Director of People & Culture (Hybrid)

Important: This a full-time, hybrid role for Ontario-based employees only. The successful candidate will be required to work from our Toronto office (Queens Quay West) for a minimum of 4 days per week.

About Us:

Making fans - That’s what we’re all about! Since our humble beginnings in 2011, these two words have driven Big Viking Games to become the successful company it is today. We are focused on making our mark as a next-generation, live operations games company.

We believe that each Viking is unique and brings exponential value to the company. In return, we provide Vikings with the opportunity to solve problems through continuous learning and fostering feedback, ultimately mastering their craft. By investing in our Vikings and in new technologies, we can continue our success for years to come.

We are embarking on an adventure and rely on our team of skilled, enthusiastic, and collaborative Vikings to turn our ship towards a new horizon.

About the Role:

As Director of People & Culture, you’ll serve as both the architect and operator of all People, HR, and Talent programs across Big Viking Games. You’ll begin as a team of one, owning the entire employee lifecycle — from recruitment and onboarding to performance, engagement, compensation, and compliance. As the organization grows, you’ll scale the function and build a small, high-performing People team.

Reporting to the Global VP of Operations, you will also support BVG’s sister company through shared operational responsibilities.

This role is ideal for a leader who excels at setting strategic direction while rolling up their sleeves to deliver exceptional execution.

What You’ll Do:

Own the People Function

• Serve as the primary People partner for both companies, balancing long-term strategy with day-to-day execution.
• Lead all core HR operations, including onboarding, offboarding, performance reviews, compensation cycles, and policy management.
• Drive culture and engagement through measurable initiatives that strengthen retention, connection, and alignment with company values.
• Track and improve eNPS and other engagement metrics, using insights to inform action plans and leadership priorities.
• Design and deliver programs that foster high performance, continuous feedback, and meaningful recognition.
• Partner with leaders to ensure employees have clarity around expectations, development, and career growth.

Recruitment & Talent Management

• Own the full recruitment lifecycle — from role definition and sourcing to screening, interviews, offers, and onboarding — ensuring a seamless, high-quality candidate experience.
• Implement standardized, data-driven evaluation practices using scorecards and calibration to ensure fairness and consistency in hiring decisions.
• Lead the full candidate experience, ensuring timely communication, structured feedback, and smooth process management from resume review through to offer.
• Partner with leaders to forecast hiring needs and evaluate post-hire outcomes to continuously refine recruiting strategies.

Performance & Development

• Lead performance management cycles and establish frameworks that drive accountability, clarity, and measurable growth.
• Analyze performance data and partner with leadership to identify development opportunities and strengthen leadership capability.
• Coach managers to lead effectively through structured goals, regular feedback, and development planning.

Compliance & Policy Management

• Maintain HR policies, benefits, and documentation in full alignment with Ontario employment standards and industry best practices.
• Ensure compliance across both organizations, proactively advising leadership on emerging legislation and evolving workplace standards.
• Develop and maintain clear, accessible People processes that support consistency, transparency, and risk mitigation.