Director of People & Culture / Directeur(trice), talent et culture

Bright people. Hard problems. Serious growth momentum.

Recognized as a Thriving Place to Work by Culture 100 Awards,

Flare is an identity-first cyber threat intelligence company. Security teams aren't short on alerts; they're short on clarity about which threat actually matters. Our job is to find that threat first and help fix it before it becomes a breach. Right now, that threat is identity exposure: attackers aren't just breaking through firewalls anymore, they're logging in with stolen credentials, and AI is making them faster. Flare monitors the dark and clear web to uncover exposed identities and other high-risk external threats before cybercriminals can use them. As the threat that matters shifts, we shift with it.

TL;DR: We're passionate people on a mission to find the threats that matter most, and help companies act before attackers can.

About the role

As Flare's Director of People & Culture, you'll be a business partner and the person who turns our P&C strategy into day-to-day practice. We've built strong foundations, and your mission will be to help us scale while staying true to our unique culture. You'll report to the VP of People & Culture, contribute to key P&C projects and goals, and act as the HR Business Partner (HRBP) to managers and directors across the organization. You'll also own our policies, performance cycle admin & reporting, role framework management, compliance, and lead and coach our People & Culture Coordinator.

We need someone who is strategic and hands-on in equal measure: someone who can shape a plan in the morning and draft the policy that makes it real in the afternoon, and who knows when to solve things directly and when to escalate them.

The reality of the role

This is not a role where you only advise from the sidelines. Roughly 30% of your time will be strategic – operating plan and project contribution, and strategic HRBP work with managers. The other 70% is operational – running and improving the people processes that make Flare work. Flare is in a period of hyper-growth – our organization, tools and processes are evolving in real time, and what works today may need to be redesigned tomorrow. You must be excited about rolling up your sleeves and finding better ways of solving recurring problems and building at the same time.

This role is a truly unique opportunity to be a part of a best-in-class P&C function at a hypergrowth startup and scale it alongside the business.

What makes this role unique

Strategy and execution: You'll sit at the table where decisions are made and you'll own the follow-through. Your policies, frameworks and coaching will have a visible, daily impact on the Flarian experience.

Building while flying: You will figure things out, document what you learn, and fix what isn't working, driving continuous improvement, not just maintaining the status quo.

Leading and growing others: You'll oversee and coach our P&C Coordinator, helping them grow into a stronger operator and a true partner to the team.

What you'll do concretely

Contribute to the operating plan and key projects: partner with the VP of People & Culture to shape and deliver the P&C components of Flare’s operating plan and cross-functional initiatives.

Act as HRBP to managers and directors: advise and coach people managers & directors on team dynamics, performance, development, and organizational change, balancing strategic partnership with hands-on support.

Develop and execute programs: draft, update and roll out People & Culture programs and frameworks, and make sure they're communicated clearly and actually adopted.

Own policy and compliance: keep our policies, filings and documentation compliant across Canada, the US and the UK, working with legal counsel and external partners as needed, in partnership with our P&C Coordinator.

Run performance administration: manage our performance cycles and related tooling, and support people managers in running them efficiently to create valuable alignment moments with their team members.

Manage our role framework: maintain and evolve our job architecture, role definitions and levelling so they stay consistent and fair as we grow.

Oversee and coach the P&C Coordinator: guide their day-to-day work across HRIS, payroll and benefits, recruiting and onboarding operations, office and events, employee support and compliance, review their output, and help them grow.

You'll be a perfect fit if you have/are

• 7+ years of experience in HR/P&C, including significant experience as an HRBP or HR generalist in a fast-paced environment.
• Experience advising and coaching managers and directors, with the credibility and judgment to give honest advice and hold your ground respectfully.
• Strong working knowledge of employment legislation and HR compliance, ideally across multiple jurisdictions (Canada, US, UK).
• Experience drafting and implementing programs and frameworks that actually have a meaningful impact on how people perform, grow, learn and embody cultural norms.
• Experience running performance management processes and developing/maintaining role or career frameworks.
• Experience leading, delegating to and coaching team members.
• Exceptional written and spoken communication skills: you can write clearly for different audiences and communicate confidently from IC to Executives, as well as with providers and partners.
• A high degree of trustworthiness and autonomy: you own work end-to-end, follow up proactively, and carry problems all the way to fixed.
• Exceptional attention to detail and rigor, with a consistent track record of high-quality output.
• A systems-builder's instinct: when something breaks or repeats, you fix the process, not just the symptom.
• Comfort being both strategic and hands-on in a small team where everyone's contribution is visible and valued.
• Fanatically ethical, trustworthy with confidential information, with a high standard of accuracy and integrity.
• Montreal-based and proficient in both French and English to collaborate with internal and external partners.

Ideally you have

• Experience at a hypergrowth SaaS or tech company.
• Experience with payroll or benefits administration in multiple jurisdictions (Canada, US, UK).
• Experience contributing to an annual operating plan or leading cross-functional projects.
• Experience with HRIS and performance tools (BambooHR and Lattice are assets).
• Experience handling performance & development matters, including sensitive or complex cases.
• Experience managing HR compliance aspects.
• Experience in event planning and/or office management.
• High level of comfort with using technology and automation to streamline administrative work.

What it’s like to be a Flarian

You'll join a company that puts people first and believes strong teams are built on mutual trust, respect, and sustainable ways of working. You’ll get:

Competitive salary

Annual bonus plan

Stock options

Complete benefits program (health, dental, vision, and life insurance coverage)

Flexible paid time off

Fun company events, such as our annual Flamping

Don't meet every single requirement? Studies show women and people of color are less likely to apply unless they check every box. At Flare, we're building a diverse, inclusive and authentic workplace, so if you're excited about this role but your experience doesn't line up perfectly, apply anyway.

P.S. When you apply, include the word “lighthouse” in the first line of your cover letter. We're paying attention to who's paying attention. 😉

About AI

Flare embraces AI, and we want to be transparent about how it fits into our hiring process.

What we ask of you

Permitted: Using AI is okay, just be transparent with us about it.

Not permitted: Using AI assistance during live interviews. We want to get to know you, not an AI-assisted version of you.

What you can expect from us

We may use tools to identify applications that best match role requirements, which helps our team decide which ones to review first.

Gemini takes notes during interviews so we can give you our full attention. If you'd prefer we don't use it, let us know and we'll take notes manually.

AI never makes or replaces hiring decisions. Our team reviews applications, conducts interviews, and makes final selections. We use these tools in compliance with applicable data protection, AI governance, and labor laws, and your data is not used to train AI models.

Questions about our use of AI in hiring? Contact [email protected].