HRIS Analyst / Human Resources Generalist

College of Pharmacists of British Columbia; Vancouver; Hybrid; CAD 87,000 - 102,000; Full time

Benefits offered by this job

Hybrid work environment

Extended benefits

Municipal Pension Plan

Flexible hours

Job summary

College of Pharmacists of British Columbia is seeking an HRIS Analyst & Human Resources Generalist to support HR systems, programs, processes, and day-to-day operations in BC’s Lower Mainland. The role combines HRIS administration with broad HR generalist duties, ensuring data integrity and effective service delivery.

You will manage system configuration, reporting, and training, while aligning practices with employment legislation.

Qualifications

• Requires 5+ years of progressive HR experience with HRIS
• Experience administering HRIS software (Dayforce preferred)
• Experience developing HR procedures, documentation and training materials
• Knowledge of privacy, employment, and regulatory requirements
• Awareness of HR processes across employee lifecycle

Responsibilities

• Serve as the primary HRIS administrator for CPBC and support HRIS implementations
• Maintain HRIS configurations, security roles, workflows and data integrity
• Develop and deliver HRIS training and user resources for employees and supervisors
• Create and maintain HRIS reports and analytics for HR programs
• Ensure compliance with privacy and regulatory requirements in HRIS processes

Skills

HRIS Administration

Data Analysis

Training & Support

Policy & Compliance

Stakeholder Collaboration

Education

Post-secondary education in HR or IS

Tools

Dayforce

Microsoft 365

SharePoint

Job description

With great respect, we acknowledge that the College of Pharmacists of BC (CPBC) is located on the unceded territories of the hən̓q̓əmin̓əm̓ speaking peoples – xʷməθkʷəy̓əm (Musqueam Nation), sel̓íl̓witulh (Tsleil-Waututh Nation), and the Sḵwx̱wú7mesh-ulh Sníchim speaking peoples - Sḵwx̱wú7mesh Úxwumixw (Squamish Nation) whose historical relationships with the land continue to this day. As a health regulator, our responsibility is to protect the health and safety of individuals accessing pharmacy care by licensing and regulating pharmacists, pharmacy technicians and the pharmacies where they practice in order to ensure they deliver qualified, safe, and ethical care.

Having embarked on a collective journey with health regulators in BC towards creating safer spaces for Indigenous partnerships, CPBC is focused on developing and enabling alternative dispute resolution mechanisms to uphold the legal plurality that exists between Westernized systems and traditional Indigenous methodologies.

CPBC is committed to addressing Indigenous-specific racism and other forms of discrimination both in healthcare and within regulatory structures. We believe in integrity, transparency, and relational partnerships. As part of this team, you can expect to be treated with dignity and respect. CPBC staff contribute to a positive work-life balance and personal health and wellness through their commitment to voluntary interest committees aimed at promoting cultural safety, equity, and social and environmental initiatives.

Our Values

Accountability

• We value the importance of our work and take responsibility for our decisions, words and actions.

Integrity

• We act ethically, honestly and in good faith.

Indigenous Cultural Safety and Humility

• We help to ensure that Indigenous Peoples have access to a culturally safe healthcare system, free from Indigenous-specific racism.

Respect

• We value the feelings, culture and preferences of others and recognize that they are as important as our own.

Our Diversity, Equity and Inclusion Commitment

CPBC is committed to helping our health system become culturally safe and free from Indigenous-specific racism. As recognized in our updated Strategic Plan and the In Plain Sight report, and acknowledged as a gap in our staff complement at CPBC, we are very interested in recruiting Indigenous individuals and encourage them to apply.

We are committed to fostering, cultivating, and preserving a culture of diversity, equity and inclusion. CPBC seeks to attract, retain, and develop a qualified, capable, and diverse workforce that that is reflective of all our communities. We are committed to employment equity by ensuring all human resource practices comply with the provisions of the Human Rights Code, address unintentional bias and are impartial, fair and honest. CPBC also fosters a welcoming, inclusive, and respectful environment where ongoing diversity, equity and inclusion learning and training are offered; cultural and social awareness are provided; and religious observances are acknowledged.

About the Role

Based in BC’s Lower Mainland, CPBC is seeking an HRIS Analyst & Human Resources Generalist to support its HR systems, programs, processes, and day-to-day operations. As the organization’s HRIS administrator and subject matter resource, this role will oversee system administration and configuration, reporting, data integrity, troubleshooting, user support, and continuous improvement. The position will also provide broad HR Generalist support across the employee lifecycle, ensuring practices align with organizational policies and applicable employment legislation.

The successful candidate will bring at least five years of progressive HR experience, with demonstrated experience supporting an HRIS. Dayforce experience is preferred. Experience developing HR procedures, documentation, and training resources is important, while exposure to system implementations, upgrades, integrations, or other HR technology initiatives is considered an asset. A CPHR designation or progress toward one is also an asset.

Join a collaborative, people-focused team committed to operational excellence. If you are a proactive HR professional who enjoys working at the intersection of people, process, and technology, we would love to hear from you.

HRIS Administration and Systems

• Serve as the primary HRIS administrator and subject matter resource for CPBC and support HRIS implementation projects, including system configuration, testing, data validation, workflow development, implementation, and post-implementation support.
• Administer and maintain HRIS workflows, organizational hierarchies, security roles, configurations, and system processes.
• Troubleshoot and monitor HRIS system performance and reporting issues, identify solutions, and coordinate with HRIS vendors and internal partners on system resolutions, enhancements, and upgrades, escalating significant or recurring issues to the Director, where applicable.
• Monitor HRIS data to ensure accuracy, completeness, integrity, confidentiality, and security.
• Develop and maintain HRIS documentation, procedures, user guides, training materials, and system records.
• Develop and deliver HRIS training and support to employees and supervisors, including training related to employee self-service, time-off requests, talent management, performance management, and other system functionality.
• Support the development and maintenance of HRIS reports and data analysis to support HR programs and organizational decision-making, including monitoring and reporting on attendance management, entitlement balances, sick time utilization, and related workforce metrics.
• Identify opportunities to improve HR processes through system enhancements, automation, and improved use of HRIS functionality.
• Ensure HRIS processes and practices align with applicable privacy, employment, and regulatory requirements.

Recruitment and Onboarding/Offboarding

• Manage the full-cycle recruitment process for assigned positions, including job profile/posting development, internal/external posting, candidate screening, interviewing, reference/background checks, and related hiring activities.
• Support employee onboarding and offboarding processes to ensure a smooth transition and positive employee experience.

Performance Management

• Support the annual performance evaluation process, including, training for employees in goal-setting and self-assessments, and feedback coaching for supervisors.
• Coordinate performance review distribution, ensuring all staff receive the appropriate material for process compliance, and implement system improvements as identified.

Employee Relations and Policy Administration

• Provide guidance and support to supervisors and employees on labour relations matters, in collaboration with the HR team, including the interpretation and application of CPBC policies, programs, procedures, employment practices, collective agreement, and relevant legislation, and support the resolution of workplace issues.
• Contribute to the review, maintenance, and enhancement of HR policies and procedures; conduct research and deliver related training as needed.

Communications and Engagement

• Support the development and delivery of internal communications through the intranet, staff meetings, and other channels to ensure consistent and transparent information sharing.
• Support the administration and coordination of employee engagement surveys including analyzing results and contributing to recommendations for improvements.

Strategic and Organizational Support

• Collaborate and contribute to HR-related initiatives and staff committees, including the Anti-Racism Committee, Joint Health and Safety Committee, and Health and Wellness Committee.
• Continuously review, develop, and improve HR programs, policies, and processes to enhance organizational effectiveness and employee experience.

Qualifications, Skills and Knowledge

• Post-secondary education in Human Resources, Business Administration, Information Systems, or a related discipline, combined with at least five years of progressive human resources experience, or an equivalent combination of education and experience.
• Demonstrated experience administering or supporting a HRIS, including system maintenance, data management, reporting, troubleshooting, and user support (Dayforce experience is preferred).
• Experience developing and maintaining HR procedures, process documentation, training materials, and user resources.
• Experience supporting or participating in HRIS implementations, system upgrades, integrations, or other HR technology projects is considered an asset.
• Knowledge of HRIS functionality, including system configuration, workflows, user access and security, reporting, data integrity, and system maintenance.
• Knowledge of HR records management, confidentiality, and data privacy requirements.
• A professional HR designation or progress toward a designation (e.g., CPHR) is considered an asset.
• Knowledge of current human resources principles, practices, and processes, including employee lifecycle management and the application of HR policies and procedures.
• Working knowledge of BC employment legislation and regulatory requirements relevant to human resources, including employment standards, human rights, occupational health and safety, and privacy.
• Strong data analysis and reporting skills, with the ability to interpret and communicate data, identify trends and discrepancies, and support informed decision-making.
• Proficiency in Microsoft 365, including intermediate-level proficiency in Outlook, Word, Excel, PowerPoint, and SharePoint.
• Strong analytical, problem-solving, and troubleshooting skills, with the ability to investigate issues, identify root causes, and recommend solutions.
• Demonstrated knowledge of how to apply appropriate techniques to facilitate effective change management.
• Strong communication, facilitation, and training skills.
• Demonstrated digital acumen, including the ability to learn and apply new technologies and identify opportunities for continuous process improvement.
• Ability to build and maintain effective working relationships.
• Emotional intelligence with an ability to be understanding and manage own emotions.
• Ability to be approachable and actively listen.
• Ability to maintain tact when dealing with diverse groups of people with different personalities.
• Ability to exercise diplomacy, tact and discretion when working with confidential and/or sensitive information.
• Ability to build and contribute to an effective and dynamic organizational culture.
• Ability to de-escalate situations quickly and effectively.
• Ability to use a common-sense approach and demonstrate sound judgement.
• Ability to organize work duties and set priorities.
• Ability to deliver results under pressure.
• Ability to assess organizational impacts of various HR related situations.
• Strong detail orientation and drive for accuracy.
• Commitment to continual learning and a drive for intellectual curiosity to innovate and improve.

Salary and Benefits

The salary range for this position is $87K to $102K annually based on a 35-hour work week. The starting salary will be determined based on factors such as the successful candidate’s job-related knowledge, skills, experience; salaries of other employees in the same salary range; market conditions and other relevant factors.

CPBC provides a competitive compensation; an attractive paid time off package that gives annual vacation, personal days, and additional days off during the year-end office closure; and extended benefits that include healthcare a defined benefit plan with the Municipal Pension Plan. We have a flexible work environment that includes a hybrid work model with an assigned schedule. We offer opportunities for personal and professional growth; provide flexibility; strive for work-life balance; and provide an excellent and dynamic work environment where innovation, teamwork and creativity are highly valued.