Senior Director, Human Resources

CivicInfo BC; Surrey; Hybrid; CAD 138,000 - 180,000; Full time

Job summary

MNBC, the Métis Nation British Columbia, is seeking a Senior Director of Human Resources. This leadership role reports to the COO and partners with the CEO and senior team to shape organization-wide HR strategy and policy implementation.

The role leads labour relations, workforce planning, compensation, payroll, and HR programming, ensuring compliant, data-driven decisions.

Qualifications

• Senior HR leader with broad HR policy, compensation and payroll experience.
• Experience in labour and employee relations and investigations.
• Ability to manage budgets and HR service delivery.

Responsibilities

• Serve as the senior HR advisor to the COO, CEO and senior leadership.
• Lead HR operating plan aligned to strategic priorities and COO guidance.
• Establish HR service model, standards, processes and accountabilities across ministries.
• Provide executives with clear guidance on people-management obligations and policy application.
• Lead labour and employee relations including investigations, discipline and terminations.
• Oversee collective bargaining when applicable and manage related risk.
• Lead workforce planning, budgeting and reporting to COO and leadership.

Skills

Leadership

Strategic HR

Labour relations

Workforce planning

Policy administration

Employee investigations

Budgeting

Data reporting

Job description

26-140
Job Category: Leadership

• Posted: November 2, 2026
• Full-Time
• Hybrid
• Salary Range: $138,000 CAD to $180,000 CAD
• Surrey, BC V3T5T3, CAN

About the Opportunity
The Senior Director, Human Resources (HR), is MNBC’s senior human resources executive, reporting to the Chief Operating Officer and working closely with the Chief Executive Officer and the senior leadership team. The role provides organization-wide leadership of the human resources function, with primary accountability for labour and employee relations, workforce management, strategic HR planning and programming, and the sound, consistent and lawful administration of HR policy, compensation, payroll and benefits.

The Senior Director is the organization’s authority on employment matters. The role advises executives and managers on all aspects of the employment relationship, manages employee relations risks, leads investigations and dispute resolution, and ensures that MNBC’s workforce is properly structured, classified, resourced and costed to deliver on the Nation’s mandates. It leads the Human Resources department, oversees its budget, and is accountable for establishing a disciplined, efficient, service-oriented HR function grounded in clear policy, accurate data and consistent practice.

The role ensures that people decisions across MNBC reflect Métis values and align with the organization’s financial and strategic plans. It brings a strong operational and compliance focus, ensuring that decisions are fair, defensible and well documented.

Duties and Responsibilities
Human Resources Strategic Leadership

• Serve as the senior HR advisor to the Chief Operating Officer, Chief Executive Officer and senior leadership team on all employment, workforce and organizational matters.
• Lead the development and execution of an HR operating plan that supports MNBC’s strategic and operational priorities and the COO’s direction for organizational effectiveness.
• Establish the Human Resources department’s service model, standards, processes and accountabilities, ensuring timely, consistent and high-quality service to ministries and managers.
• Provide executives and managers with clear, practical direction on their people-management obligations and the consistent application of policy. Hold leaders and the HR function accountable for applying policy consistently across the organization.

Labour & Employee Relations

• Lead MNBC’s labour and employee relations function, directing the management of complex and sensitive employee matters, performance management, discipline and terminations.
• Provide expert advice to executives and managers on employment contracts, progressive discipline, accommodation, attendance management, and separation and severance decisions, ensuring decisions are defensible and properly documented.
• Oversee workplace investigations, including complaints of harassment, bullying, discrimination and misconduct; ensure investigations are fair, timely and procedurally sound, and engage external investigators where appropriate.
• Manage employment-related disputes, grievances, complaints and claims (including Employment Standards, Human Rights and WorkSafeBC matters) and coordinate with legal counsel, as needed, on litigation, settlements and risk mitigation.
• Where employees are or become represented by a bargaining agent, lead collective agreement administration, grievance management and the planning and conduct of collective bargaining.
• Foster a respectful, psychologically safe and productive workplace. Support this environment through strategic programming, early intervention, conflict resolution and consistent application of standards of conduct.

Workforce Management & Planning

• Lead workforce planning across MNBC, aligning organizational structures, positions and staffing levels with approved budgets, funding agreements and program requirements.
• Maintain an accurate position control and management framework, including the creation, change, reclassification and deletion of positions.
• Lead or support organizational design, restructuring and change initiatives, including reorganizations, position reviews, workforce adjustments, layoffs and redeployments, ensuring compliance with employment obligations and minimizing organizational risk.
• Oversee strategic sourcing, recruitment and selection, and an efficient and effective onboarding process. Ensure these activities are timely, merit-based and consistent with MNBC policy, Métis hiring priorities and funding requirements.
• Develop and monitor workforce metrics (e.g., headcount, vacancy, turnover, time-to-fill, absenteeism, overtime and labour cost) and report regularly to the COO and senior leadership.
• Support succession planning for critical roles and the development of a capable, stable Métis and non-Métis workforce.