About Us
Nesto Group is Canada's leading provider of mortgage technology and financing solutions, with over $73 billion in residential and commercial mortgages under administration. We are trusted by many of the country's most prominent financial institutions.
Built on the foundation of 50 years of mortgage expertise from CMLS, and powered by nesto's proprietary Mortgage Cloud technology and AI-driven innovation, we are transforming decades of industry knowledge into scalable automation and intelligent lending solutions. With 1,000+ employees across Canada, our mission is clear: Building Canada's Mortgage Ecosystem of the Future.
About the Role
This role exists because we believe HR done well is one of the highest-leverage things a company can invest in — and we want someone who believes that too.
As Senior HR Business Partner for our Technology organization, you will be the person both leaders and employees turn to. Leaders will rely on you to think alongside them on talent strategy, organizational design, and questions about performance and growth. Employees will rely on you to be a trusted, honest presence, someone who actually listens, cuts through noise, and helps them navigate their experience here. And you will own that experience end to end: from the moment someone joins the org to the way they grow, feel recognized, and understand where they stand.
You'll operate in a fast-moving, high-growth tech environment where speed, autonomy, and technical credibility matter as much as rigour. You'll bring sharp analytical thinking, genuine curiosity, and a fluency with the tools, including AI, that let you work at a pace and quality that sets a new standard for what HR looks like — especially for a technical audience that expects that.
If you've been waiting for a role where HR is genuinely at the table, not called in after the fact, this is it.
What You'll Do
Be the partner leaders want in the room
Your org has product roadmaps, a leadership team with competing priorities, and engineering and product teams who need to be at their best. Your job is to understand all of it well enough to add value in real time.
That means being embedded in the business, present in the rhythm of the team. You'll build talent plans with your engineering and product leaders, present data-driven insights on how the team is performing and where the risks are, and be the first call when something complex comes up. You'll bring a point of view, not just a process.
Be the person employees trust
The best HRBPs are the ones people actually go to. Not because they have to, but because they want to. You'll build that kind of presence across engineering, product, and design.
You'll stay genuinely connected to the mood of the organization: through conversations, through listening between the lines, through showing up. When you pick up on tension before it becomes a problem, you'll know how to bring it forward with the right level of discretion and care. When someone needs support navigating a difficult situation, you'll handle it with equal parts empathy and rigour.
You'll also partner with leaders to build an environment people choose to stay in: meaningful growth paths (including strong IC tracks, not just management ones), genuine recognition, and a standard of leadership behaviour that people can count on.
Shape how the organization communicates with itself
How a company talks to itself is part of its culture. When something important is happening — a re-org, a pivot in technical direction, a tough sprint or a tough quarter — the quality of that communication shapes whether people feel informed, or left in the dark.
Craft the employee experience for your org
This is one of the most defining parts of the role. You are not inheriting a fixed experience and running it, you are designing it. What does it feel like to join this team as an engineer or PM? To grow from IC to staff, or into management? Those questions have answers, and you are the one who shapes them.
You'll draw on what you hear from employees, what the data tells you, and what the business needs, and you'll build experiences that are specific to a technical org. That means development paths that are real (including dual-track career ladders), recognition that lands, a performance cycle that produces honest and useful conversations, and onboarding that sets engineers and PMs up to ship with confidence.
You'll also think about the longer arc: the succession plan that makes the business more resilient, the hiring decisions made with long-term thinking, the signals that tell you whether the experience you've built is actually working, and the willingness to change it when it isn't.
Use technology like it's 2026
Our HR team is not running on legacy tools and manual processes. We use leading AI platforms to move faster, analyze more deeply, and free up time for the work that actually requires human judgment. You'll be expected to bring the same orientation: genuinely curious about better tools, willing to experiment, and capable of building something from scratch rather than adapting a template.
You'll use people analytics (Rippling, Officevibe) to surface patterns before they become problems, and you'll present those insights in a way that leads to decisions, not just discussions. If there's a smarter, faster way to do something, you find it.
Who You Are
- You have 7+ years of progressive HR experience, and you've built real credibility with senior technical leaders (engineering directors, VPs of Product, CTOs).
- You're bilingual in French and English. Both, fluently. This is a requirement.
- You're analytical in a way that's rare. You don't just pull data, you know what question to ask of it, and you can walk a business leader through findings in a way that changes how they think about something.
- You're genuinely curious about technology and AI. Not because it's expected, but because you see it as leverage. You're already using AI tools in your work and you're actively looking for more ways to work smarter — and you're comfortable enough in technical conversations to earn credibility with engineers.
- You don't wait to be told what to do. You see the problem before it's obvious, you already have a point of view on what to do about it, and you're comfortable moving without a complete picture.
- You're equally good with leaders and with employees. You understand that being trusted by both is one of the most important things this role requires.
- Discretion, rigour, and high standards are not constraints for you, they're how you like to work.
- Experience partnering with Engineering, Product, or Design organizations is a meaningful asset. A background supporting high-growth SaaS, scale-up, or post-acquisition tech environments is a plus. Familiarity with dual-track (IC/management) career frameworks is a bonus.
Working at Nesto Group
You'll work directly with Nesto Group's technology leadership and be part of an HR team that is actively building, and constantly raising the bar for what great HR looks like. There is real scope to shape things here, and the organization is genuinely interested in getting it right.
This is a high-visibility role with clear growth potential for the right person.
Diversity and Inclusion
At Nesto Group, we believe that the best outcomes are the product of diverse perspectives and inclusive teams. We are committed to fostering a culture of equity, belonging, and respect, and we strongly encourage applications from women, people of colour, LGBTQIA+ individuals, and people with disabilities. We are dedicated to building a workplace where everyone is welcomed and can do their best work.
