Advisor, People & Development

Destination British Columbia; Vancouver; Hybrid; CAD 78,000 - 111,000; Full time

Benefits offered by this job

Hybrid work option

Accommodations during hiring process

Work from home flexibility

Job summary

Destination BC seeks an Advisor, People and Development to provide strategic HR advice across engagement, recruitment, analytics, learning, change and labour relations. You will partner with leaders to deliver people-focused programs and enable a collaborative, inclusive workforce.

You will balance long-term strategic priorities with day-to-day operations, ensuring accurate HR services and continuous improvement in a hybrid Vancouver role.

Qualifications

• Minimum of three years' progressive HR experience across programs and services.
• Three+ years leading full-cycle recruitment activities.
• Experience analyzing workforce data and delivering actionable insights.
• Experience advising on employee relations matters.
• Ability to build relationships with employees, leaders and partners.

Responsibilities

• Provide strategic and operational HR advice to leaders and staff.
• Support employee engagement, recruitment, onboarding, learning and development.
• Develop and implement HR policies and programs aligned with org goals.
• Deliver training and coaching to leaders on HR policies.
• Prepare regular HR reports to support improvement efforts.
• Champion DEI, accessibility, and reconciliation in HR programs.

Skills

Employee engagement

Recruitment

HR analytics

Learning & development

Organizational change

Employee relations

DEI & reconciliation

Project management

Education

Bachelor’s degree in HR

Diploma in HR

Certificate/course in HR

Five years of relevant experience

Job description

Position: Advisor, People & Development

Classification: Band 2

Salary: $78,400.17 - $110,800.21 annually

Status: Full-time, Temporary (19-Months)

Location: Vancouver, BC

Work Option: Hybrid

Flexible work options are available, subject to an approved telework agreement; Hybrid work is available for employees residing within the Vancouver, Coast and Mountains (VCM) region and enables employees to telework from their home up to 3 days a week with in office days on Wednesdays and Thursdays.

Closing Date: November 6, 2026 at 4pm

Position #: 00123202

Competition #: DBC 2026-13

You must be a Canadian citizen, permanent resident or hold a valid work permit to apply for this temporary opportunity.

The initial salary for this position will start at the beginning of the listed salary range with the opportunity to advance up the pay grid in annual increments. An eligibility list may be established.

At Destination BC, we are passionate about showcasing the transformative power of British Columbia’s travel experiences with the world. As a Provincially funded Crown corporation, we support BC’s tourism industry through global marketing, destination development, industry learning, community programs, and visitor services. Recognized globally for our authentic brand, award-winning marketing, and innovative destination management, we work collaboratively to strengthen BC’s tourism industry.

We offer exciting and meaningful work in a supportive, inclusive environment that values learning and professional growth. Our flexible work policy balances in-office collaboration with working from home, creating optimal conditions for both employees and the organization. This position is part of our hybrid model, where employees work in the office on Wednesdays and Thursdays and have the flexibility to work from home on other days.

Destination BC is committed to diversity, equity, and inclusion and welcomes applications from all qualified candidates. If you require accommodations during the hiring process, please contact [e-mail]. We are also committed to providing workplace accommodations for employees with disabilities, ensuring you have the support needed to perform your best work both during the hiring process and throughout your employment with us.

The Indigenous Applicant Advisory Service is available to Canadian Indigenous (First Nations [status or non-status], Métis, or Inuit) applicants. Indigenous applicants can contact this service for personalized guidance on the BC Public Service hiring process including job applications and interviews.

Learn more about our programs and services at www.DestinationBC.ca.

PURPOSE OF POSITION

As Destination BC’s Advisor, People and Development, you provide strategic, operational and people-focused Human Resources (HR) advice and support to all employees and leaders throughout the organization. You will lead and contribute to a range of people-focused programs, services, and initiatives that align with Destination BC’s People and Development strategy and corporate goals.

You have a passion for building relationships, championing employee engagement and providing exceptional people services. You enjoy translating the big picture into day-to-day HR operations and program management. You thrive in a diverse portfolio that includes employee engagement, recruitment, HR analytics, learning and development, organizational change and development, employee and labour relations, diversity, equity, inclusion, accessibility, and reconciliation.

Reporting to the Director, People and Development, you will partner with teams across Destination BC to encourage a highly engaged workforce of collaborative, inclusive, courageous, insights-driven and results-focused employees.

In this role, you are skilled at balancing longer-term strategic priorities with day-to-day operational needs. You champion inclusive leadership and promote respect and equity in the workplace. You bring strong project and program management skills, use data and insights to inform decision-making, and are committed to delivering responsive, accurate and professional HR services with a focus on continuous improvement.

SPECIFIC ACCOUNTABILITIES

• Provides strategic and operational HR advice, guidance, and support to leaders and employees on employee engagement, recruitment, onboarding, learning and development, performance management, HR policies and processes, and the interpretation and application of the collective agreement.
• Provides employee relations advice and support on workplace conflict, performance concerns, accommodations, investigations, and the interpretation of employment legislation and policies.
• Supports the Director, People and Development with employee relations, organizational change initiatives, strategic projects, and committees, and contributes to the development and implementation of HR strategies, priorities, and annual work plans.
• Facilitates Destination BC's employee engagement program, including employee surveys and feedback initiatives, analysis of workforce and engagement data, and the implementation and monitoring of engagement action plans.
• Advises hiring managers on workforce planning, job design, job description development, and classification processes, and supports full-cycle recruitment activities, including sourcing, candidate assessment, interviewing, selection, and onboarding.
• Builds and maintains collaborative relationships with employees, leaders, union representatives, and the BC Public Service Agency, serving as a trusted advisor and key contact on employee and organizational matters.
• Generation, collection and processing of key HR performance measures, including recruitment, attrition, and workforce trends, to inform decision-making and support workforce planning.
• Prepares regular and ad-hoc HR reports that support ongoing management and improvement of HR programs, processes and services.
• Designs and implements organization-wide HR policies, processes, and programs that support effective people management practices and align with Destination BC’s operational needs.
• Develops and delivers training and coaching to leaders to support the consistent application of HR policies, programs, and practices.
• Develops and implements communication strategies and tools to keep leaders and employees informed about HR programs, policies, initiatives, organizational changes, and people-related priorities.
• Integrates diversity, equity, inclusion, accessibility, and reconciliation principles into HR policies, programs, initiatives, and employee experiences.
• Provides change management advice, tools, and support to leaders and teams to facilitate organizational and people-related change initiatives.
• Responds to employee service requests accurately, professionally, and in a timely manner.
• Researches and recommends HR trends, best practices and strategies to meet business needs and enhance HR programs and service delivery.
• Other duties as required.

JOB REQUIREMENTS

Education

• Bachelor’s degree in HR, business administration or communications and no formal work experience; OR
• Diploma in HR, business administration or communications and 2 years of relevant experience*; OR
• Certificate or course work in HR, business administration or communications and 3 years of relevant experience*; OR
• Five years of relevant experience*.

*Relevant experience includes experience as a HR Advisor, HR Business Partner, Project Manager, Labour Relations Advisor, People Analytics or related field.

Experience

• Minimum of three years' progressive experience in a human resources-focused role, including leading or managing organization-wide HR programs, initiatives, or services that support operational effectiveness, organizational performance, and employee engagement.
• Minimum of three years’ experience leading full-cycle recruitment activities, including job design, sourcing, candidate assessment, interviewing, selection, and onboarding.
• Experience analyzing workforce and organizational data, preparing reports, identifying trends, and developing and implementing actionable recommendations to support decision-making and continuous improvement.
• Experience providing support and guidance on employee relations matters.
• Experience building and maintaining effective working relationships with employees, leaders, and partners across all levels of an organization.

Knowledge, Skills and Abilities

• Knowledge of HR management principles, practices, legislation, and emerging trends.
• Ability to build effective relationships, influence decision-making, and provide trusted advice to leaders and employees on a range of people management matters.
• Strong verbal and written communication skills, including the ability to develop and deliver training and communicate complex information effectively to diverse audiences.
• Ability to lead and implement organization-wide HR projects and programs, policies, processes and services, including planning, consultation, implementation, evaluation, and continuous improvement.
• Ability to analyze workforce and organizational data, identify trends, and translate findings into actionable insights and recommendations.
• Ability to lead and coordinate full-cycle recruitment activities, including job design, candidate assessment, interviewing, selection, and onboarding.

Preference may be given to applicants with one (1) or more of the following:

• Experience working in a unionized environment.
• Experience working within the BC Public Service or another public sector organization.
• Knowledge of the BC Public Service Act, the BCGEU collective agreement, and employee and labour relations principles and practices.
• Chartered Professional in Human Resources (CPHR) designation.

COMPETENCIES

• Impact and Influence is the ability to influence, persuade, or convince others to adopt a specific course of action. It involves the use of persuasive techniques, presentations or negotiation skills to achieve desired results.
• Planning, Organizing and Coordinating involves proactively planning, establishing priorities and allocating resources. It is expressed by developing and implementing increasingly complex plans. It also involves monitoring and adjusting work to accomplish goals and deliver to the organization's mandate.
• Relationship Building is working to build or maintain ethical relationships or networks or contacts with people who are, or may be, potentially helpful in achieving work-related goals and establishing advantages. These people may include customers, clients, counterparts, colleagues, etc.
• Service Orientation implies a desire to identify and serve customers/clients, who may include the public, co-workers, other branches/divisions, other ministries/agencies, other government organizations, and non-government organizations. It means focusing one’s efforts on discovering and meeting the needs of the customer/client.
• Strategic Orientation is the ability to link long-range visions and concepts to daily work, ranging from a simple understanding to a sophisticated awareness of the impact of the world at large on strategies and on choices.
• Problem Solving/Judgement is the ability to analyse problems systematically, organize information, identify key factors, identify underlying causes and generate solutions
• Results-Orientation is a concern for surpassing a standard of excellence. The standard may be one’s own past performance (striving for improvement); an objective measure (achievement orientation); challenging goals that one has set; or even improving or surpassing what has already been done (continuous improvement). Thus, a unique accomplishment also indicates a Results Orientation.
• Leadership implies a desire to lead others, including diverse teams. Leadership is generally, but not always, demonstrated from a position of formal authority. The “team” here should be understood broadly as any group with which the person interacts regularly.

INDIGENOUS RELATIONS BEHAVIOURAL COMPETENCIES

• Sustained Learning and Development means continually increasing your ability to build and maintain respectful and effective relationships with Indigenous peoples. Appreciating that there are many other cultural understandings of knowledge and ways of working that have legitimacy and deserve respect requires continual learning and development, including direct exposure to cultural and community ways. It includes an eagerness to continually reflect upon and assess one’s own level of cultural agility and competence, self-awarenessand expertise. It means being willing to learn in new and different ways and appreciating how diverse ways of thinking and acting can ensure DBC’s commitment to support Indigenous self-determination.