The posting
ROLE PURPOSE Connective is a non-profit organization delivering a range of social services, with over 1,300 employees, the large majority members of one of three bargaining units (CUPE, BCGEU, and the Yukon Employees Union). Connective is committed to providing high-quality, person-centred programs and services to the communities we serve. People are at the core of Connective's success. The HR Business Partner is the primary HR resource for the Service Delivery VP and their leadership team. This is not a generalist role and it is not a service desk. It is a strategic partnership — the HRBP works alongside operational leaders to understand their people challenges, anticipate workforce needs, and deliver HR solutions that enable the region to achieve its service delivery objectives. The HRBP operates within Connective's three-pillar HR model. Transactional HR work is handled by Shared Services. Specialist programs and policies are owned by Centers of Excellence. The HRBP's role is to bring those resources to bear on the strategic people needs of their region — translating organizational priorities into workforce plans, coaching leaders through complex people situations, and ensuring HR activity in the region is aligned with Connective's overall direction. Success in this role requires seasoned HR experience, strong business judgment, and the ability to build genuine credibility with operational leaders. The HRBP must be equally comfortable advising on a sensitive employee relations matter and contributing to a regional workforce planning conversation. Independence of judgment, proactive thinking, and a high degree of discretion are essential. STATUS AND CLASSIFICATION Exempt. This position is open to applicants of all genders. HOURS 40 hours per week; Monday to Friday, 0830-1630. This position requires the ability to work flexible hours based on operational needs. KEY ACCOUNTABILITIES Strategic HR Partnership • Serve as the primary HR resource for the VP, Service Delivery and their leadership team, providing proactive and responsive strategic HR advice across all people matters • Partner with the regional VP to assess short and long-term workforce needs and develop HR strategies that support operational objectives • Contribute to regional workforce planning — headcount forecasting, succession considerations, capability gaps, and organizational design • Translate Connective's organizational priorities into regional people strategies, ensuring alignment between HR activity and service delivery goals • Advise on organizational structure and role design as the region evolves, including in the context of Connective's provincial expansion plans Employee Relations and People Management Support • Provide advice and guidance to managers on complex employee relations matters including performance management, misconduct, attendance management, conflict resolution, and terminations • Conduct or oversee workplace investigations into allegations of employee misconduct, providing written reports and recommendations to management • Coach managers to build their people management capability — helping them handle situations independently over time, not creating dependency on HR • Support leaders in applying Connective's HR policies consistently and in compliance with the BC Employment Standards Act, Human Rights Code, WorkSafeBC requirements, and other applicable legislation • Advise on sensitive and confidential employee situations with discretion, sound judgment, and a clear understanding of legal risk Talent and Workforce Planning • Partner with the Talent Acquisition Business Partner to identify regional hiring needs, contribute to sourcing strategy, and support hiring manager capability in the region • Identify and advise on retention risks within the region, working with leaders and CoE colleagues to develop targeted responses • Support succession conversations and talent identification within the regional leadership team • Contribute to onboarding effectiveness for new managers and key hires in the region Change Management and Organizational Effectiveness • Partner with Learning & Development and Change Management Lead to design and support change management approaches for organizational changes, restructures, or strategic initiatives within the region • Develop targeted communication plans to support employees through change, in alignment with Connective's broader communications and change strategy • Identify organizational effectiveness issues — team dynamics, structural friction, manager capability gaps — and partner with Learning & Development and Change Management Lead to develop approaches to address them • Contribute to building a healthy, engaged, and high-performing regional workforce culture Policy, Compliance and HR Excellence • Interpret and advise managers on Connective's HR policies, ensuring consistent application across the region • Ensure HR activity in the region complies with applicable employment legislation — BC Employment Standards Act, Human Rights Code, WorkSafeBC, and any relevant legislation in other provinces as Connective expands • Collaborate with the ER & Compliance Lead on complex compliance matters, investigations, and policy development • Partner with the Total Rewards Lead to ensure compensation decisions in the region are consistent with Connective's framework and internally equitable • Use HR data and people analytics to identify trends, inform decisions, and report on regional people metrics to the VP HR HR Function Contribution • Operate as an active member of the HR Business Partner team — sharing knowledge, calibrating approach, and contributing to consistent HR practice across all regions • Contribute to the development and refinement of HR programs, policies, and tools in collaboration with CoE colleagues • Participate in the broader HR transformation — this role is part of building a new function, not maintaining an existing one WORKING CONDITIONS • Function independently, while remaining a crucial member of the support team • Adhere to Connective policies and procedures • Be available to work flexible hours as needed. May include some evenings/weekends, as determined by the regional office needs and schedules EXPERIENCE AND SKILLS Required • Minimum seven years of progressive HR experience as a generalist or HR business partner, with demonstrated experience advising operational leaders on complex people matters • Proven ability to build trusted relationships with business leaders and influence decisions without formal authority • Solid working knowledge of BC employment legislation including the Employment Standards Act, Human Rights Code, and WorkSafeBC requirements • Experience supporting employee relations matters end to end — from initial advice through to investigation, outcome, and documentation • Demonstrated experience with performance management, attendance management, and workplace conflict resolution • Strong written and verbal communication skills — able to translate complex HR concepts into clear, actionable advice for operational leaders • Ability to manage competing priorities and exercise independent judgment in a fast-paced, multi-site environment • Post-secondary degree in Human Resources, Business Administration, or a related field, OR demonstrated equivalency through progressive experience and professional development Preferred • Chartered Professional in Human Resources (CPHR) designation or active pursuit • Experience working in a social services, healthcare, community services, or similarly mission-driven non-profit organization • Familiarity with multi-province employment obligations — particularly BC, Alberta, and Yukon • Experience supporting organizational change or restructure • Experience working in or alongside a unionized environment Competencies • Business acumen — understands how the organization works, not just how HR works. Asks the right questions before offering solutions. • Trusted advisor — builds credibility quickly with operational leaders. Respected for judgment, not just knowledge. • Execution and follow-through — does what they say they will do. Manages multiple relationships and priorities without dropping the ball. • Judgment in complexity — comfortable operating in ambiguous, sensitive situations. Knows when to escalate and when to resolve. • Proactive thinking — anticipates people issues before they become crises. Brings solutions, not just analysis. • Commitment to equity and inclusion — ensures HR advice and practice is fair, consistent, and free from systemic bias. REQUIREMENTS • Ability to successfully complete a Vulnerable Persons Criminal Records Check • Ability to successfully pass a reference check COMPENSATION The salary range for this position is $87,000 to $108,700. Annual salary will be negotiated based on experience and qualifications. This role will also be eligible for Connective's comprehensive benefits package. Important: Candidates must be legally authorized to work in Canada, observe their weekly hours limit if under a temporary or study visa, and provide proof of eligibility if selected for the role.
