Role Profile
Position Title: Director of Human Resources
Department: Human Resources
Reports To: Executive Director (or designate)
FTE/Hours: $120,000k per-year
Location: Merritt, British Columbia, Canada
ABOUT LNIB
The Lower Nicola Indian Band (LNIB) is a vibrant and growing First Nations community in British Columbia, committed to the well-being, culture, and prosperity of its members. LNIB provides a wide range of programs and services including health, education, social development, governance, and economic development initiatives.
We value innovation, collaboration, and respect for our traditions, and we are dedicated to fostering a supportive, inclusive, and safe work environment for all employees. LNIB follows Indigenous governance principles and prioritizes community engagement, cultural knowledge, and sustainable development in all its operations.
Join LNIB and be part of a team that is making a meaningful impact in the community while contributing to a dynamic and culturally rich workplace.
POSITION SUMMARY
The Director of Human Resources provides strategic leadership, direction, and oversight of the Human Resources function for the Lower Nicola Indian Band (LNIB). The Director is responsible for developing human resource strategies that align with LNIB's strategic priorities while ensuring compliance with applicable legislation, organizational policies, and Indigenous governance practices.
The Director leads organizational workforce planning, talent management, labour and employee relations, organizational development, compensation strategy, policy development, leadership coaching, succession planning, and organizational change initiatives. This position provides expert advice to the Executive Director, Chief and Council, and departmental leadership regarding workforce planning, organizational risk, and people strategies.
The Director is accountable for the effective leadership of the Human Resources Department and provides supervision, coaching, and support to Human Resources staff while promoting a culture of service excellence, accountability, continuous improvement, and cultural safety.
KEY RESPONSIBILITIES
STRATEGIC HUMAN RESOURCES LEADERSHIP
- Lead the development and execution of LNIB's Human Resources strategy.
- Develop long-term workforce planning initiatives aligned with organizational priorities.
- Provide strategic HR advice to the Executive Director and leadership team.
- Lead organizational change management initiatives.
- Identify emerging workforce trends and organizational risks.
- Develop annual departmental work plans and priorities.
- Promote organizational culture aligned with LNIB values.
ORGANIZATIONAL LEADERSHIP
- Lead and supervise the Human Resources Department.
- Provide coaching, mentoring, and performance management to Human Resources staff.
- Establish departmental goals, priorities, and service standards.
- Monitor departmental performance and continuous improvement initiatives.
- Ensure HR services are delivered consistently across all departments.
- Build collaborative relationships with Directors, Managers, and community leadership.
GOVERNANCE, POLICY & COMPLIANCE
- Lead the development, implementation, and review of Human Resources policies.
- Ensure organizational compliance with applicable employment, human rights, privacy, occupational health and safety, and Indigenous governance legislation.
- Recommend policy amendments to Executive Leadership.
- Oversee organizational HR audits and compliance reviews.
- Monitor organizational risk and recommend mitigation strategies.
LABOUR & EMPLOYEE RELATIONS
- Provide executive oversight for investigations involving workplace misconduct, harassment, discrimination, and policy violations.
- Provide guidance regarding complex employee relations matters.
- Support conflict resolution and mediation.
- Review recommendations related to disciplinary action and terminations.
- Ensure fair, consistent, and legally compliant employment practices.
WORKFORCE PLANNING & TALENT MANAGEMENT
- Develop organizational recruitment strategies.
- Lead succession planning initiatives.
- Oversee organizational staffing plans.
- Monitor workforce metrics and vacancy trends.
- Support leadership development initiatives.
- Develop retention and employee engagement strategies.
COMPENSATION & ORGANIZATIONAL DESIGN
- Lead compensation philosophy and wage grid development.
- Review organizational structures and recommend improvements.
- Oversee job evaluation and classification processes.
- Conduct labour market analysis.
- Prepare recommendations regarding organizational staffing models.
LEADERSHIP DEVELOPMENT
- Coach Directors and Managers on leadership practices.
- Develop leadership training initiatives.
- Support organizational performance management systems.
- Promote accountability and employee development.
BUDGET & DEPARTMENTAL ADMINISTRATION
- Develop and manage the Human Resources departmental budget.
- Monitor expenditures and financial performance.
- Prepare reports for Executive Leadership and Council.
- Manage departmental contracts and vendor relationships where applicable.
- Identify funding opportunities for workforce initiatives.
ORGANIZATIONAL CULTURE & EMPLOYEE EXPERIENCE
- Champion organizational culture initiatives.
- Lead employee engagement strategies.
- Oversee recognition and wellness programs.
- Promote diversity, equity, inclusion, and cultural safety.
- Support initiatives that strengthen employee retention and organizational effectiveness.
OCCUPATIONAL HEALTH & SAFETY
- Provide executive oversight of Human Resources' responsibilities under Occupational Health and Safety legislation.
- Support organizational safety initiatives.
- Participate on committees as required.
- Monitor workplace injury trends and prevention initiatives.
QUALIFICATIONS
- Bachelor's Degree in Human Resources, Business Administration, Public Administration, or a related discipline preferred.
- CPHR designation (or ability to obtain) strongly preferred.
- Minimum five to ten years of progressive Human Resources leadership experience.
- Minimum five years of management or director-level leadership experience.
- Demonstrated experience leading organizational change.
- Experience developing HR strategy and policy.
- Strong knowledge of Canadian employment legislation, human rights, privacy, and occupational health and safety legislation.
- Experience working within Indigenous governments, public sector, or non-profit organizations is considered a strong asset.
KNOWLEDGE, SKILLS & ABILITIES
- Strategic leadership and organizational planning.
- Executive decision-making.
- Human Resources governance.
- Policy development and interpretation.
- Labour and employee relations.
- Organizational development.
- Workforce planning.
- Budget management.
- Strong financial and analytical skills.
- Excellent communication and presentation skills.
- Ability to build relationships across all organizational levels.
- Strong political awareness and sound judgment.
- Commitment to Indigenous cultural safety and respectful leadership.
WORKING ENVIRONMENT
- Primarily office-based with regular interaction across all departments.
- Attendance at community events, Council meetings, and leadership meetings is required.
- Occasional evenings, weekends, and travel.
- High degree of confidentiality.
- Ability to manage multiple complex priorities in a fast-paced environment.
- Valid BC Driver's Licence.
- Satisfactory Criminal Record Check.
- Ability to travel as required.
- Commitment to respecting Indigenous culture, traditions, and governance principles.
PREFERENCE
The Lower Nicola Indian Band (LNIB) follows Section 25 of the Human Rights Code, giving preference to Indigenous applicants where applicable.
