Job Description

Everyday, somewhere in the world, important decisions are made. Whether it is a private equity company deciding to invest millions into a business or a large corporation implementing a new strategic direction, these decisions impact employees, customers, and other stakeholders.



Consulting and private equity firms come to proSapient when they need to discover knowledge to help them make great decisions and succeed in their goals. It is our mission to support them in their discovery of knowledge.



We help our clients find industry experts who can provide their knowledge via interview or survey: we curate this knowledge in a market-leading software platform; and we help clients surface knowledge they already have through expansive knowledge management.


The role of Head of People and Talent (AMER) has three key areas of focus and responsibility; leading the wider team to deliver operational excellence, driving and executing on strategic People initiatives and partnering the wider business to ensure that proSapient delivers on its three key pillars: Customer Focus, Tech-Led Innovation, and Exceptional People.



The role focuses on building a high performing team to create an exceptional employee experience - from identifying top external talent through to creating an inclusive and thriving workplace which unlocks maximum potential in our people; the role features translating top line People Strategy initiatives into actionable insights that transform how we enable, empower and develop our people.



Managing a team of five People & Talent professionals, and reporting into the CPO, this is a key role responsible for leading all aspects of talent acquisition, employee experience, development, and people strategy for our Americas region, ensuring employee satisfaction to ultimately drive business growth.


This is an exciting opportunity to help drive our People Strategy across 2026, whilst our headcount scales, as we continue our record breaking story. Please note that this is a fixed-term, maternity cover position, due to start in November 2025 and to end in November 2026.

Leadership, Strategy & Influence:

Providing clear strategic direction and leadership to the People and Talent team in AMER, ensuring clear communication of, and alignment with, business goals and company pillars Acting as a thought leader and advisor to the ELT and wider business on the entire People & Talent remit, whilst acting as the SME for Talent Acquisition on a global scale. Working closely with the CPO and Head of People & Talent (EMEA) to execute the People Strategy on a global scale with a holistic and uniform approach Partnering with the SVP, Client Services to influence best in class people strategies that deliver on wider proSapient goals Collaborating with the Head of People and Talent (EMEA) to drive regional efficiency and strategy alignment, fostering a culture of knowledge sharing and uniformity to elevate the People presence and brand on a global scale Leading on organisational change initiatives, ensuring effective communication and implementation and measurement where necessary Coaching, advising and mentoring all individuals across the business, with a focus on management level and above to always showcase our leadership principles, and influence our future leader behaviours Working with the CPO to oversee the People and Talent team budget, ensuring fiscal responsibility, efficiency, and cost-effective people operations.

Culture, Engagement, and Wellbeing

Building a psychologically safe workplace that creates a culture of high performance, where people thrive Driving a positive work life balance approach for all employees, reducing risk of burnout and ensuring engaged employees Championing DEIB initiatives to promote an inclusive and diverse work environment, leaning into opportunities to access, understand and increase diversity & inclusion Creating a culture of continuous constructive feedback, including feedback surveys, to understand our employee base and create strategies to foster continued evolution and growth, whilst balancing the needs of the business

Employee Experience, Relations & Lifecycle Management:

Owning full accountability for the entire employee lifecycle in the Americas, leading the team to create a seamless journey for any employee, including: Onboarding: Creating a seamless & exciting point of entry for all incoming employees, that sets them up with the foundations for success Employee Experience: Championing an environment that ensures employees feel valued, supported, and engaged, overseeing employee engagement initiatives, including recognition programs, feedback loops, and career development opportunities. Development & Growth: Creating pathways and opportunities for all employees to learn & grow, maximising employee potential and top performers and support long term growth Employee Engagement: Driving efforts and initiatives to keep employees motivated, satisfied, and committed to proSapient, such as surveys, team-building activities, and regular communication. Performance Management: Creating a culture that actively monitors, drives and rewards great performance and proactively addresses performance concerns through structured evaluation processes and Performance Management systems. Compensation & Reward: Building comprehensive and rewarding packages, incentive schemes and promotional routes that fairly reward our people Employee Relations: Serving as the escalation point for all Employee Relations casework, managing cases with consistency and fairness and ensuring legal compliance for all employee types (employees, EOR's, contractors) Offboarding: Building an exemplary process that showcase proSapients brand and appreciation for our employees Ensuring that people managers openly receive guidance on effective performance feedback, coaching, and development. Developing a deep understanding of employment law in Canada and the US, staying informed of any regulatory changes.

Talent Acquisition:

Building a best-in-class Talent Function that enables proSapient to identify, access and hire top tier talent directly on a global scale for both our Client Services and Central Functions Creating an adaptable and inclusive Client Services hiring strategy that can adjust & accommodate as we scale in the AMER region, that ensures access to top talent to fuel regional growth plans Managing the Talent Acquisition Manager and Talent Associate to deliver multiple hiring classes annually, proactively planning for change and pivoting to suit business needs as necessary Acting as subject matter expert role on Talent Acquisition company-wide, driving best practices, optimising hiring strategies, operate as an advisor to the wider People & Talent team and leaders across the business. Leading on Senior & Executive hires for the business - partnering with the CPO and CEO to understand future needs, building succession plans & proactive pipelines to unlock access to our future leadership & experienced hires Assisting in sourcing for Central Function roles, working closely with both Talent Managers to prioritise roles & balance workloads where needed Creating a partnership led Talent function, ensuring hiring managers hold accountability for proactivity, positivity and clear communication on all hiring processes to ensure timely hiring success Partnering with the Head of People & Talent (EMEA) to develop and implement succession planning and career development initiatives, using the company's bespoke Career Compass and Career Architecture frameworks. Building an industry leading Talent brand and reputation, bringing our EVP to life and ensuring a solid presence amongst our competitive landscape Creating compelling benchmarking & market data information suggestions that influence our salary bands & reward packages - ensuring we offer in line packages to remain competitive Managing all vendor relationships for cost optimisation, ensuring the Talent Team holds access to all tools needed for success & efficiency, whilst driving costs down and reducing external spends where possible.

Requirements

The key skills & experience to be successful in this role include:

Extensive experience leading a People & Talent function (minimum 10 years) Previous experience working in a scaling or rapidly evolving environment is needed for the role (minimum 3 years) Previous experience supporting revenue led employees & departments is needed for the role A CHRP designation is welcomed, but not essential, for the role

Benefits

What we can offer you in return:

An extended Healthcare Plan (Vision, Dental & Prescriptions) Access to our Employee Assistance Program Tenure gifts to thank our loyal staff An enhanced paid maternity and paternity package 20 days annual leave each year + 8 public holidays each year A paid sick leave policy of up to 10 days annually Access to our remote working policy, allowing you to work remotely from anywhere for four weeks a year A hybrid working model, featuring three days per week in our modern downtown Toronto office Team socials - from Pizza nights to Karaoke to Trivia, we love to encourage our team to get together and try new experiences together! The opportunity to create, lead or participate in one of our many ERG groups, to help drive diversity, inclusion and understanding across our business
Corporate Events: from quarterly gatherings to our annual Holiday & Summer parties, we love to celebrate, collaborate and have fun together!

Want to learn more? Take a look at our careers Notion page - https://prosapient.notion.site/Careers-at-proSapient-bfb1f316031b4dabbd9d40943cc4cc6f



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We are committed to building an inclusive workplace - did you know that marginalized groups are less likely to apply to jobs unless they meet every requirement listed? If you are interested in the above role, but don't necessarily tick every box, we encourage you to apply anyway - this role could still be a great match!



At proSapient, we are an equal opportunity employer. As such, we offer equal employment opportunities without regard to race, colour, religion, sex (including pregnancy and gender identity), national origin, age, disability, genetic information, veteran status and other protected class characteristics. All employment is decided based on qualifications, merit, and business need.



Due to the regulated nature of our clients, all successfully offered candidates are subjected to thorough screening & pre-employment checks, including an enhanced background check, which can affect the outcome of any offer of employment.