, and other critical leadership roles.
Ensure alignment between hiring strategy and long-term business needs.

Organizational Design & Capability Building

Provide thought leadership on org design and structural changes to support scale, agility, and M&A integration.
Create programs that foster innovation, strategic thinking, and cross-portfolio collaboration.

Acquisition Integration & People Due Diligence

Lead cultural and people due diligence for M&A targets.
Develop strategic integration frameworks for acquired businesses, balancing autonomy with alignment to Portfolio goals.

Compensation & Rewards Strategy

Collaborate with Finance and Group Leaders to create consistent, competitive, and equitable compensation structures across regions.
Provide strategic input into incentive design, retention planning, and leadership compensation models.

Culture, Engagement & Retention

Drive programs that enhance employee engagement, retention, and cultural alignment across businesses.
Design scalable onboarding and internal mobility programs that reinforce Portfolio identity.

HR Collaboration & Best Practice Leadership

Act as a central connector across Group HR teams, facilitating knowledge sharing and the adoption of best practices.
Lead strategic HR forums to align across the global HR network.

What You Will Not Do:

Handle day-to-day employee relations or local policy enforcement.
Own execution of individual recruitment, onboarding, or HR administrative tasks.
Deliver operational HR services (e.g., employee issue resolution, termination, reduction in workforce, Workday data entry, leave management, recruitment at the BU level).

Requirements:

10+ years of progressive HR experience, including executive-level partnership and strategy design
Track record of designing and delivering talent strategies aligned with business growth
Strong understanding of cultural integration, org design, and leadership development best practices
Experience supporting geographically dispersed teams in a matrixed, multi-business environment
Demonstrated ability to influence business leaders and drive enterprise-level change
Experience with M&A due diligence and integration preferred
Bachelor’s degree required; HR or business-related advanced degree preferred

Key Competencies

Strategic Thinking & Business Acumen
Ability to align people strategies with long-term business objectives, capital planning, and market dynamics.
Leadership Development Expertise
Proven ability to design and implement leadership development frameworks that build succession pipelines, enhance capability, and support scalable growth.
Executive Coaching & Influence
Skilled at advising senior leaders and acting as a thought partner on complex people and organizational issues.
Organizational Design & Talent Architecture
Strong understanding of structure, role clarity, and scalable design principles to enable agility and growth.
Culture Shaping & Change Leadership
Experience guiding cultural integration, leadership alignment, and employee engagement across diverse organizations.
Data-Driven Decision Making
Comfortable leveraging HR metrics and talent analytics to inform strategy, measure impact, and improve performance.
Global & Cross-Cultural Agility
Ability to operate effectively across geographies, cultures, and autonomous business environments.
Collaborative Leadership
Natural connector across business units and HR teams; facilitates sharing of best practices and capability building.

Role Location

Remote, office or hybrid. Flexible on location, travel will be required for leadership meetings, internal events, diligence and integrations.

Who will I report to?

Portfolio Manager

Will I have any additional HR support?

Whilst your role will be part of a very small Portfolio team, the Portfolio has two Operations HRBP and there will be HR teams serving the VBUs across the world. You will therefore have access to a network of HR colleagues in the creation and execution of projects.

Worker Type:

Regular

Number of Openings Available:

1

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