HRIS Analyst/Human Resources Generalist (Permanent, Full-Time)

Colonial Group; Vancouver; Hybrid; CAD 85,000 - 110,000; Full time

Job summary

CPBC in BC's Lower Mainland seeks an HRIS Analyst & HR Generalist to support HR systems, programs, and day-to-day operations. The role oversees system administration, reporting, data integrity, testing, and user support while providing broad HR generalist coverage across the employee lifecycle.

The candidate should have at least five years of progressive HR experience and Dayforce experience is preferred; expertise in procedures, documentation, and training resources is important; CPHR is an

Qualifications

• Post-secondary education in HR, Business Admin, IS or related field with 5+ years HR experience.
• Experience administering or supporting a HRIS, Dayforce preferred.
• Experience developing HR procedures, process docs, training materials.
• HRIS implementations, upgrades, integrations are a plus.
• Knowledge of HRIS functionality, data privacy, and reports.

Responsibilities

• Serve as primary HRIS administrator and subject matter resource for CPBC.
• Administer HRIS workflows, hierarchies, security, configurations and processes.
• Troubleshoot HRIS, monitor performance, coordinate with vendors.
• Develop HRIS documentation, user guides, and training materials.
• Deliver HRIS training to employees and supervisors.

Skills

HRIS experience

Dayforce experience

Data analysis

Reporting

Training materials

Microsoft 365

Change management

Communication skills

Education

HR degree or equivalent

Tools

Dayforce

Microsoft 365

Job description

About the Role

Based in BC’s Lower Mainland, CPBC is seeking anHRIS 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.

Essential Duties

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.