About ClearBlue MarketsClearBlue Markets is a carbon markets intelligence and advisory firm. We help some of the world&#x2019;s largest industrial, energy and financial organisations understand, navigate and optimise their positions in compliance carbon markets through our Vantage platform and our advisory, project development and market access services.We are headquartered in Toronto with offices in Calgary and Amsterdam, and a team of around 50 people across Canada and Europe. We are growing quickly and backed by institutional investors. The OpportunityThis is a senior People leadership role, and the person who takes it will build the function from the ground up. You will own everything people-related: how we find and hire talent across two continents, how we develop and retain it, how careers progress, how we pay, how we manage performance, and how we stay compliant across multiple jurisdictions. You will be a hands-on operator and a strategic partner to the leadership team at the same time &#x2014; comfortable drafting an employment agreement in the morning and pressure-testing an organisation design with the founders in the afternoon. You will report directly to the President &amp; COO and work closely with the wider leadership team. This role suits someone who has done this before at a growth-stage company and knows what good looks like as an organization scales. What You Will Do People strategy and organisation design<ul><li>Develop and own a multi-year people strategy aligned with ClearBlue&#x2019;s growth plan, translating business objectives into headcount plans, organisation structures and capability requirements.</li><li>Advise the leadership team on organisation design, spans of control, role definition and the evolution of leadership roles as the company scales.</li><li>Build the People function itself &#x2014; processes, systems, policies and team &#x2014; sized appropriately for each stage of growth.</li></ul> Talent acquisition<ul><li>Own end-to-end recruitment for roles across Canada and Europe, from workforce planning and role scoping through sourcing, structured interviewing, offer and close.</li><li>Build an employer brand and candidate pipeline for the specialised talent we need &#x2014; carbon market analysts, advisory professionals, software engineers and commercial roles.</li><li>Manage external search partners and agencies, set standards for interview quality and candidate experience, and equip hiring managers to interview well.</li><li>Design and run onboarding that gets new hires productive quickly and integrated across offices.</li></ul> Talent development and career model<ul><li>Design ClearBlue&#x2019;s career model: role families, levelling frameworks, competency definitions and progression criteria that give people a clear line of sight to advancement.</li><li>Build and run the performance management cycle &#x2014; goal setting, feedback, calibration and promotion &#x2014; in a way that is rigorous but light-touch.</li><li>Establish learning and development programmes, including management and leadership development for first-time and newly promoted managers.</li><li>Lead succession and talent review processes for critical roles.</li></ul> Total rewards<ul><li>Develop compensation philosophy, salary bands and variable pay structures tied to the career model, with market benchmarking across Canadian and European markets.</li><li>Manage benefits programmes and vendors in each jurisdiction, and support the administration of equity and incentive plans.</li><li>Ensure pay equity and compliance with pay transparency requirements in each market where we operate.</li></ul> Culture, engagement and leadership partnership<ul><li>Act as a trusted advisor and coach to the founders and leadership team, bringing structure and best practice to a founder-led environment without slowing it down.</li><li>Steward ClearBlue&#x2019;s culture across three offices and two continents &#x2014; engagement measurement, internal communications, recognition and the rituals that keep a distributed team connected.</li><li>Handle employee relations matters &#x2014; performance concerns, investigations, departures &#x2014; with judgement, discretion and fairness.</li></ul> HR operations, compliance and systems<ul><li>Own employment agreements, policies and the employee handbook across our operating jurisdictions (Ontario and Alberta, the Netherlands, and other EU markets via employer-of-record arrangements), working with external counsel as needed.</li><li>Manage global mobility &#x2014; work permits, relocations and cross-border assignments between Canada and Europe.</li><li>Select and implement HR systems (HRIS, ATS, performance tooling) and establish the people metrics and reporting used by the leadership team and board.</li><li>Partner with Finance on payroll, headcount budgeting and forecasting.</li></ul> What You Bring Experience<ul><li>Approximately 10 or more years of progressive HR experience, including several years leading the people function (or a major part of it) as the most senior HR person or a direct report to the executive team.</li><li>Direct experience scaling a technology, SaaS, or professional-services business through the 50-to-100+ employee stage &#x2014; you know what breaks at each stage and what to build ahead of time.</li><li>Experience in a founder-led, growth-stage company: comfortable working with leaders who are experts in their domain and skilled at earning their trust and bringing structure they will actually adopt.</li><li>International experience, ideally including European employment markets (the Netherlands in particular) alongside Canada. Familiarity with employer-of-record models and cross-border mobility is a strong asset.</li><li>A track record of designing and implementing career frameworks, compensation structures and performance systems &#x2014; not just administering ones built by others.</li><li>Demonstrated success recruiting specialised, hard-to-find talent, including analytical, technical and commercial roles.</li><li>Working knowledge of Canadian employment law, ideally Ontario and Alberta; a CHRP/CHRL designation or equivalent is an asset.</li></ul> Attributes<ul><li>A builder. You are energised by a blank sheet and are as comfortable doing the work as designing it.</li><li>Commercially minded. You understand how the business makes money and design people practices that serve that, not the other way round.</li><li>Pragmatic and proportionate. You know the difference between what a 50-person company needs and what a 500-person company needs, and you resist over-engineering.</li><li>Direct, credible and discreet. You can challenge senior leaders constructively, hold confidences absolutely, and handle sensitive matters with judgement.</li><li>Globally minded. You are comfortable working across time zones and cultures, and travelling periodically to Calgary and Amsterdam.</li><li>Interested in our mission. You do not need a background in carbon markets, but you should be curious about climate policy and energy transition and able to speak credibly about what we do to candidates.</li></ul> What We Offer<ul><li>A genuine seat at the leadership table and the mandate to build a function, not inherit one.</li><li>Direct exposure to the founders, investors and board of a fast-growing company in a market that matters.</li><li>Competitive compensation and benefits, including participation in ClearBlue&#x2019;s incentive programmes.</li><li>A Toronto-based, in-office role in a collaborative team, with regular travel to our Calgary and Amsterdam offices.</li></ul> How to ApplyPlease send your CV and a short note on why this role interests you in one document via our apply link above. We review applications on a rolling basis.

Director, People and Culture

<div class="content-intro">Secure Every Identity, from AI to Human Identity is the key to unlocking the potential of AI. Okta secures AI by building the trusted, neutral infrastructure that enables organizations to safely embrace this new era. This work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence. This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk.</div>This is a contract position through our staffing partner Magnit.
108,000.00 - 135,000.00 - 162,000.00 CAD Annual
This role is not eligible for the Okta-sponsored benefits listed below.&nbsp; Magnit will provide any locally required benefits.&nbsp;
Okta seeks a skilled Senior Recruiter to drive full-lifecycle recruitment and build strategic talent pipelines for our Engineering organization across North America. As part of our AMER Tech Recruiting team, you will be a trusted talent advisor responsible for sourcing, engaging, and delivering top-tier engineering talent while maintaining an "always recruiting" mindset in a fast-paced, high-growth environment.&nbsp;
<h3>What You'll Be Doing</h3>
<ul>
<li>Own full-lifecycle recruitment for Engineering and technical roles (Software Engineering, Site Reliability, Security, TPM, Product) across US &amp; Canada, managing a flexible req load that scales with business priorities.</li>
<li>Partner strategically with hiring managers and leadership to understand talent needs, define role scope, advise on talent gap mitigation, and challenge assumptions to ensure hiring decisions strengthen long-term organizational capability.</li>
<li>Build and execute talent strategies that balance external hiring with internal mobility, creating sustainable pipelines that reflect commitment to diversity, inclusion, and high-performing engineering culture.</li>
<li>Drive metrics-informed recruiting decisions by developing KPIs, analyzing recruiting data, and using insights to optimize sourcing, candidate experience, and time-to-hire while maintaining judgment about data limitations.</li>
<li>Leverage AI and automation to identify talent gaps, streamline candidate screening, personalize outreach, and eliminate manual recruiting friction—partnering with Engineering and Product teams to build custom AI-powered recruiting solutions that scale your impact.</li>
</ul>
<h3>What You'll Bring</h3>
<ul>
<li>5+ years of full-lifecycle recruiting experience, including sourcing, screening, interview coordination, and offer negotiation in fast-paced, high-pressure environments.</li>
<li>Proven track record recruiting technical talent, with demonstrated success placing software engineers, infrastructure/DevOps, or security professionals in competitive markets.</li>
<li>Strategic recruiting mindset with ability to advise hiring partners on workforce planning, talent market trends, and long-term hiring strategy—moving beyond transactional recruiting.</li>
<li>Comfort with ambiguity and change; ability to thrive in evolving priorities, shifting business needs, and environments where recruiting strategy must adapt quickly to market conditions.</li>
<li>AI-minded approach to problem-solving: experience identifying automation opportunities in recruiting workflows, comfort experimenting with AI tools for sourcing and candidate engagement, and ability to articulate recruiting challenges that could benefit from custom AI solutions.</li>
</ul>
Preferred Qualifications
<ul>
<li>Experience recruiting in cybersecurity, SaaS, or high-growth tech sectors.</li>
<li>Familiarity with recruiting platforms and ATS systems (LinkedIn Recruiter, Greenhouse, Gem, or similar).</li>
<li>Track record building and scaling recruiting strategies in geographically distributed organizations.</li>
</ul>
&nbsp;
&nbsp;
&nbsp;<div class="content-conclusion">The Okta Experience
<ul>
<li><a href="http://rewards.okta.com">Supporting Your Well-Being</a>&nbsp;</li>
<li><a href="https://www.okta.com/company/okta-for-good/">Driving Social Impact&nbsp;</a></li>
<li><a href="https://www.okta.com/company/talent-connection-community/">Developing Talent and Fostering Connection + Community</a></li>
</ul>
We are intentional about connection. Our global community, spanning over 20 offices worldwide, is united by a drive to innovate. Your journey begins with an immersive, in-person onboarding experience designed to accelerate your impact and connect you to our mission and team from day one. Okta is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, marital status, age, physical or mental disability, or status as a protected veteran. We also consider for employment qualified applicants with arrest and convictions records, consistent with applicable laws. If reasonable accommodation is needed to complete any part of the job application, interview process, or onboarding please&nbsp;<a href="https://docs.google.com/forms/d/1EfiEYZrIyhA2X4Fijk0R3RKYOzNoS3wtvyM4nhbZnXE/edit">use this Form</a> to request an accommodation. Notice for New York City Applicants &amp; Employees: Okta may use Automated Employment Decision Tools (AEDT), as defined by New York City Local Law 144, that use artificial intelligence, machine learning, or other automated processes to assist in our recruitment and hiring process. In accordance with NYC Local Law 144, if you are an applicant or employee residing in New York City, please&nbsp;<a href="https://talent.okta.com/new-york-city-aedt-notice.html">click here</a> to view our full NYC AEDT Notice.</div>

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