About this role
About Heartbreakers
Heartbreakers Pizza is a two-restaurant, owner-led business built on a supportive, engaging culture that Juliana and Andrew have worked hard to create. We care as much about how our people are treated as we do about the pizza we serve. As we grow, we are looking for someone who can protect and strengthen that culture while helping the business run with more structure, clarity, and follow-through.
The Role
This is a combined HR Manager and Chief of Staff role — a rare mix of people-first HR work and behind-the-scenes operational leadership. You will own the full employee lifecycle (hiring, onboarding, performance, development, and retention) while also serving as the right hand to the owners and management team: keeping everyone aligned to a shared management operating system, running a clear communications cascade so both restaurants stay informed, and continuously driving forward the culture Juliana and Andrew (founders) have set.
The ideal person has a couple of years of HR experience and is exceptionally organized — someone who brings order to a busy, fast-moving business, holds people to commitments (including the owners), and does it all with warmth and discretion.
People & HR ResponsibilitiesHiring
• Post job ads and manage the candidate pipeline.
• Screen resumes and conduct initial interviews.
• Schedule and coordinate trial shifts.
• Share candidate notes with managers before trials.
• Collect manager feedback and finalize hiring decisions.
• Communicate offers and rejections.
Onboarding
• Share onboarding documents (what to expect, orientation, job contract, etc.).
• Host initial onboarding (orientation and admin), then hand off to the manager.
• Ensure completion of paperwork before the first shift.
• Set up 7shifts and share info with Payroll.
Employee HR & Performance
• Handle staff complaints and interpersonal conflicts.
• Act as the escalation point for non-performance issues.
• Sit in on 1-on-1s where helpful; otherwise check in with managers weekly to stay updated.
• Keep employee documentation accurate and up to date.
• Sit in on terminations with managers and follow up on any documents (ROEs, T4s, etc.).
Training & Development
• Track cross-training progress by employee; use and improve existing training guides.
• Take part in quarterly salary assessments.
Culture & Retention
• Run regular, light-touch check-ins with staff.
• Suggest and organize morale boosters (birthdays, staff parties, etc.).
Chief of Staff Responsibilities
This side of the role is about helping the owners and management team run the business with rhythm, alignment, and follow-through.
Management Operating System
• Own and maintain the management operating system — the shared rhythm of meetings, priorities, goals, and check-ins that keeps the leadership team aligned.
• Set agendas, capture decisions and action items, and follow up to ensure commitments are completed — holding owners and managers accountable to what was agreed.
• Track key priorities, projects, and deadlines across both restaurants, and flag anything at risk of slipping before it becomes a problem.
• Prepare the owners for meetings with the right information and translate their decisions into clear next steps for the team.
• Bring structure to recurring cycles (weekly, monthly, quarterly) so the business stays on track without the owners having to chase.
Communications Cascade
• Own the communications cascade so that information flows reliably from ownership and management to every team member across both restaurants.
• Translate leadership decisions and updates into clear, consistent messaging that staff actually receive and understand.
• Ensure both locations stay equally informed — no team left out of the loop.
• Close the loop by surfacing feedback, questions, and concerns from the floor back up to the owners and managers.
Culture Stewardship
• Act as a steward of the supportive, engaging culture Juliana and Andrew have built, keeping it front and center as the business grows.
• Ensure hiring, onboarding, communication, and day-to-day decisions consistently reflect and reinforce that culture.
• Serve as a trusted, discreet sounding board for both the owners and the team on people and culture matters.
Admin ResponsibilitiesInbox & Communication
• Manage the hello@ email inbox (with Juliana).
• Sort, respond to, and forward messages.
• Track items needing follow-up.
Employee Admin
• Maintain employee files (job contracts, 1-on-1 records, new-hire documents, etc.).
• Handle ROEs, T4s, and payroll-related requests.
• Communicate raises and changes to the payroll provider; keep 7shifts updated.
Compliance & Permits
• Manage permits, licenses, and renewals.
• Track deadlines and ensure nothing lapses.
Website & Graphic Design
• Update Google listings (hours, info, photos).
• Handle website updates (menus, announcements, etc.); outsource when needed.
• Create and edit menus and promo items in Canva, and send to the printer.[KS1] [KS2]
What We're Looking For
• A couple of years of HR experience (hiring, onboarding, employee relations, and performance).
• Exceptionally organized, with a natural instinct for structure, follow-through, and keeping many moving parts on track.
• Comfortable working closely with owners and a management team — able to hold people (including leadership) accountable with warmth and confidence.
• A strong, clear communicator who can move information across a team and keep everyone aligned.
• Genuinely people-first, with the emotional intelligence to protect and grow a supportive, engaging culture.
• Discreet and trustworthy with sensitive information.
• Familiarity with scheduling/payroll tools (e.g., 7shifts) and basic design tools (e.g., Canva) is a plus.
• Knowledge of Canadian HR/payroll basics (ROEs, T4s) is an asset.
What We Offer
• A central role at the heart of a growing, owner-led business.
• A supportive, engaging team culture that we genuinely live by.
• Variety — no two days look the same, spanning people, operations, and admin.
•. Competitive Compensation package