Workforce Empowerment Coordinator TNDC Partnerships

LOCATION

Dease Lake, BC

STATUS

Full Time

CLOSING DATE

Open until filled.

SALARY

$85,000 - $100,000

POSITION SUMMARY

Reporting to the Vice President, Workforce Empowerment Coordinator TNDC Partnerships is responsible for maximizing workforce outcomes for Tahltan people across TNDC's partnership portfolio. The role is the portfolio lead for the Workforce Empowerment pillar of TNDC's Tahltan Prosperity Metrics, with a focus on employment, training, retention, career advancement, and leadership development.

The successful candidate will work directly with Tahltan employees, partner organizations, TCG, training providers, agencies, and other stakeholders to improve access to job opportunities and close barriers to hiring and advancement. The role will establish and monitor individual career and training plans, advocate for meaningful progression, and help partners turn workforce commitments into measurable outcomes.

This is a relationship-driven and field-oriented position. Semi-regular travel to mine sites, project locations, partner operations, and Tahltan communities will be required. When workforce activity permits, the role will also support the Vice President, Partnerships with general partner management, reporting, and governance activities.

TNDC's partnerships are intended to create long-term prosperity for Tahltan people. Workforce empowerment means more than job counts. It means helping Tahltan people access opportunities, build skills, complete training, take on greater responsibility, and progress into supervisory, management, and leadership roles.

RESPONSIBILITIES:

Workforce Empowerment Leadership

• Lead the Workforce Empowerment pillar within TNDC's Tahltan Prosperity Metrics framework.
• Establish practical annual workforce objectives and action plans with partner organizations.
• Monitor workforce outcomes across the partnership portfolio and identify where intervention is required.
• Provide recommendations to the Vice President, Partnerships on workforce risks, barriers, and opportunities.

Employment and Recruitment Advocacy

• Collect, coordinate, and improve the visibility of partner job postings and upcoming workforce opportunities.
• Connect qualified and interested Tahltan candidates with partner recruitment teams and hiring managers.
• Advocate for fair consideration of Tahltan candidates while maintaining appropriate hiring standards.
• Identify recurring recruitment barriers and coordinate with TCG, agencies, training providers, and partners to close readiness gaps.
• Encourage partners to plan workforce needs early so Tahltan candidates have time to prepare.

Career Planning, Training and Development

• Ensure the partner creates and maintains individual career and training plans.
• Coordinate with the partner to access certifications, technical training, mentorship, job shadowing, and leadership development opportunities.
• Monitor participation and progress in partner-sponsored or external training programs.
• Escalate stalled commitments, unresolved barriers, or gaps in agreed development plans.

Advancement and Leadership Pathways

• With the partner, identify Tahltan employees who are ready for increased responsibility, acting opportunities, promotion, or leadership development.
• Work constructively with partners to define the skills and experience required for advancement.
• Advocate for transparent career pathways and meaningful consideration for promotions.
• Encourage succession planning that increases Tahltan representation in skilled, supervisory, management, and leadership roles.
• Track advancement outcomes, including expanded duties, acting assignments, promotions, and job-title progression.

Partner Management and Accountability

• Build effective relationships with partner employees who have the ability to empower Tahltans with workforce related value creation (HR, Site Supervisor, Indigenous Relations, etc).
• Make workforce empowerment a regular topic in partner reviews and governance discussions.
• Monitor partner workforce commitments and support practical corrective actions where results are below expectations.
• Support the Vice President, Partnerships with general partner oversight, meeting preparation, follow-up, reporting, and relationship management.
• Help partners understand how stronger Tahltan employment and advancement outcomes support long-term partnership success and how it’s the highest impact value driver to the Tahltan nation.

Partner Management and Accountability

• Build effective relationships with partner employees who have the ability to empower Tahltans with workforce related value creation (HR, Site Supervisor, Indigenous Relations, etc).
• Make workforce empowerment a regular topic in partner reviews and governance discussions.
• Monitor partner workforce commitments and support practical corrective actions where results are below expectations.
• Support the Vice President, Partnerships with general partner oversight, meeting preparation, follow-up, reporting, and relationship management.
• Help partners understand how stronger Tahltan employment and advancement outcomes support long-term partnership success and how it’s the highest impact value driver to the Tahltan nation.

Site and Community Engagement

• Conduct semi-regular visits to mine sites, project locations, partner operations, and Tahltan communities.
• In relation to the TNDC Partnerships scope, meet with prospective Tahltan employees to understand their experience, aspirations, and barriers to advocate for their potential employment with a partner.
• Engage with site and partner leadership to validate opportunities and follow through on agreed actions.
• Maintain productive relationships with TCG employment coordinators, community agencies, educational institutions, and workforce-development organizations.

Data, Reporting and Continuous Improvement

• Maintain accurate workforce records covering employment, roles, worksites, training, certifications, development plans, promotions, and other advancement outcomes.
• Prepare concise quarterly and annual workforce empowerment reports for TNDC VP of Partnerships.
• Track partner-level performance and identify trends, gaps, leading practices, and opportunities for collaboration.
• Improve the systems, templates, and processes used to manage a large and growing workforce portfolio.
• Handle employee information with care and in accordance with applicable TNDC policies and privacy requirements.

QUALIFICATIONS AND EXPERIENCE

• 5+ or more years of relevant experience in Indigenous employment, workforce development, human resources, training, community relations, partnership management, mining operations, construction, or a related field.
• Demonstrated experience coordinating employment, training, career-development, or employee-advancement initiatives.
• Strong relationship-building skills and the confidence to work with employees, community members, partner executives, human resources teams, and operational leaders.
• Ability to manage a large portfolio, maintain reliable records, and follow through on multiple commitments.
• Excellent judgment, discretion, communication, advocacy, and problem-solving skills.
• Ability and willingness to travel regularly to remote sites and communities and to meet site-access requirements.
• Knowledge of Tahltan communities, values, priorities, and economic-development objectives is a strong asset.
• Experience in mining, construction, transportation, logistics, or industrial work environments is an asset.

Core Competencies

• Tahltan-centered service
• Relationship and trust building
• Advocacy with sound judgment
• Portfolio and case management
• Workforce planning and career development
• Partner influence and accountability
• Data discipline and executive reporting
• Field presence and follow-through

MEASURE OF SUCCESS

• Improved visibility and coordination of partner employment opportunities.
• More qualified Tahltan candidates connected to relevant opportunities.
• Individual career and training plans established and actively monitored.
• Increased completion of training, certifications, mentorship, and development programs.
• Greater movement of Tahltan employees into skilled, supervisory, management, and leadership roles.
• Clear partner workforce action plans, follow-up, and accountability.
• Accurate and timely workforce data for leadership and board reporting.
• Positive, trusted relationships with Tahltan employees, partners, TCG, and workforce agencies.

ROLE BOUNDARIES TO CONFIRM

• The role advocates and coordinates but does not replace a partner’s hiring authority or human-resources responsibilities.
• The role supports Tahltan employees but should not manage workplace complaints or investigations outside established TNDC and partner processes.
• Employee participation in career planning should be voluntary, documented, and handled with appropriate privacy controls.
• Portfolio targets should distinguish TNDC influence from decisions controlled by partner employers.
• Caseload, travel frequency, administrative support, and systems access should be reviewed after the first operating period.

Proposed First 90-Day Priorities (Maximize Tahltan Workforce Empowerment in the TNDC Partnership Portfolio)

1. Build the baseline

• Confirm the partnership and Tahltan workforce roster.
• Document existing roles, sites, training, certifications, and advancement interests.
• Identify urgent vacancies, expiring certifications, and immediate advancement opportunities.

2. Establish the operating rhythm

• Create standard partner workforce check-ins and action logs.
• Set a simple intake and referral process for jobs, training, and career-planning requests.
• Confirm working relationships with TCG, agencies, partners, and training providers.

3. Launch targeted plans

• Prioritize a manageable first group of employees and partners for development planning.
• Agree on measurable actions, owners, and follow-up dates.
• Produce an initial dashboard and recommendations for the Vice President, Partnerships.

MENTORSHIP AND KNOWLEDGE SHARING

Provide guidance, training, and mentorship to team members, especially local Tahltan workers, by sharing technical skills, safety practices, and industry knowledge in a respectful and culturally aware manner. Uphold Tahltan values and principles by fostering a work environment built on respect, teamwork, and mutual learning. Support the growth of the Tahltan workforce by helping build capacity, promoting safe and effective work practices, and ensuring that knowledge is passed on to strengthen both the team and the broader Tahltan community for the benefit of current and future generation.

CONDITIONS OF EMPLOYMENT

• Pass mandatory pre-employment drug and alcohol screening and fitness for work assessment
• Extended hours may be required during major pursuits and project planning activities
• Hybrid - with a minimum of three days per week in office
• Willingness to sign an Oath of Confidentiality
• Valid class 5 driver’s license required

Indigenous Hiring Preference

As a Tahltan-owned organization, TNDC is committed to creating meaningful employment and career development opportunities for Tahltan Nation members and Indigenous Peoples. In support of this commitment, preference may be given to qualified applicants who are Tahltan Nation members, followed by qualified applicants who identify as Indigenous.

All applicants are encouraged to apply. Hiring decisions will consider the qualifications, skills and experience required for the position, together with TNDC’s commitment to increasing Indigenous participation in our workforce.