Associate Director, People & Culture

Join to apply for the Associate Director, People & Culture role at First United Church Community Ministry Society.

FIRST UNITED is a registered charity that has been serving Vancouver’s Downtown Eastside community for 140 years. We offer responsive, low‑barrier services to individuals who are low‑income, under‑housed or homeless. We pursue dignity, belonging, and justice to meet the daily needs of community members while engaging in systems change work to reduce homelessness and break cycles of poverty.

WHAT WE OFFER

• Salary: $85,982 - $95,465 per year.
• Annual salary progression for all staff.
• Comprehensive and 100% employer‑paid health benefits including extended health and dental plan for regular staff, spouses and dependents.
• United Church of Canada defined benefit pension plan; employee contribution rate 6%, employer contribution rate 9%.
• Life insurance, Long‑term Disability, and AD&D benefits.
• 20 days of paid annual vacation.
• 13 statutory paid days off every year and 12 days of paid sick leave.

Each job within the First United Church Community Ministry Society should promote our accomplishment of our vision, mission, and values.

GENERAL DESCRIPTION

The Associate Director, People & Culture will join the Senior Leadership Team to lead all aspects of human resources, staff and culture strategy. This role will steward FIRST’s culture, develop our people, and ensure our organization continues to thrive as an inclusive, impactful, and values‑driven workplace. The successful candidate will strengthen employee engagement, build succession and stability, and lead HR systems that recruit, develop and retain top talent in support of the organization’s vision.

SPECIFIC DUTIES & RESPONSIBILITIES

HUMAN RESOURCES

• Develop and lead a comprehensive People & Culture strategy aligned with FIRST vision and goals.
• Serve as a trusted advisor to the Senior Leadership Team on all HR‑related matters.
• Champion an inclusive workplace culture centered in our pillars of dignity, belonging and justice.
• Execute on HR initiatives in collaboration with the People & Culture team.
• Provide leadership to the People & Culture team.
• Enhance organizational capacity and employee engagement.
• Oversee all employee life‑cycle programs: recruitment, hiring, onboarding, performance, learning and development, engagement and off‑boarding.
• Provide guidance on compensation, benefits, leave, disciplinary matters, disputes and investigations, and occupational health and safety.
• Ensure HR policies and practices are compliant with employment legislation and employee relations compliance.
• Manage employee relations, conflict resolution, and workplace investigations with dignity and integrity.
• Optimize HR systems, tools, and processes to improve efficiency and service delivery.
• Use data and analytics to inform decision‑making and workforce planning. Monitor and ensure compliance with provincial and federal employment laws and regulations, and recommend best practices.
• Research and identify trends, best practices, regulatory changes, and new technologies in human resources, talent management and employment law; apply this knowledge to integrate changes in policy, practice and culture.
• Develop and implement departmental budget.
• Facilitate professional development, training and certification activities for HR staff.
• Coordinate with senior leadership to ensure departments are well‑resourced to facilitate professional development, training and certification activities for all departmental staff, as needed.
• Perform other duties as required.

KNOWLEDGE & SKILLS

• Exceptional team player, flexible in sharing roles and responsibilities.
• Strong ability to exercise discretion and maintain confidentiality.
• Strong people leader with experience leading inclusive, thriving workplaces.
• Ability to exercise sound judgement, develop People & Culture strategy, plans and processes.
• Experience working in the not‑for‑profit sector.
• Strong recruitment and talent acquisition skills.
• Demonstrated ability to make decisions, work well under pressure, meet deadlines and adapt to change.
• Strong project management skills: ability to manage multiple projects and support multiple priorities simultaneously.
• High level of professionalism and ethics.
• Strong attention to detail.
• Excellent written and verbal communication skills.
• Experience with grievances, discipline and union environments.
• Coaching skills.
• Positive energy.
• Has engaged in equity and inclusion training (i.e. anti‑racism, anti‑oppression, JEDDI).

EDUCATION & EXPERIENCE

• Bachelor’s degree or equivalent education and experience in People & Culture and/or Human Resources.
• Professional designation such as CPHR, CHRL or HCS.
• Minimum 5 years of progressive HR leadership experience, with strong HR Generalist expertise.
• Previous experience in a unionised environment.
• Experience implementing HR strategy in complex, multi‑stakeholder environments.
• Skilled in negotiation, mediation, conflict resolution, bargaining and employee relations.
• Deep commitment to equity, diversity and inclusion.
• Able to balance being both strategic and executing initiatives.
• Strong verbal and written communication skills.
• Ability to thrive in a fast‑paced environment.
• Strong analytical and problem‑solving capabilities.
• Thorough knowledge of employment‑ and labour‑related laws and regulations.
• Proficiency with or willingness to quickly learn the organisation's HRIS and talent management systems.
• Proficient with Microsoft Office Suite or related software.

SCOPE OF RESPONSIBILITY

Supervisory responsibility

• HR Generalist
• Senior Operations Coordinator

Latitude

The Associate Director, People & Culture reports to the Senior Director, Finance and Administration. This individual collaborates frequently with colleagues in leadership, management, as well as with bargaining unit staff.

INTERNAL/EXTERNAL RELATIONSHIPS

• Regular communication is maintained with all levels of staff and management as work is assigned and completed, and information exchanged on an ongoing basis.
• CSSEA: intermittent communication with Community Social Service Employers Association relating to First United’s CSSEA membership, HR and Labour Relations Support from CSSEA, and Collective Bargaining.
• UFCW1518: regular communication with job stewards and union rep regarding composition of committees, scheduling of disciplinary meetings, OH&S and Joint Labour meetings.