People Manager - multiple positions

Organization Summary:

Empowered by the First Nations Leadership Council and in partnership with the provincial and federal governments, the BC First Nations Justice Council (BCFNJC) is responsible to 204 First Nations in BC. Our mandate is to reduce the overrepresentation of Indigenous people in the criminal justice system and to support Nations as they move to sovereignty over justice.

The BCFNJC is rapidly growing, and we are seeking team members who understand the gravity of this responsibility and are excited by the opportunity. Indigenous people in BC deserve world-class legal services and programs. We are seeking to hire staff who share our vision and will not stop until we reach our goal. We take our mandate seriously but also strive for a balanced, caring work environment that is respectful and supportive.

Position Summary:

Reporting to the Director of HR (Regional), the People Manager will play a crucial leadership role in BCFNJC’s HR department, within a complex work environment. The People Manager is an experienced people leader who will be responsible for various HR functions, supporting the overall HR strategy, quality assurance measures, and incorporating Indigenous ways of knowing and being into HR processes, while also ensuring compliance with labour laws and BCFNJC policies.

This role is also involved in several other aspects related to the orientation and onboarding of new hires, recruitment, retention, conflict resolution, employee and labor relations, employee wellness, leadership coaching, and other HR-related tasks. The ideal candidate will have a deep understanding of Indigenous culture and the unique challenges faced by an Indigenous-led organization.

Key Duties and Responsibilities:

The People Manager position is responsible for the following key functions:

• Provide mentorship and coaching to BCFNJC people leaders (supervisors, managers, and directors) to establish and enable a solid understanding of their respective roles in navigating HR issues with their staff. Lead the development of policies and training materials for people leaders to support them in their roles.
• Promote a positive workplace culture and foster employee engagement.
• Incorporate the various facets of the BCFNJC River of Unity, including the kinship protocol and restoring relations guidelines in the approach to establishing a culture of working well together as a team and community.
• Use restoring relations guidelines and restorative approaches as initial means to resolving workplace conflict.
• Have a solid understanding of employee and labor relations to effectively resolve conflicts and conduct investigations when a resolution cannot be reached using restorative approaches.
• Support organizational change initiatives by providing guidance and strategies that promote acceptance and adaptability among staff.
• Collaborate with hiring managers to identify staffing needs and develop job descriptions.
• Collaborate within the team of People Managers and appropriate senior leadership roles to ensure consistent approaches to Human Resources policies and procedures across the network of Bundle and Bubble portfolios.
• When necessary, provide support to recruitment and retention processes, including posting job vacancies, screening resumes, conducting interviews, completing reference checks, and making job offers.
• Gain a working knowledge of the BCFNJC compensation framework including the organization’s compensation philosophy and processes.
• Apply the compensation framework to staff performance plans and support the performance management process.
• Support the facilitation of open communication between employees, conducting investigations, and implementing strategies to promote a harmonious work environment.
• Ensure that the planning and implementation of organizational changes are successful and that employees are effectively informed and supported throughout the process.
• Maintain accurate HR records and documentation.
• Support career development, mentorship pathways, and succession planning.
• Work closely with BCFNJC’s Training and Wellness Lead, and with staff wellness Elders, to promote and support individuals and teams navigating complex and colonially impacted workplaces and spaces.
• Work collaboratively with the Training and Wellness Lead in identifying training needs and facilitating employee development programs.
• From a quality improvement perspective, gather data (gap analyses) via exit interview responses, employee surveys, and other research and pathways to keep a pulse on successes and challenges for staff throughout their employment journeys, to enable HR to support change where needed.
• Establish and maintain an in-person presence and respectful relationships with staff at Indigenous Justice Centres within the assigned regional portfolio.
• Conduct exit interviews and coordinate offboarding procedures.
• Work deferentially and in collaboration with the Regional HR Directors to develop, maintain and communicate HR policies and procedures, and ensure consistent application of policies and procedures across the organization.
• Collect and analyze HR metrics and data to drive informed decisions.
• Prepare HR reports for management.
• Research, develop, and maintain the organization’s policies and guidelines to support the direction of the organization’s Justice Strategy.
• Willing and able to be hands-on as needed and as appropriate.
• Maintain a high level of confidentiality and discretion on all matters.
• Perform other related duties as assigned.

Qualifications and Experience:

• HR diploma or business degree with a focus on human resources.
• 3-5 years of leadership experience.
• CIHRP or CPHR BC designation an asset.
• 2-5 years of progressive Human Resources experience.
• Education and/or experience in trauma-informed practices.
• Knowledge of First Nations history, current context, and processes of colonialism.
• Experience and/or education in conflict resolution.
• Experience in using trauma-informed and restorative approaches to resolving workplace challenges and restoring balance to relationships (conflict resolution).
• Demonstrated knowledge of the human resources field and well-versed in the laws and regulations related to the full employee life cycle.
• Understanding of personnel and compliance records management.
• Benefits administration experience would be an asset.
• A clear criminal reference check (CPIC) will be a condition of employment.
• Demonstrated ability to foster learning & development of others through coaching, managing performance and mentoring to stretch and challenge others to develop and achieve new skills/competencies.
• Demonstrated ability to display emotional resilience and the ability to withstand pressure on an on-going basis.
• Excellent leadership and organizational skills.
• Effective verbal and written communication skills, with interpersonal skills and ability to foster and work within a multidisciplinary remote team environment.
• Ability to maintain strict confidentiality and demonstrate a high level of tact and good judgment in dealing with sensitive issues.
• Able to work independently with minimal day-to-day supervision as well as working within a collaborative team framework.
• Demonstrated ability to problem solve and take initiative.
• Strong organization, file management, and stress management skills with a high attention to detail.
• Demonstrated ability to exhibit a high level of emotional intelligence in navigating a complex working environment

• A clear criminal reference check (CPIC) will be a condition of employment.

Job Description: People Manager

Reporting: This position reports to the Regional Human Resources Directors

Location: Any BCFNJC location, Hybrid or Remote, BC

Benefits: Extended benefits package that includes health and dental, personal days, paid vacation, and RRSP/TFSA savings plans

Pay Range: Starts at $85,000-$100,000. Salary will be commensurate with experience and education.

Hours: Full-time (35hours / week); 8:30am - 4:30pm 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.