26-140 - Senior Director, Human Resources

About the Opportunity

The Senior Director, Human Resources (HR), is MNBC’s senior human resources executive, reporting to the Chief Operating Officer and working closely with the Chief Executive Officer and the senior leadership team. The role provides organization-wide leadership of the human resources function, with primary accountability for labour and employee relations, workforce management, strategic HR planning and programming, and the sound, consistent and lawful administration of HR policy, compensation, payroll and benefits.

The Senior Director is the organization’s authority on employment matters. The role advises executives and managers on all aspects of the employment relationship, manages employee relations risks, leads investigations and dispute resolution, and ensures that MNBC’s workforce is properly structured, classified, resourced and costed to deliver on the Nation’s mandates. It leads the Human Resources department, oversees its budget, and is accountable for establishing a disciplined, efficient, service-oriented HR function grounded in clear policy, accurate data and consistent practice.

The role ensures that people decisions across MNBC reflect Métis values and align with the organization’s financial and strategic plans. It brings a strong operational and compliance focus, ensuring that decisions are fair, defensible and well documented.

Duties and Responsibilities

Human Resources Strategic Leadership

• Serve as the senior HR advisor to the Chief Operating Officer, Chief Executive Officer and senior leadership team on all employment, workforce and organizational matters.
• Lead the development and execution of an HR operating plan that supports MNBC’s strategic and operational priorities and the COO’s direction for organizational effectiveness.
• Establish the Human Resources department’s service model, standards, processes and accountabilities, ensuring timely, consistent and high-quality service to ministries and managers.
• Provide executives and managers with clear, practical direction on their people-management obligations and the consistent application of policy. Hold leaders and the HR function accountable for applying policy consistently across the organization.

Labour & Employee Relations

• Lead MNBC’s labour and employee relations function, directing the management of complex and sensitive employee matters, performance management, discipline and terminations.
• Provide expert advice to executives and managers on employment contracts, progressive discipline, accommodation, attendance management, and separation and severance decisions, ensuring decisions are defensible and properly documented.
• Oversee workplace investigations, including complaints of harassment, bullying, discrimination and misconduct; ensure investigations are fair, timely and procedurally sound, and engage external investigators where appropriate.
• Manage employment-related disputes, grievances, complaints and claims (including Employment Standards, Human Rights and WorkSafeBC matters) and coordinate with legal counsel, as needed, on litigation, settlements and risk mitigation.
• Where employees are or become represented by a bargaining agent, lead collective agreement administration, grievance management and the planning and conduct of collective bargaining.
• Foster a respectful, psychologically safe and productive workplace. Support this environment through strategic programming, early intervention, conflict resolution and consistent application of standards of conduct.

Workforce Management & Planning

• Lead workforce planning across MNBC, aligning organizational structures, positions and staffing levels with approved budgets, funding agreements and program requirements.
• Maintain an accurate position control and management framework, including the creation, change, reclassification and deletion of positions.
• Lead or support organizational design, restructuring and change initiatives, including reorganizations, position reviews, workforce adjustments, layoffs and redeployments, ensuring compliance with employment obligations and minimizing organizational risk.
• Oversee strategic sourcing, recruitment and selection, and an efficient and effective onboarding process. Ensure these activities are timely, merit-based and consistent with MNBC policy, Métis hiring priorities and funding requirements.
• Develop and monitor workforce metrics (e.g., headcount, vacancy, turnover, time-to-fill, absenteeism, overtime and labour cost) and report regularly to the COO and senior leadership.
• Support succession planning for critical roles and the development of a capable, stable Métis and non-Métis workforce.
• Oversee employee and leadership development, performance management processes and organization-wide learning and training requirements, including mandatory and compliance training.

Compensation, Classification, Payroll & Benefits

• Oversee MNBC’s job evaluation and classification system, ensuring job descriptions are current and positions are consistently and equitably classified.
• Direct the administration of the pay plan and salary policies, including placement on hire, increments, acting pay and market adjustments, in alignment with approved budgets.
• Oversee accurate, timely and compliant payroll operations. Work closely with Finance on payroll controls, reconciliations, labour costing and year-end requirements.
• Manage the strategic planning and delivery of group benefits, pension/retirement savings and leave programs, including vendor relationships, renewals, cost management and employee communications.

HR Policy, Compliance & Risk

• Develop, update and implement HR policies and procedures, ensuring they are clear, consistently applied and compliant with applicable legislation and MNBC’s governance framework.
• Ensure organizational compliance with the BC Employment Standards Act, Labour Relations Code, Human Rights Code, Workers Compensation Act and other applicable employment, privacy, and occupational health and safety requirements.
• Ensure the integrity, security and confidentiality of employee records and personnel information.
• Identify and manage employment-related risk and advise the COO on matters that may carry legal, financial or reputational exposure for the Nation.

HR Operations, Systems & Reporting

• Oversee the Human Resources Information System (HRIS) and related processes to ensure accurate employee data and efficient HR transactions and effective user experience.
• Provide accurate and timely HR reporting to the COO, senior leadership and, as required, the Board, and support reporting obligations under funding agreements.
• Oversee HR operational efficiency with all employee transactions, supporting process improvement and a positive employee experience.

Departmental Leadership & Budget

• Lead, develop and enable the Human Resources management team and staff, and hold the team accountable for results.
• Develop, implement and monitor the Human Resources department budget, and forecast HR-related costs across MNBC, including recruitment, training, benefits and labour and employee relations.
• Ensure that the overall employee experience reflects Métis cultural values and MNBC’s values by integrating them into HR policy, practice and programs.

General

• Participates in committees and project teams as required.
• Undertakes related duties as assigned, consistent with the job grade of the position.
• Other duties may be assigned as needed to ensure the efficient operation of MNBC.
• Regular/occasional attendance at meetings/events that may require work and travel outside of normal business hours.

Key Working Relationships

• Internal: Chief Operating Officer, Chief Executive Officer, senior leadership team, ministry executives and managers, Finance, and employees across MNBC.
• External: legal counsel, workplace investigators, benefits and payroll providers, regulatory bodies (e.g., Employment Standards Branch, BC Human Rights Tribunal, WorkSafeBC), and, where applicable, bargaining agents.

Supervision Given

• Directly 2-3 HR leaders and indirectly up to 14 HR employees.

Qualifications

Education & Designation

• Bachelor’s degree in Human Resources, Business Administration, Industrial/Labour Relations or a related field from a recognized post-secondary institution.
• Chartered Professional in Human Resources (CPHR) designation required, or eligibility to obtain within an agreed timeframe.
• Training or certification in workplace investigations, labour relations or employment law is considered an asset.
• A combination of relevant experience, education and training will be considered.

Experience

• Minimum ten (10) years of progressive human resources experience, including at least five (5) years with direct responsibility for labour and employee relations.
• Minimum five (5) years in a senior HR leadership role managing an HR team and budget.
• Demonstrated experience managing complex employee relations files, workplace investigations, terminations and employment disputes.
• Experience in workforce planning, position control, job evaluation/classification and organizational restructuring.
• Experience in a unionized environment, including collective agreement administration and bargaining, is considered an asset.
• Experience in an Indigenous government, organization or public-sector setting is considered an asset.

Knowledge, Skills & Abilities

• In-depth knowledge of BC employment standards, human rights and occupational health and safety legislation, and of related case law and best practice.
• Proven ability to navigate complex employee issues with due diligence, care and sound judgement. Has the ability to provide clear, decisive and defensible advice on sensitive and high-risk matters.
• Strong negotiation, conflict resolution and mediation skills.
• Demonstrated ability to develop and apply HR policy consistently and fairly across an organization.
• Strong analytical skills and demonstrated experience using HR metrics and workforce data to inform decisions.
• Working knowledge of payroll, benefits and compensation administration, and of HRIS platforms.
• Excellent written and verbal communication skills, including the ability to prepare briefing notes and reports for executives.
• Strong leadership and supervisory skills; ability to build and grow a professional, accountable and service-oriented team.
• High degree of discretion, integrity and professionalism in handling confidential information.
• Proficient with Microsoft 365 and related software.
• Knowledge and/or awareness of the historical and contemporary contributions made by Métis people in B.C.

Other Requirements

• Possession of, or the ability to obtain, a valid Class 5 driver’s licence may be required.
• The position may require the completion of a Criminal Record Check and Vulnerable Sector Check.