Manager, People

DEPARTMENT:  People & Operations

POSITION TYPE:  Full Time (35 hours per week), permanent.  Some weekends and evenings required a few times during the year as it relates to grants adjudication, committee, and Board meetings.

REPORTS TO (TITLE): Director of People & Operations

LOCATION:  Our office is in downtown Vancouver; however, we provide the option to work remotely from anywhere in BC. 

OFFICE ACCESSIBILITY:  Our office is located on the 15th floor of a building with elevator access. Washrooms are gender neutral. The office has a dedicated Privacy room that is bookable and can be used for rest, sensory reduction, prayer, or other needs.

SALARY:  $129,581 to $165,576 per year based on experience. We expect someone new to the Foundation to start at the lower end of this range.

ABOUT THE LAW FOUNDATION OF BC

The Law Foundation of British Columbia (the Foundation) invests in work that empowers people and strengthens communities, aimed at creating a future where systems of law and justice support all people to live and thrive in dignity.

The Foundation makes grants using funds arising from the interest paid on lawyers' pooled trust accounts and other sources.

Through its funding, the Foundation supports many programs and services that seek to promote justice for people at both an individual and systemic level. This includes funding targeted at racial justice initiatives, supporting a network of advocacy and legal aid services, providing educational opportunities, and supporting access to legal information, to name a few.

Working at the Foundation means joining a team of passionate, hard-working professionals. We are committed to building and supporting an inclusive and respectful working environment, where all employees are valued for their contributions to our mission, and feel a sense of safety, dignity, and belonging.

We offer a comprehensive benefits program, which includes:

• generous health and dental coverage for employees, their spouses, and dependents
• 4 weeks' annual vacation to start, and late December office closure
• additional paid time off for Indigenous Leave for Ceremonial, Cultural, and Spiritual events and practices
• family friendly workplace policies, parental leave top-ups, life insurance plan, and a workplace culture with an overarching emphasis on wellness and work life balance
• RRSP contribution of 6% of salary without matching requirement
• annual wellness spending account for each employee
• generous care days (sick leave) entitlement
• flexible work arrangements
• relevant professional fees and memberships covered
• training and professional development opportunities

In its hiring practices, the Foundation strongly encourages applications from members of communities that are marginalized or that experience structural discrimination. This includes those who are Indigenous, racialized, members of non-dominant ethnic, religious, linguistic or cultural groups, newcomers, people with disabilities, and 2SLGBTQIA+ people. The Foundation believes that a workforce that represents the diversity of the communities we serve strengthens our ability to achieve our mission.

The Foundation's main office is located in Vancouver on the shared lands of the Musqueam, Squamish and Tsleil-Waututh Nations, and conducts its work throughout the homelands of Indigenous peoples across the place we now call British Columbia. The Law Foundation of BC is committed to supporting a just and meaningful reconciliation between Indigenous peoples and others in these lands.

ABOUT THE ROLE

The Manager, People (HR) is a member of the People & Operations team which supports the larger organization to create, amplify, and support innovative solutions to difficult access to justice challenges and systemic inequities that affect the well-being of diverse communities in British Columbia. 

Reporting to and working closely with the Director of People & Operations, the Managers' primary responsibility is the day-to-day management of the people operations function, including the implementation of HR policies and programs within a not-for-profit foundation context.

The Foundation is at an exciting moment in its history, with opportunities in all areas of its work to breathe life into its Strategic Plan. It is also in a period of growth following structural and operational change to respond to the new challenges it faces. While the implementation of the five strategic priorities is an all-of-Foundation endeavour, it is intended that this position advances the Foundation's mission through the key focus area of Building a Thriving Foundation, which aims to provide the Foundation with strong infrastructure and resources to serve its mandate. 

KEY RESPONSIBILITIES

Strategic HR

• Acts as strategic partner to all departments as it relates to HR matters
• Executes on the organization's human resources strategy, with a particular focus on supporting people managers in their responsibilities for staff recruitment, development, performance management, and retention within their teams
• Supports the Director of People and Operations with the workforce planning process to proactively plan and ensure that the Foundation has the right staff complement to fulfill its mandate
• Partners with Finance to support workforce planning, including headcount tracking, compensation forecasting, and analysis of people-related financial impacts
• Supports the Director of People and Operations with the review and revision of the Foundation's Employee Policy Manual on an annual basis

Employee Engagement

• Builds employee engagement strategy that supports a remote work setting
• Creates a yearly plan for in person staff engagement opportunities
• Leads and implements initiatives that contribute to employee retention and engagement
• Carries out employee engagement surveys and identifies gaps to improve our HR practices, organizational culture and values.
• Conducts staff engagement surveys to identify gaps and improve the Foundation's human resources practices, equity and overall culture
• Plans org-wide staff events and partners with the Events Coordinator as required

People Operations

• Maintains the Foundation's HRIS (BambooHR), ensuring accurate and consistent employee data and documentation
• Creates and pulls HRIS reports for the Director of People and Operations and Senior Leadership Team as needed
• Ensures that the right systems and processes are in place to support effective hiring, onboarding, evaluation, and exit processes across all teams
• Manages the Foundation's performance management program and the annual goal setting processes, ensuring employees are accessing appropriate professional development and training through this process
• Manages employee benefits including liaising with CanadaLife, myHSA, and our RRSP providers as needed
• Manages leaves, disability, and return to work
• Maintains accurate tracking and administration of vacation, sick and other leave accruals in accordance with the Foundation policy, employment legislation and ensures alignment with accounting team.
• Supports the benefit review process including identifying vendors and making recommendations to the Director of People & Operations and Executive Director regarding improvements or additions to benefits offered to staff
• In partnership with the Operations Manager, acts as a key member of the organizational Occupational Health and Safety committee and ensures appropriate WorkSafeBC Health and Safety plans are in place
• Develops and manages a Human Resource budget
• Participates and/or works closely with Accessibility Committee and supports the implementation of recommendations that flow from this committee as they relate to HR
• Ensures the employee benefits, records of employment, employment agreements, and other contracts and documentation are carried out effectively
• Maintains organizational job descriptions for all positions
• Creates and designs job descriptions in partnership with hiring manager and gathers input from appropriate team members
• Ensures the accurate application and interpretation of employee policies
• In partnership with the Manager of Operations, manages onboarding and offboarding processes
• Manages internal communication on HR matters
• Supports Finance with payroll-related reconciliations, reporting, and audit requests, as required
• Assists the Director of People and Operations on a range of policy and administrative issues and special projects, as required

Compensation management

• Supports Director of People and Operations with the year-end compensation process. This includes:
  • updating organizational salary grid to ensure it is current and up to date and is accessible to all staff
  • working with finance team to ensure that salaries are accurate and processed on time
  • preparing salary increase documentation
  • updating HRIS system
  • transparent communication to staff
• Acts as the primary HR liaison for payroll-related changes, including new hires, terminations, leave adjustments, and compensation changes

Recruitment

• Manages the Foundation's recruitment processes in a way that promotes equity and inclusion, including:
  • reviewing our hiring processes and recommending improvements;
  • partnering with hiring managers to oversee the full recruitment cycle and designing appropriate hiring processes for different positions;
  • development of job descriptions and job postings;
  • identifying appropriate hiring committees;
  • training staff on unconscious bias and best hiring practices;
  • designing interview questions based on roles;
  • supporting the hiring manager with the selection process; and
  • drafting offer letters

Organizational Learning and Training

• In partnership with hiring managers, coordinates new hire training and orientation
• Provides staff training and support as needed on HRIS system
• Designs and executes training on performance management and goal setting
• Partners with Director of People and Operations to build organizational 'people manager training strategy'
• Supports broader organization learning and development by recommending learning opportunities aligned with the Foundation's goals and values

ABOUT YOU

The Manager, People (HR) must have a combination of the following (or equivalent) education and experience:

• 5+ years of progressive human resources generalist experience, preferably in a non-profit organization
• Bachelor's degree
• CPHR (Chartered Professional in Human Resources) designation
• Experience supporting and/or training people managers with HR matters
• Experience in project and/or program management

The Manager, People (HR) would benefit from the following skills, abilities and attributes:

• Strong commitment to the Law Foundation's vision, mission, and values
• Ability to demonstrate strong leadership, good judgment, and strong ethics
• Ability to further the Foundation's work to strengthen structural inclusion through an anti-racist, intersectional approach based in a shared commitment to justice, equity, diversity, and inclusion
• Intercultural competency, cultural humility, and experience working in an environment that works to affirm the rights of disadvantaged and marginalized groups such as Indigenous peoples, members of the 2SLGBTQIA+ community, persons with disabilities, ethnic, religious or linguistic minorities, and/or women and children
• Indigenous relations cultural competencies, including:
  • showing courage and conviction in advocating for change within institutions for the betterment of Indigenous peoples, including stepping forward from a place of humility, respect, and knowledge to name needed change and to advocate for it; and
  • demonstrating cultural humility, agility, empathy, and sustained learning and development.
• Excellent written and oral communication skills, especially the ability to explain one's views clearly
• Ability to gather and apply feedback from staff, external committees (e.g., Indigenous Advisory Committee, Board of Governors, external advisors, etc.)
• High attention to detail
• Directness and openness in giving and receiving feedback
• Orientation towards improving organizational practices
• Flexibility and adaptability
• Ability to get things done either via delegation or directly
• Must be extremely well organized and able to prioritize tasks
• Ability to work independently and as part of team
• Discretion and ability to handle confidential issues
• Effective at building trusting relationships internally and externally
• Self-reflective, critical thinker about their work and the team's work, with an aim to improve systems and outcomes
• Excellent and sensitive interpersonal skills, including an ability to listen to others and learn from their best ideas, share best practices and experiences, and contribute to a learning environment
• Commitment to creating and reinforcing a transparent, accountable, mutually respectful collaborative work environment
• Ability to manage own workload, recognizing both the reality of external events beyond our control and the Foundations' desire and commitment to fostering a heathy workplace which supports employees with a range of family structures and personal commitments
• Knowledge and ability to use online project management platforms (Asana) and HRIS (BambooHR)
• Knowledge of BC employment legislation (for example, Human Rights Code, Employment Standards Act and WorkSafeBC)
• Ability to understand and navigate applicable regulatory requirements

WORK CONDITIONS

• Primarily work remotely from home, but ability to be on-site at the Foundation's office or other locations for team meetings and gatherings.

APPLICATION PROCESS

Please submit the following through this application portal:

1. Resume (upload as PDF)
2. Cover letter (upload as PDF)
3. Three references who can speak to your skills and experience (the experiences may be paid or unpaid). Please enter these directly into the provided fields in the portal. The Foundation may request that a candidate provide supplemental references if required.  We will not contact these references without providing you notice, and not until a later stage of the hiring process.

Interviews will be conducted by three to four Foundation staff by video. The Foundation typically uses MS Teams and could also set up interviews on other video platforms like Zoom. The Foundation will make appropriate accommodations, if needed, for candidates that we interview. Candidates need not disclose their reasons for accommodation requests.

To support candidate considerations around accommodations, here are some examples of past accommodations that the Foundation has provided:

• Extending interview times for candidates
• Planned breaks during the interview
• Supporting candidates using assistive technologies to reference or take notes during the interview

The Foundation provides interview questions 48 hours in advance of scheduled interview times, by email, so that candidates may prepare in a manner that suits them. For each interview conducted by the Foundation, candidates are compensated for one hour of preparation time and one hour spent in an interview, at a rate of $120 per hour. Compensation is sent by way of e-transfer.

By submitting your application, you certify that all information submitted is true, complete and correct. Any information provided in your application, any assessment documents or processes and/or an interview that is found to be false or misrepresented in any respect, may eliminate you from further consideration for employment or may result in dismissal. 

If you are interested in applying and have questions about the process, please contact Shelby Van Alstyne