Connective is a dynamic non-profit organization that provides innovative programming in the social services sector. We strive to create safe, healthy, and inclusive communities for all.
ROLE PURPOSE
Connective is a non-profit organization delivering a range of social services, with over 1,300 employees, the large majority members of one of three bargaining units (CUPE, BCGEU, and the Yukon Employees Union). Connective is committed to providing high-quality, person-centred programs and services to the communities we serve.
Connective operates in a complex labour relations environment across multiple jurisdictions.
We are in an active period of organizational transformation and provincial growth. As part of a broader HR restructure, we are building a strategic HR function anchored in the Ulrich three-pillar model. The Employee Relations & Compliance Lead is one of the most senior and specialized roles in that model owning Connective's labour relations practice, employee relations function, and HR compliance framework across all current and future operating jurisdictions.
This is a role for a seasoned labour relations practitioner. Connective's workforce is predominantly unionized across three bargaining units, and the organization is planning expansion into Alberta, Saskatchewan, and Ontario within the next two to three years. The ER & Compliance Lead will be the organization's internal expert on everything from day-to-day collective agreement administration and grievance management to multi-jurisdictional compliance and policy development.
Collective bargaining at Connective is coordinated through CSSEA, the Community Social Services Employers' Association, established under BC's Public Sector Employers Act. The ER & Compliance Lead does not attend the bargaining table. Instead, their labour relations mandate centres on the skilled administration and application of negotiated agreements, the management of grievances, and ensuring Connective's operational practices remain compliant with its collective agreement obligations.
LOCATION
Hybrid, British Columbia.
STATUS AND CLASSIFICATION
Exempt. This position is open to applicants of all genders.
HOURS
40 hours per week; Monday to Friday, 0830-1630.
WHAT WE OFFER?
- Committed Living Wage Employer
- 2022, 2023 and 2025 Canadian Nonprofit Employer of Choice Award from NEOC
- 2023 High-Performance Culture Award from Supporting Lines
- Competitive benefits package, including health, wellness, and pension plan
- Career and personal development, with the ability to grow in a diverse range of programs and departments
- Access to a range of staff mental health supports, including an in-house counsellor, Employee Family Assistance Program, and Critical Incidents Stress Management
- Access to On-Demand Pay to withdraw earned wages before payday
- Connective is part of a portability program where employees moving from a CSSEA-member employer to Connective will port their service hours for vacation and wage purposes (within last 12 months)
KEY ACCOUNTABILITIES
Labour Relations
- Serve as Connective's primary internal resource for collective agreement administration, interpreting, applying, and advising on obligations under the CUPE, BCGEU, and Yukon Employees Union collective agreements
- Manage the grievance process end to end, receiving and tracking grievances, conducting reviews, preparing written responses, and recommending resolution strategies in consultation with the VP People and Culture and in-house legal counsel where required
- Advise HR Business Partners and operational managers on collective agreement obligations, ensuring consistent and defensible application across all regions and bargaining units
- Build and maintain productive working relationships with union representatives across all three bargaining units, approaching labour relations from a foundation of good faith and mutual respect
- Monitor grievance trends and arbitration developments relevant to Connective's collective agreements, identifying patterns and advising on proactive responses
Prepare and maintain documentation related to grievance proceedings, letters of understanding, and memoranda of agreement as required
- Support the organization's preparedness for collective bargaining cycles, while CSSEA leads bargaining, ensure Connective's operational experience and compliance concerns are well-documented and communicated
Employee Relations and Investigations
- Own complex employee relations matters referred by HR Business Partners, including formal investigations into allegations of misconduct, harassment, discrimination, or workplace conflict
- Conduct workplace investigations end to end: intake, investigation planning, witness interviews, evidence review, written findings, and recommendations, engaging in-house legal counsel for matters of significant complexity or legal risk
- Advise managers and HR Business Partners on disciplinary processes, ensuring procedural fairness, proportionality, and compliance with collective agreement requirements and applicable legislation
- Support termination decisions, advising on process, documentation requirements, and legal obligations under relevant collective agreements and employment legislation
- Identify patterns in employee relations matters across the organization and advise the VP People and Culture on systemic issues and preventative approaches
- Provide coaching and guidance to HR Business Partners on the boundary between generalist ER advice and matters requiring specialist escalation
Multi-Jurisdictional Compliance
- Maintain current working knowledge of employment legislation across all jurisdictions in which Connective operates: BC Employment Standards Act, BC Labour Relations Code, BC Human Rights Code, Workers Compensation Act, Yukon Employment Standards Act, and Yukon Human Rights Act
- Build and maintain compliance knowledge for planned expansion jurisdictions — Alberta Employment Standards Code, Alberta Labour Relations Code, Saskatchewan Employment Act, and Ontario Employment Standards Act and Labour Relations Act — ensuring Connective is operationally ready before entering new provinces
- Monitor legislative changes across all current and planned jurisdictions, advising the VP HR on compliance implications and required organizational responses
- Advise on jurisdiction-specific obligations as Connective expands; including notice requirements, termination entitlements, leave obligations, and union certification processes that may differ materially from BC
- Partner with in-house legal counsel on matters that carry significant legal or regulatory exposure across jurisdictions
HR Policy Development and Maintenance
- Own Connective's HR policy library for employment relations, conduct, attendance, leave, and compliance-related frameworks, reviewing, updating, and drafting policies as required
- Ensure all HR policies reflect current legislative obligations across Connective's operating jurisdictions, and are updated proactively as the organization expands into new provinces
- Ensure collective agreement obligations are consistently reflected in organizational policy and operational practice
- Partner with the Director, HR Operations and Corporate Services to ensure Shared Services staff are administering policies correctly and consistently
- Develop plain-language policy summaries and manager guidance documents that make compliance accessible to operational leaders
- Maintain clear policy boundaries with the Total Rewards Lead, compensation, benefits, and recognition policies remain within Total Rewards; this role owns employment relations, conduct, leave, and compliance policy
HR Function Contribution
- Serve as a specialist resource to all four HR Business Partners; available for consultation on complex ER and LR matters within their regions without owning the regional relationship
- Contribute to manager capability development in collaboration with the L&D Lead, developing training on progressive discipline, investigations, and collective agreement administration
- Partner with the TA Lead to ensure recruitment practices comply with collective agreement obligations regarding posting, seniority, and hiring processes
- Contribute to the broader HR transformation, this role is part of building a new function and establishing expert practice from the ground up
WORKING CONDITIONS
- Function independently, while remaining a crucial member of the support team
- Adhere to Connective policies and procedures
- Be available to work flexible hours as needed. May include some evenings/weekends, as determined by the regional office needs and schedules
EXPERIENCE AND SKILLS
Required
- Minimum ten years of progressive experience in employee relations and labour relations, with demonstrated experience managing a heavily unionized workforce across multiple bargaining units
- Proven expertise in collective agreement administration and interpretation — able to read, apply, and advise on CA obligations with confidence and precision
- Demonstrated experience managing grievances end to end — from intake through response, escalation, and resolution
- Experience conducting workplace investigations independently — intake, planning, interviewing, documentation, findings, and recommendations
- Strong working knowledge of BC employment and labour relations legislation: Employment Standards Act, Labour Relations Code, Human Rights Code, and Workers Compensation Act
- Demonstrated ability to advise operational managers and senior leaders on complex, sensitive ER and LR matters with sound judgment and clear communication
- Experience developing or significantly updating HR policies in a unionized environment
- Chartered Professional in Human Resources (CPHR) designation — required
- Post-secondary degree in Human Resources, Industrial Relations, Law, or a related field, OR demonstrated equivalency through progressive experience and professional development
Preferred
- Experience working within the BC community social services sector, or a comparably complex non-profit or publicly-funded environment
- Working knowledge of Alberta, Saskatchewan, or Ontario employment and labour relations legislation
- Experience supporting an organization's entry into a new operating jurisdiction; building compliance frameworks ahead of operational launch
- Familiarity with CSSEA, the Community Social Services Employers' Association, and the collective bargaining environment in BC's community social services sector
- Experience working alongside in-house or external legal counsel on complex labour relations and employment law matters
COMPETENCIES
- Labour relations expertise; deep, current knowledge of collective agreement administration and the BC labour relations environment. Reads a collective agreement the way others read a contract; with precision and practical judgment.
- Investigation rigor; conducts investigations that are procedurally fair, well-documented, and defensible. Knows when the situation requires legal involvement and acts accordingly.
- Multi-jurisdictional awareness; understands that employment obligations vary materially across provinces and builds compliance knowledge proactively, not reactively.
- Sound judgment under pressure; makes defensible decisions in sensitive, high-stakes situations without needing escalation for every difficult call.
- Clarity of communication; translates complex legal and contractual obligations into clear, actionable advice for managers and HR colleagues. Writes with precision.
- Relationship with unions; approaches union relationships professionally and in good faith. Understands that effective labour relations is not adversarial by default.
- Policy thinking; sees the policy implications of operational decisions and builds frameworks that are durable, not reactive.
REQUIREMENTS
- Ability to successfully complete a Vulnerable Persons Criminal Records Check
- Ability to successfully pass a Reference Check
COMPENSATION
The salary range for this position is $87,000 to $108,700. Annual salary will be negotiated based on experience and qualifications. This role will also be eligible for Connective's comprehensive benefits package.
Important: Candidates must be legally authorized to work in Canada, observe their weekly hours limit if under a temporary or study visa, and provide proof of eligibility if selected for the role.
INCLUSION
At Connective, we value and accommodate unique differences to ensure that our staff have the opportunity and are supported to thrive. To build a strong and representative workforce, we strongly encourage applications from BIPOC, LGBTQ2S+ people, immigrants, and people with disabilities or other marginalized communities.
For more information on Connective’s services and locations, visit our website at https://connective.ca/
