Manager or Senior Manager, Performance Measurement, Attribution & Risk (PMAR)

We are seeking a Manager or Senior Manager, Performance Measurement, Attribution & Risk (PMAR) based in our Vancouver office to lead the delivery and evolution of our performance measurement, analytics, and reporting capabilities.

This role is critical to ensuring performance data is accurate, timely, and decision-useful across the firm. The successful candidate will partner closely with Investment, Client Services, Sales, Compliance, and Technology teams, combining technical expertise with strong leadership and judgment.

The role may be filled at either the Manager or Senior Manager level, depending on experience and scope of leadership.

Responsibilities include:

• Overseeing the accurate and timely delivery of performance measurement, attribution, and reporting across funds, mandates, and benchmarks.
• Ensuring consistency, integrity, and documentation of performance methodologies and calculations.
• Reviewing, approving, and escalating key deliverables, issues, and exceptions.
• Developing and enhancing performance analytics and attribution capabilities to generate meaningful insights.
• Partnering with Investment, Client Services, Sales, Compliance, Finance, and Technology teams on performance-related needs.
• Leading, coaching, and developing team members; supporting performance management and professional growth.
• Managing team capacity, workflow planning, and succession planning.
• Designing, maintaining, and improving controls to mitigate operational, data, and key-person risks.
• Driving process improvements, automation, and standardization initiatives.
• Supporting or leading performance systems, data platforms, and vendor relationships.

What’s in it for you?

• Great compensation (competitive base and bonus) & benefits package which includes an employee RRSP matching program.
• Opportunities for ongoing professional development.

We are sharing that the estimated salary range for this position is $95,000 – $135,000 per year. In determining final salary, Pender considers many factors including the candidate’s qualifications, relevant experience, job responsibilities, market conditions, position location and internal equity. Our aim is to ensure fair compensation practices that align with industry standards while acknowledging the unique value and expertise each individual brings to the role. The final base salary for the offer will be presented as part of a competitive compensation package.

Our commitment to equity, diversity, and inclusion:
Pender is committed to creating and maintaining a workplace that recognizes and values differences.  It is a core principle at Pender that an equitable, diverse and inclusive workplace simply makes us better. A diverse team with a range of knowledge and experience makes better decisions, which means better results for our stakeholders. We do not discriminate on any basis and welcome applications from all qualified individuals. When selecting candidates for employment, promotion, training or any other benefits, it is on the basis of aptitude and ability. Should you require any accommodation or have questions, please let us know.