Employee Health & Wellness Advisor

Interior Health is hiring a term-specific, full-time Employee Health & Wellness Advisor who is passionate about making a difference in healthcare. In this role, the Advisor contributes to Interior Health’s strategic objectives by reducing disability duration, supporting workforce sustainability, and enabling timely, safe, and effective stay-at-work and return-to-work outcomes.

The anticipated end date of this role is March 31, 2027, or upon return of the incumbent. This position is flexible within British Columbia and offers a work-from-home arrangement.

What we offer:
• An attractive remuneration package
• Excellent career prospects
• Employer paid training/education
• Employer paid vacation
• Employer paid insurance premiums
• Extended Health & Dental coverage
• Work-life balance
• May be eligible to contribute to MPP, if previously enrolled within 30 days

Salary range for the position is $76,111 to $109,409. Interior Health establishes salaries within the minimum and maximum of the salary range based on consideration of the qualifications, experience of the applicant, and an internal equity review of the salaries of other employees.

How will you create an impact:
The Employee Health & Wellness Advisor supports employees requiring Employee Health & Wellness services through the development and management of comprehensive Stay at Work/Return to Work (SAW/RTW) programs after onset of illness/injury to mitigate the associated disability burden. The Employee Health & Wellness Advisor develops, implements, monitors, and updates comprehensive case management plans that include early intervention; provision of rehabilitation services; and treatment referrals, return to work management, vocational rehabilitation services, and/or implementation of duty to accommodate agreements.

The Employee Health & Wellness Advisor promotes disability management best practice; provides expert advice and training; maintains financial accountability; and liaises and negotiates with key partners that include employees, managers, unions, insurance carriers, treatment providers, Employee & Labour Relations, and lawyers to create effective opportunities for SAW/RTW arrangements.

What will you work on:
• Develops, implements, monitors, and evaluates complex and comprehensive case management plans for ill/injured employees to address SAW/RTW and/or work accommodation barriers through consultation with medical and rehabilitation practitioners, third party insurance carriers, managers, unions, Employee & Labour Relations, and employees.
• Establishes innovative and creative short- and long-term solutions to reduce employee absences and facilitate SAW/RTW and medical duty to accommodate arrangements, reducing the disability burden on the organization. Identifies systemic barriers to RTW and facilitates unit-specific solutions to support and promote suitable transitional work or work accommodations for ill/injured employees. Mitigates risk and financial liability in the event of Enhanced Disability Management Program (EDMP) disputes, disability management or medical Duty to Accommodation related grievances, arbitrations, mediations, and/or human rights complaints. Must be able to support disability management decisions at all levels of the dispute process.
• Develops individualized rehabilitation plans through negotiation and collaboration with external agencies including WorkSafeBC, ICBC, and Canada Life to facilitate safe and durable SAW/RTW or work accommodation agreements for employees. Assesses and interprets medical information, including discussions with medical practitioners, to assess fitness for work and/or to substantiate requirements for medical work accommodation.
• Provides disability management expertise through consultation and support to leaders, employees, and others regarding the administration of EDMP collective agreement language and other disability-related legislation and policies to ensure their consistent application and to create supportive, successful RTW outcomes.
• Promotes and demonstrates constructive, open, and direct communication with all partners (employees, unions, managers, Employee & Labour Relations, treatment providers, third parties) to negotiate effective case management plans and/or to raise and address controversial issues in a constructive manner. Serves as the focal point for centralized communication and coordination of the rehabilitation plan.
• Provides disability management best practice guidance through coaching and/or mentoring to colleagues and clients. Directs the administrative level on process-related functions, as applicable.
• Assesses workplace exposure to ergonomic risks and provides recommendations on interventions such as engineering controls, administrative controls, and training.
• Performs job task analyses and advises departments regarding changes to job design and practices that will reduce the risk for injuries.
• Develops, implements, and evaluates instructional programs and training materials to assist managers, supervisors, and staff in such areas as musculoskeletal injury prevention, RTW, and duty to accommodate.
• Remains current on disability management, human rights, and other related legislation; healthcare collective agreements; and Health Authority policy and procedures to ensure Interior Health Employee Health & Wellness programs are current and within legislative and/or collective agreement requirements.
• In alignment with IH’s Occupational Health & Safety Program, employees shall adhere to all Occupational Health and Safety policies and procedures at all times and attend all required training. Employees are responsible to report any identified hazards, unsafe conditions or incidents to the manager or supervisor immediately.
• Performs other related duties, as assigned.

Come join our team and see why we’re one of ! Explore our extensive benefits, career growth opportunities, and lifestyle in one of the most beautiful and diverse regions of Canada. Ready to love where you live and work?

Honouring Interior Health’s commitment to Truth and Reconciliation and the Declaration on the Rights of Indigenous Peoples Act (DRIPA), and Pursuant to Section 42 of the BC Human Rights Code, preferential consideration and/or hiring will be given to qualified applicants who self-identify as Indigenous (First Nations, Métis, or Inuit).