Director of Human Resources & Payroll

Job description and duties

Salary will be in accordance with the Management Salary Grid, Level 15: $158,949 annual, plus a comprehensive benefits package.

Coast Mountain College serves six First Nations in Northwest British Columbia: Haida, Tsimshian (Ts'msyen), Nisga'a, Haisla, Gitxsan, Wet'suwet'en, and have the Tahltan nation as close neighbours. CMTN acknowledges the traditional territories its campuses reside on.

Coast Mountain College is an accredited post-secondary institution that serves the rich and diverse communities and learners of BC’s beautiful northwest region. It aims to be the college of choice for experiential, place-based learning allowing students to learn both in the classroom and in the spectacular outdoor spaces that are so unique to this part of Canada. Coast Mountain College is committed to supporting cross-cultural understanding, Indigenization of teaching and learning, and improved access to education.

The Director of Human Resources & Payroll provides strategic direction to the delivery of a wide range of employee programs and services. The Director develops department strategies and plans aimed at promoting a positive employee/labour environment; strategic advice to business leaders; strategic talent acquisition and retention; and mitigated risk to the College. The Director drives strategic initiatives that support HR goals and objectives. The Director acts as strategic advisor to the Vice President, Corporate Services & CFO, and the Senior Leadership team on complex employee relations matters. Ideally, will have had payroll responsibilities in their portfolio.

The ideal candidate is a senior HR professional with minimum 10 years’ experience in strategic HR with emphasis on employee/labour relations, preferably in a public sector, multi-union environment. They bring expert knowledge of the concepts, theories, practices and techniques of employee/labour relations, with emphasis on workforce planning, succession planning, talent acquisition/recruitment, retention, diversity, performance management, recognition, conflict resolution and related legal proceedings, collective bargaining, and collective agreement interpretation.

This position is based in Terrace, BC, with some travel required to Coast Mountain College’s other campuses in Prince Rupert and Smithers.

Dedicated to employment equity and diversity by providing a workplace that is inclusive and welcoming, it is our aim to reflect the diversity found in our unique region throughout CMTN’s workforce. All qualified candidates are encouraged to apply; Canadians and permanent residents of Canada will be given priority. Individuals who require accommodations for any part of the application process, may contact HR in confidence, prior to the closing date.

Specific Accountabilities:

This position is accountable to the Vice-President, Corporate Services & CFO for delivering innovative and proactive human resources management programs that support the strategic and operational objectives of the College.

• Leadership: Participates as a member of the VP’s leadership team, providing input to the development of the Human Resources’ over-arching strategies and sharing responsibility for its achievements and success. Advises the senior leadership team on all aspects of HR, Payroll, Occupational Health & Safety, and Labour Relations.
• Human resources strategic planning: Develops department strategies and plans aimed at promoting and supporting a positive employee/labour environment; strategic advice to business leaders; strategic talent acquisition and retention; and mitigated risk to the Institute. Drives strategic initiatives that support HR goals and objectives.
• Labour relations: Acts as strategic advisor to the VP, Corporate Services & CFO, and the Senior Leadership team on the Institute’s most critical employment and labour relations matters. Acts as the spokesperson for the College, and proactively resolves issues.
• Reporting: Works collaboratively with the VP and other HR leaders to ensure a strategic, integrated, and broad approach to all program planning, development and delivery. Fosters a collaborative and supportive team approach for all reporting areas, and with all other HR departments.
• Employee Programs: Provides strategic direction to development and delivery of employee programs and activities, including workforce planning, succession planning, talent acquisition/recruitment, retention, diversity, career management, performance management, and recognition.
• Advisory: Provides strategic direction to the delivery of advisory services that ensure effective people management practice. Fosters development of strategic, collaborative business partnerships between the HR advisory team and their client groups.
• Collective bargaining: Provides strategic direction to development of bargaining strategies; leads the Institute’s bargaining committees in collective bargaining and may act as chief spokesperson.
• Occupational health and safety: Ensures a safe and healthy workplace by developing and maintaining standards and programs.
• Relationship building: Provides strategic direction to the development of an effective employee/labour environment, leading the way to productive, collaborative relationships between management, employees, unions, and other stakeholders.
• Conflict resolution: Provides strategic direction to conflict resolution processes and legal proceedings, including those related to grievances, disputes, job action, mediation, arbitrations, and investigations, as well as board, tribunal, and provincial court matters.
• Trends in HRM: Researches best practices, trends and methods, and determines appropriate application and implementation to department programs, services and initiatives, to foster a healthy workplace environment while ensuring legal and sectoral compliance.
• Policies & procedures: Develops a framework of policies, practices and processes, ensuring the necessary controls are in place to identify and mitigate risks and leverage opportunities as they emerge. Ensures all reporting areas practice in compliance with policy, collective agreements, legislation, and jurisprudence.
• Leadership: Manages directly and indirectly reporting staff, overseeing and participating in selection, coaching, mentoring, development, performance management and all other people-management practices.

Qualifications

• Education: A bachelor’s degree in a relevant discipline (preferably HR Management), alternatively an equivalent combination of education and experience may be considered. Chartered Professional in Human Resources (CPHR) designation would be advantageous.
• Experience: A senior HR professional with 5 to 10 years’ experience in human resources with emphasis on labour relations, preferably in a public sector multi-union environment.
• Knowledge: Extensive knowledge of policies and practices in Human Resources Management, as well as current practices in wage, salary and benefit administration, job evaluation, succession planning, performance management and recruitment strategies.
• Human resources and payroll expertise: Expert knowledge of the concepts, theories, practices and techniques of labour relations, with emphasis on payroll, workforce planning, succession planning, talent acquisition/recruitment, retention, diversity, performance management, recognition, conflict resolution and related legal proceedings, collective bargaining, and collective agreement interpretation.
• Labour relations expertise: Expert knowledge of the relevant employment, labour, and human rights legislation, including experience with collective agreement interpretation, grievance administration, arbitration, and collective bargaining.
• Strategic and analytical: Understands business strategy and how to effectively translate it to an effective HR strategy. Able to set a vision for the department. Thinks strategically while being hands-on enough to dive into the details. Excellent analytical skills and ability to apply sound judgement in problem solving, evaluating courses of action, and making decision on complex employment and labour relations matters.
• Leadership and team management: Strong leadership skills and ability to manage a team of reporting HR practitioners in multiple disciplines, ability to build a strong team-based environment.
• Interpersonal communication skills: Expert relationship management skills with ability to develop productive, collaborative relationships between management, employees, unions, and other internal/external stakeholders. Expert communication, interpersonal, negotiation, and conflict resolution skills, with ability to lead collective bargaining.
• Project management: Strong project and time management skills with the ability to balance multiple priorities and projects, while delivering continuous improvement initiatives.
• Cultural knowledge and affinity: Has a sound knowledge of First Nations issues and opportunities, particularly as they relate to peoples in British Columbia. Has demonstrated affinity and passion for First Nations culture, and has a solid appreciation of the values and aspirations of First Nations.