BRIEF OVERVIEW OF THE JOB
Reporting to the Chief Executive Officer (CEO), the Director of Human Resources is a strategic, hands-on leader responsible for the full-cycle Human Resources function across the organization. Operating within a complex and evolving environment, the Director provides leadership, oversight, and expert guidance in all areas of human resources, including workforce planning, talent acquisition, employee relations, performance management, compensation and benefits, organizational development, disability management, occupational health and safety, succession planning, and employee engagement.
The Director is responsible for developing and implementing HR strategies, policies, programs, and systems that support organizational sustainability, operational excellence, and a healthy workplace culture. As the organization's subject matter expert in human resources, the Director ensures compliance with all applicable employment legislation, labour standards, human rights legislation, privacy requirements, occupational health and safety regulations, and HR best practices while proactively managing organizational risk and supporting sound governance.
Working collaboratively with the CEO, leadership team, managers, and community partners, the Director fosters a respectful, inclusive, and high-performing workplace grounded in Indigenous values, cultural safety, psychological safety and equity. The Director champions initiatives that strengthen employee experience, leadership capacity, diversity, accessibility, and talent development while ensuring the organization attracts, develops, and retains the people and capabilities necessary to advance our mandate.
As a trusted advisor and change leader, the Director provides practical and strategic advice on complex employee relations matters, organizational transformation, workforce challenges, and people-related risks, ensuring HR practices align with the organization's strategic priorities, cultural commitments, and long-term vision.
KEY RESPONSIBILITIES
Strategic HR Leadership
- Lead the development and implementation and evaluate the human resources strategies, initiatives, and programs that align with the BCFNJC’s Justice Strategy, values, and operational goals.
- Serve as a trusted advisor to the CEO and leadership team on organizational effectiveness, workforce planning, change management, employee engagement, succession planning, and people-related risks.
- Lead the development of a high-performing, inclusive, culturally safe, and psychologically safe workplace that supports employee wellness, engagement, retention, and belonging.
- Identify emerging workforce trends and recommend strategies to strengthen organizational capacity and sustainability.
- Contribute to strategic planning, policy development, organizational growth, and continuous improvement initiatives.
- Work closely with the senior leadership team, providing advice and support.
HR Operations
- Lead and inspire a cross-functional HR team through relationship-based leadership, promoting collaboration, professional growth, and shared accountability for results.
- Provide leadership and oversight for the full employee lifecycle, including recruitment, onboarding, orientation, performance management, employee development, succession planning, retention, and offboarding.
- Maintain and develop HR programs, policies, procedures, and systems that support operational effectiveness and regulatory compliance.
- Oversight of HR systems, records, and practices are maintained in accordance with legislative requirements and organizational standards.
- Establish measurable HR objectives, key performance indicators, and reporting mechanisms to support informed decision-making.
Compliance & Risk Management
- Ensure organizational compliance with all applicable provincial, and Indigenous employment legislation, regulations, and standards.
- Monitor developments in employment law and advise leadership regarding potential impacts, risks, and required actions.
- Lead complex investigations related to workplace complaints, harassment, discrimination, misconduct, and policy violations.
- Develop and maintain policies and procedures that support legal compliance and best practices in human resources management.
- Provide recommendations and guidance on complex employee relations issues while mitigating organizational risk.
- Ensure compliance with privacy legislation and the protection of confidential employee information.
- Support organizational governance requirements related to human resources matters.
Occupational Health & Safety
- Oversee compliance with occupational health and safety legislation, policies, reporting requirements, and risk management practices.
- Foster a workplace culture that prioritizes employee health, safety, psychological safety, wellness, and cultural safety.
- Oversee incident prevention, return-to-work, accommodation, and wellness programs to support employee well-being and reduce workplace risk.
Recruitment & Talent Acquisition
- Oversight of the recruitment strategy development, implementation, and evaluation to support the Council’s mandate.
- Work with the Communications team to develop recruitment materials (videos, brochures, etc.).
- Assess labor market conditions and select suitable recruiting channels.
- Oversee senior/executive recruitment.
- Ensure hiring practices are equitable, accessible, culturally safe, and aligned with diversity, equity, inclusion, and reconciliation principles.
- Collaborate on the development of onboarding and orientation programs that support employee success and integration into the organization.
- Implement career development, succession planning, mentorship, and leadership development initiatives.
- Analyze workforce trends and recommend strategies to address recruitment and retention challenges.
Employee Relations
- Champion the integration of BCFNJC Kinship Protocols and values throughout the employee lifecycle, ensuring HR practices are relational, culturally safe, psychologically safe, and reflective of Indigenous ways of knowing, being, and belonging.
- Provide expert advice and support to leaders and employees regarding workplace issues, conflict resolution (restoring balance), performance concerns, attendance management, accommodations, and disciplinary matters.
- Lead complex employee investigations and facilitate respectful, fair, and timely resolutions.
- Coach managers on performance management, employee engagement, accountability, and effective leadership practices.
- Foster positive employee relations and a culture of collaboration, trust, accountability, and respect.
- Support the development of conflict resolution and restorative approaches consistent with organizational values and Indigenous ways of knowing.
Performance Management & Employee Development
- Guide and participate in performance management and employee relations matters.
- Supervise and conduct performance and development planning for direct reports.
- Support a positive and rewarding work environment for HR staff.
- Support ongoing employment and growth opportunities.
- Oversee the BCFNJC Health & Safety Program and ensure compliance with OHS regulations.
Compensation & Benefits
- Manage the compensation program and the classification of jobs and salary ranges to ensure a competitive, equitable and transparent compensation strategy.
- Oversee employee group benefit administration and monitor programs for organizational fit.
- Work with benefits and payroll administrators to ensure competitive compensation.
CHALLENGES OF JOB
- Strong communicator, both verbal and in writing, with ability to communicate complex ideas in a simple way and tailor key messages and presentation styles to diverse audiences.
- Excellent analytical skills, problem-solving, and initiative.
- Accomplished values-based leader who is effective in communicating and collaborating with onsite and remote teams.
- Leading with passion, motivation and empathy.
- Strong attention to detail and accuracy.
- Superior planning, organizational, and facilitation skills.
- Exceptional interpersonal skills and demonstrated ability to build positive and trusting relationships and partnerships.
- Strategic thinker with ability to see the big picture and anticipate needs and associated risks.
- Ability to cultivate a positive culture grounded in respect, values, and traditions.
- Foster an environment of growth through coaching, mentoring, challenging others and providing opportunities to develop new skills.
- Demonstrated ability to display emotional resilience and the ability to withstand pressure on an ongoing basis.
- Ability to maintain strict confidentiality and discretion.
EDUCATION/EXPERIENCE REQUIRED
- Bachelor’s Degree or Diploma in Human Resources, Business Administration or related discipline.
- 7-10 years of progressive Human Resource experience, including 3-5 years in a leadership role.
- Demonstrated experience in developing and implementing HR policies, processes, and strategic initiatives.
- Demonstrated experience leading complex change. initiatives and influencing organizational outcomes. The ability to champion change, build trust, and support teams through periods of transition is essential to success in this role.
- Extensive knowledge of relevant employment legislation.
- Strong knowledge of employment legislation, human rights, privacy, occupational health & safety legislation.
- Proficiency in MS Office Suite, Applicant Tracking System (ATS), HRIS, and video-conferencing platforms.
- Valid BC Driver’s License, the use of a vehicle and ability to travel.
- A clear criminal reference check (CPIC) will be a condition of employment.
- Extensive knowledge and/or lived experience of Indigenous histories, cultures, and contemporary realities, with an understanding of how these experiences can shape workplace interactions and experiences.
- Knowledge of First Nations cultures, practices, protocols, and ways of knowing.
- Ability to build respectful and effective relationships with Indigenous individuals, communities, and partners.
- Demonstrated commitment to cultural safety, humility, and reconciliation.
- Experience working with Indigenous communities, organizations, or within the non-profit sector is an asset. Demonstrated understanding of Indigenous histories, cultures, and contemporary experiences in British Columbia, and how these shape individual and workplace experiences.
- CPHR designation or equivalent certification preferred.
- Knowledge of provincial and federal justice system and associated programs.
WORKING CONDITIONS & PHYSICAL DEMANDS
- Work is performed primarily in office or can be primarily remote. A computer will be provided for either in office or remote work.
- Work long hours using computer or other equipment.
- Occasional travel throughout the province, including remote communities, is required.
Reporting: Chief Executive Officer
Location: Any BCFNJC location or remote
Benefits: Extended benefits package that includes health and dental, personal days, paid vacation, and RRSP/TFSA savings plans
Pay Range: $110,000-$140,000 annually. Salary is commensurate with education and experience
Hours: Full-time (35hours/week); Mondays to Fridays
While we recognize the value of diversity in the workplace and welcome applications from people of all backgrounds, preference will be provided to Indigenous applicants in accordance with section 41 of the BC Human Rights Code. Candidates of Indigenous background are encouraged to self-identify on their application.
