• Lead Systems Transformation: Formulate and implement strategies that align with the Indigenous-Specific Racism & Discrimination (ISRD) policy, driving systemic change across PHSA to improve the Indigenous employee experience.
• Hardwire Cultural Safety & Humility: Integrate Indigenous-specific anti-racism approaches into all aspects of HR and operational practices, ensuring that Cultural Safety & Humility are embedded throughout People & Culture and the organization.
• Inspire and Develop Your Team: Lead the Sanya’k̓ula team by modeling the Coast Salish Teachings, fostering a climate of continuous learning, and promoting mutual respect and collaboration.
• Build Strategic Partnerships: In solidarity with the Diversity, Equity & Inclusion team, cultivate strong relationships with internal and external partners, fore fronting First Nations Rights and Title and the Indigenous right to health and embedding inclusive practices across PHSA.
• Champion Change Management: Lead initiatives that drive the eradication of Indigenous-specific racism, ensuring that Cultural Safety & Humility are at the heart of all organizational changes.
• Provide Strategic HR Oversight: Work closely with the Sanya’k̓ula Leadership team to align HR strategies with PHSA’s broader strategic goals, ensuring compliance with legislative obligations and provincial commitments.

• Formulates, implements, and evaluates goals and objectives for the designated area aligning them to the overall strategic direction of HR within the PHSA. Responsibilities include conducting an analysis of the current situation and the future requirements, developing recommendations of specific goals and objectives, and setting priorities for planning and implementing strategies in conjunction with HR leadership colleagues and corporate HR partners. Develops and administers the implementation of programs and services. Forecasts pending issues/concerns for the designated area and develops strategies to address them.
• Drives results through integrating approaches across PHSA, removing barriers, exploring opportunities within HR and operational partners, and cultivating innovation including the development of standard operating procedures and systems/processes. Collaborates with HR leaders/staff on the implications of policy and organizational direction and to ensure consistent application of HR policies, procedures, practices and directives. Collaborates with members of the HR leadership team to enable the integration of planning and to ensure all programs and services are aligned with the overall strategic plan and that HR teams are collaborative in their approach to providing consistent and qualitative customer service.
• Oversees the designated team to successfully provide expert counsel, high quality services, act as a business partner, and to embody and support PHSA values. Provides leadership to staff through coaching, guiding and modeling key behaviours/strategies, encouraging dialogue and providing guidance and advice to facilitate resolutions to work issues. Builds and mentors the team and assists team members to define shared and individual goals, meet target dates and ensure alignment of team goals with client needs. Fosters team spirit, trust and mutual respect.
• Recruits, develops and recognizes staff; outlines expectations, determines training requirements; and evaluates individual and team performance in collaboration with team leaders and appropriate internal stakeholders and peer HR staff. Defines a vision and guiding individuals and groups towards the vision; motivates teams towards attaining their maximum potential and encourages professional development.
• Leads staff in growing partnerships with clients and facilitating consensus to plan and deliver HR Services for designated area. Develops, builds and maintains mutually beneficial working partnerships, represents PHSA and their interests across various audiences and stakeholder groups, and collaborates and liaises within PHSA and various external groups including regional health organizations, Health Employers Association of BC, union partners, and other central agencies.. Negotiates both internally and externally to PHSA on a formal basis, enters into contracts and letters of understanding on behalf of PHSA, and makes decisions involving complex and diverse issues.
• Takes a lead role in planning, directing and evaluating the implementation of specific HR related change initiatives. Identifies, recommends and evaluates new initiatives and partnership opportunities, determines and negotiates resourcing requirements, and makes recommendations to the Executive Director for evaluation and approval.
• Supports the Executive Director on strategic leadership and the planning, development and management of the overall HR strategy, goals and objectives for PHSA and oversees and guides the translation of strategy into operations for designated HR area. Makes decisions that have broad implications and complexity, ensures consistency with PHSA’s overall strategic plan, and works within the boundaries of government legislation and policies as well as provincial standards and agreements.
• Monitors portfolio expenditures, carries out variance analysis and reporting, approves designated team expenditures, and supports the Executive Director with preparing summaries for fiscal reporting. Develops and recommends HR area’s operating budget.

• A level of education, training and experience equivalent to a master’s degree in human resources or a related discipline supplemented by a minimum of ten (10) years of related experience that includes working at a leadership level.
• Comprehensive knowledge of HR processes, legislation, relevant collective agreements, and principles of union/management relationships, with all aspects informed by a commitment to Indigenous-specific anti-racism and Cultural Safety & Humility. Proven interpersonal skills as a dynamic team player who can inspire and engage others, build networks, and develop trusting relationships, with a focus on fostering a culturally safe and inclusive environment. Demonstrated ability to supervise, lead, mentor, and coach staff while establishing courses of action that prioritize Indigenous perspectives and values.
• The ability to make decisions, influence change, and facilitate problem-solving is guided by a deep understanding of the systemic barriers faced by Indigenous Peoples within settler colonial institutions. Strong analytical skills, with the ability to think critically and address issues systemically, are essential in creating equitable outcomes for Indigenous staff and communities. Capable of developing and evaluating strategic plans, guiding the translation of strategy into operations with a focus on Indigenous-specific anti-racism, and managing workloads effectively to meet deadlines. Excellent communication skills, including facilitation, negotiation, and persuasion, are required to advocate for and implement culturally safe HR practices.
• In addition, the ability to lead Indigenous recruitment and enhance employee experience through a critical Indigenous-specific anti-racism lens is essential. This includes understanding the harms experienced by Indigenous people in settler colonial institutions and recognizing the structure of Whiteness embedded in healthcare. Lived experience as an Indigenous person is crucial to contextualize these impacts. Demonstrated knowledge of Canadian colonial impacts on Indigenous Peoples in social and health contexts, supported by significant knowledge of Indigenous ways of knowing and being, is necessary. Lived experience, knowledge, and appreciation of the unique history, cultures, and rights of Indigenous Peoples in Canada are required, along with a deep understanding of Indigenous health care needs, services, and issues. Familiarity with the culture, protocols, traditions, ideology and Title and Rights of First Nations, and Rights of Indigenous people and organizations in British Columbia is an asset.
• Additionally, the candidate must be able to work in solidarity with the Diversity, Equity & Inclusion team through a deep commitment to relational practice, ensuring that efforts are aligned and collaborative in fostering an inclusive environment for all.

• A level of education, training and experience equivalent to a master’s degree in human resources or a related discipline supplemented by a minimum of ten (10) years of related experience that includes working at a leadership level.
• Comprehensive knowledge of HR processes, legislation, relevant collective agreements, and principles of union/management relationships, with all aspects informed by a commitment to Indigenous-specific anti-racism and Cultural Safety & Humility. Proven interpersonal skills as a dynamic team player who can inspire and engage others, build networks, and develop trusting relationships, with a focus on fostering a culturally safe and inclusive environment. Demonstrated ability to supervise, lead, mentor, and coach staff while establishing courses of action that prioritize Indigenous perspectives and values.
• The ability to make decisions, influence change, and facilitate problem-solving is guided by a deep understanding of the systemic barriers faced by Indigenous Peoples within settler colonial institutions. Strong analytical skills, with the ability to think critically and address issues systemically, are essential in creating equitable outcomes for Indigenous staff and communities. Capable of developing and evaluating strategic plans, guiding the translation of strategy into operations with a focus on Indigenous-specific anti-racism, and managing workloads effectively to meet deadlines. Excellent communication skills, including facilitation, negotiation, and persuasion, are required to advocate for and implement culturally safe HR practices.
• In addition, the ability to lead Indigenous recruitment and enhance employee experience through a critical Indigenous-specific anti-racism lens is essential. This includes understanding the harms experienced by Indigenous people in settler colonial institutions and recognizing the structure of Whiteness embedded in healthcare. Lived experience as an Indigenous person is crucial to contextualize these impacts. Demonstrated knowledge of Canadian colonial impacts on Indigenous Peoples in social and health contexts, supported by significant knowledge of Indigenous ways of knowing and being, is necessary. Lived experience, knowledge, and appreciation of the unique history, cultures, and rights of Indigenous Peoples in Canada are required, along with a deep understanding of Indigenous health care needs, services, and issues. Familiarity with the culture, protocols, traditions, ideology and Title and Rights of First Nations, and Rights of Indigenous people and organizations in British Columbia is an asset.
• Additionally, the candidate must be able to work in solidarity with the Diversity, Equity & Inclusion team through a deep commitment to relational practice, ensuring that efforts are aligned and collaborative in fostering an inclusive environment for all.
• Demonstrated knowledge and understanding of legislative obligations and provincial commitments found in the foundational documents - including Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study - and how they intersect across the health care system.
• Models and supports full team commitment to Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety including oversight and commitment to education strategy.
• Collaborates with peers to ensure Indigenous-specific Anti-racism and ICSH are applied holistically through department as whole.
• Commitment to upholding the shared responsibility of creating lasting and meaningful reconciliation in Canada as per TRC (2015) and BC's Declaration on the Rights of Indigenous Peoples Act (2019).
• As a strong asset for consideration, we are looking for our successful candidate to have: Knowledge of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (The Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).

• Join one of BC’s largest employers with province-wide programs, services and operations – offering opportunities for growth, development, and recognition programs that honour the commitment and contribution of all employees.
• Access to professional development opportunities through our in-house training programs, including +2,000 courses, such as our San’yas Indigenous Cultural Safety Training course, or Core Linx for Leadership roles.
• Enjoy a comprehensive benefits package, including municipal pension plan, and psychological health & safety programs and holistic wellness resources.
• Annual statutory holidays (13) with generous vacation entitlement and accruement.
• PHSA is a remote work friendly employer, welcoming flexible work options to support our people (eligibility may vary, depending on position).
• Access to Work Perks, a premium discount program offering a wide range of local and national discounts on electronics, entertainment, dining, travel, wellness, apparel, and more.