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Big Viking Games is looking for a Senior HR & Operations Leader to help build the operational infrastructure that allows the company to scale effectively.

Reporting directly to the COO, this role sits at the intersection of People, Operations, Systems, and Business Execution.

This is not a traditional HR role.

We are looking for an operator first and an HR professional second.

You will work closely with leadership to identify operational friction, improve visibility, implement scalable processes, coach managers, and strengthen organizational accountability. You'll be expected to move comfortably between people challenges, operational systems, workflow design, reporting, and process improvement.

The ideal candidate thinks like a business operator, understands how organizations scale, and enjoys bringing structure to environments that are still evolving.

Requirements

Big Viking Games is looking for a Senior HR & Operations Leader to build the operational infrastructure that allows the company to scale effectively.

This role sits at the intersection of People, Operations, Systems, and Business Execution, spanning every department, not just HR.

This is not a traditional HR role.

We are looking for an operator first and an HR professional second. You will work closely with leadership to identify operational friction across the entire business, improve visibility, implement scalable processes, coach managers, and strengthen organizational accountability. You'll move comfortably between people challenges, operational systems, workflow design, reporting, change management, and process improvement - in any department that needs it.

The ideal candidate thinks like a business operator, understands how organizations scale, has built things from scratch in environments where structure didn't yet exist, and brings a bias toward action over analysis paralysis.

-       Partner directly with the COO to improve organizational effectiveness and operational execution across the business

-       Drive operational improvements across departments including but not limited to Player Support, Revenue Operations, Community, Production, and Finance - not limited to People functions

-       Identify operational bottlenecks, inefficiencies, and communication gaps across teams, then design and implement practical solutions

-       Build scalable systems, processes, SOPs, and operating rhythms that improve accountability, visibility, and cross-functional coordination

-       Improve organizational reporting and operational metrics to support decision-making at every level

-       Help leadership teams move from reactive execution to proactive planning

-       Coach managers and leaders on performance management, communication, accountability, and team effectiveness

-       Support leadership in navigating difficult people situations, organizational challenges, and change initiatives

-       Build frameworks that help managers operate consistently and effectively across the organization

-       Improve organizational clarity around roles, responsibilities, ownership, and decision-making

-       Build foundational People infrastructure - performance management frameworks, organizational design, employee handbooks, and recruiting processes - much of which needs to be created or significantly rebuilt

-       Oversee employee lifecycle processes including onboarding, offboarding, role changes, performance management, compensation cycles, and workforce planning

-       Own the full recruitment lifecycle - from role definition and sourcing to screening, interviews, offers, and onboarding - ensuring a seamless, high-quality candidate experience

-       Maintain HR systems, records, policies, and compliance in alignment with Ontario employment standards

-       Partner with Finance on payroll, benefits administration, and employee-related reporting

-       Design and deliver programs that foster high performance, continuous feedback, and meaningful recognition

-       Implement AI-enabled workflows, automation tools, and operational technology that measurably improve efficiency - not just evaluate, but build and ship

-       Operate across a diverse technology stack - project management tools, data platforms, dashboards, communication systems, HRIS - and learn new systems quickly

-       Improve data visibility through dashboards, reporting, and operational metrics

-       Help establish a modern operational infrastructure capable of supporting future growth and M&A readiness

-       Lead change management initiatives - restructuring teams, redesigning workflows, rolling out new systems - with the ability to bring people along through the transition

-       Lead cross-functional operational initiatives on behalf of the COO

-       Support organizational change, restructuring efforts, and process redesign projects

-       Act as a trusted operator capable of driving projects from concept through implementation

-       5 to 7+ years of experience in Operations, People Operations, Business Operations, HR Operations, or a related leadership function - with demonstrated scope beyond a single function

-       Demonstrated experience building from scratch - you've walked into organizations where things didn't exist yet (no performance management framework, no operating rhythms, no dashboards) and you built them

-       Hands-on AI and automation experience - you have personally implemented AI-enabled workflows, automation tools, or operational technology that delivered measurable results, not just familiarity

-       Multi-system fluency - comfortable operating across project management tools (Jira, Asana, etc.), data platforms, dashboards, communication systems, HRIS, and payroll, with the ability to learn new systems without hand-holding

-       Change management experience - you've led restructuring efforts, redesigned workflows, and rolled out new systems while successfully bringing people along through the transition

-       Strong business acumen and understanding of how organizations scale operationally and financially

-       Experience supporting senior leaders and influencing decision-making with data and judgment

-       Strong operational problem-solving skills with a bias toward action

-       Excellent judgment when navigating ambiguity and competing priorities

-       Experience in gaming, live-service products, SaaS, or other always-on business models where operational tempo is high and priorities shift quickly

-       Experience building operational dashboards and KPI frameworks that drive accountability

-       CHRP, CHRL, or equivalent HR certification is a good to have, but not required**

-       Exposure to organizational design, workforce planning, or revenue operations

-       Experience in a company preparing for M&A, investment, or significant growth milestones

-       Familiarity with Canadian employment law and compliance requirements

-       Builder by instinct - you see gaps and fill them without waiting to be asked

-       Calm under pressure

-       Highly accountable - you own outcomes, not just tasks

-       Operationally minded - you think in systems, workflows, and processes

-       Practical and low-ego - you'll build an org chart and fix a broken process in the same afternoon

-       Comfortable with ambiguity - you don't need a playbook to get started

-       Naturally curious - especially about how technology and AI can improve how work gets done

-       Able to simplify complexity for leadership and teams alike

-       Trusted by leaders and teams to handle sensitive information and difficult decisions

This role offers a unique opportunity to work directly alongside the COO and have a meaningful impact on how the entire company operates - not just the People function.

You will help shape organizational infrastructure, operational systems, and leadership effectiveness across every department. If you enjoy solving problems, building systems, improving organizations, and helping leaders become more effective, this role will provide significant ownership, visibility, and growth.

Benefits

-       Comprehensive benefits package (health, dental, and vision) including HSA/WSA spending account from Day One

-       Participation in the Employee Stock Option Plan (ESOP)

-       RRSP participation and matching

-       15 Vacation Days + 10 Wellness Days

Big Viking Games is committed to creating an inclusive and accessible environment for all candidates. We welcome applications from individuals of all abilities and will provide accommodations throughout the hiring process as needed. If you require any accommodations, please email hr@bigvikinggames.com so we can work with you to support your needs.