HR Manager | Poppy & Peonies

Bloom is a full-service workplace design consultancy proudly supporting Poppy & Peonies in its search for an HR Manager. As Talent Advisors, we’ll be your point of contact throughout the recruitment process. Every application is reviewed by a real person, and if selected, you’ll join Poppy & Peonies directly as a valued member of their team. We’re excited to consider your application! Meet Poppy & Peonies Hi, I’m Natalie Dusome, Founder and CEO of Poppy & Peonies. At Poppy & Peonies, we’re a fun and energetic brand that believes style and function should always go hand in hand. Our story began in 2015 after my daughter, Poppy, was born. I realized that the accessories I owned no longer worked for my life as a mom. I needed bags with pockets and organization that were practical without sacrificing style. When I couldn’t find them, I decided to create them myself. Since then, we’ve grown from filling orders in my basement to appearing on Dragons’ Den, expanding into new product categories, and collaborating with exciting influencers and brands. It hasn’t always been smooth sailing, but thanks to our incredible team and community, we’ve never felt more loved or supported. We also believe we have a responsibility to care for the environment and protect the health and welfare of our planet and its animals. Our bags are made from high-quality vegan leather, and our entire product line is vegan, cruelty-free, and PETA-approved. We ship our products plastic-free and use recycled, compostable, and biodegradable materials wherever possible. We’re continually looking for ways to make our products and supply chain more sustainable. The Role: As our HR Manager, you’ll lead the day-to-day people function at Poppy & Peonies while helping us build the programs, practices, and infrastructure required for our next stage of growth. This is a broad, hands-on HR Manager and Generalist role. You’ll be responsible for the core employee lifecycle, including onboarding, performance management, benefits, employee relations, engagement, learning and development, policy administration, and offboarding. You’ll also oversee the culture and employee experience work that helps our remote-first team feel connected, supported, and part of something meaningful. You’ll partner closely with our founder and leadership team to translate business priorities into practical people plans. You’ll help leaders anticipate what the team will need, identify gaps before they become larger problems, and scale the strong HR programs and systems already in place. This is an intermediate-level opportunity for someone who can operate independently and provide trusted guidance while remaining willing to roll up their sleeves. You won’t be joining a large HR department with highly specialized roles. You’ll need to move comfortably between planning, advising, problem-solving, program management, and detailed execution. Success in this role requires an understanding of how founder-led companies operate. You’ll know how to build a trusted partnership with a founder, introduce the right level of structure without creating unnecessary bureaucracy, and support a growing team through change while remaining grounded in thoughtful, consistent HR practices. The Opportunity: HR Partnership and People Planning Partner with the founder and leadership team to understand business priorities and translate them into practical people plans. Develop short- and longer-term workforce plans that consider organizational growth, team capacity, critical roles, succession needs, and emerging skill gaps. Provide leaders with clear, thoughtful HR guidance grounded in company values, employment practices, and business realities. Use employee feedback, workforce data, and organizational observations to identify risks, patterns, and opportunities. Support organizational design, role clarity, reporting relationships, and evolving team structures. Help leaders assess the people impact of business decisions and plan effectively for periods of growth or change. Establish meaningful people metrics and provide leadership with useful insights and recommendations. Partner with external HR and legal advisors when specialized guidance is required. Manager Support and Performance Lead and continually improve the company’s performance management approach, including goal setting, feedback, performance reviews, development planning, and performance improvement. Coach managers through performance concerns, difficult conversations, team dynamics, role clarity, and employee development. Equip new and existing managers with practical tools, resources, and training to lead effectively. Help managers establish clear expectations, address concerns promptly, and document performance matters appropriately. Support the development of high-performing teams by strengthening accountability, communication, and feedback practices. Identify recurring manager needs and develop scalable programming, resources, or training in response. Guide leaders through promotions, compensation decisions, internal transitions, and role changes. Employee Relations and HR Operations Serve as a trusted point of contact for employees and managers seeking HR guidance or support. Manage employee relations matters with care, discretion, consistency, and sound judgment. Lead workplace investigations or coordinate external support when appropriate. Manage accommodations, leaves, attendance concerns, performance matters, and other employee-related processes. Maintain accurate employee records, documentation, templates, and HR systems. Develop, review, and administer workplace policies and procedures. Monitor evolving employment standards and HR requirements, escalating complex legal matters when necessary. Support compensation administration and help maintain equitable and consistent compensation practices. Manage employee benefits administration, including enrolment, employee questions, renewals, and relationships with e