LOCATION
Hybrid - TahltanTerritory –

Preferred Locations:Terrace, Iskut, Dease Lake, or Telegraph Creek

STATUS
Full Time

CLOSING DATE
Open until filled.

SALARY
$85,000 - $100,000

POSITION SUMMARY
Reporting to the Vice President, Partnerships, theManager or Coordinator, Workforce Empowerment is responsible for maximizingworkforce outcomes for Tahltan people across TNDC's partnership portfolio. Therole is the portfolio lead for the Workforce Empowerment pillar of TNDC'sTahltan Prosperity Metrics, with a focus on employment, training, retention,career advancement, and leadership development.

The successful candidate will work directly withTahltan employees, partner organizations, TCG, training providers, agencies,and other stakeholders to improve access to job opportunities and closebarriers to hiring and advancement. The role will establish and monitorindividual career and training plans, advocate for meaningful progression, andhelp partners turn workforce commitments into measurable outcomes.

This is a relationship-driven and field-orientedposition. Semi-regular travel to mine sites, project locations, partneroperations, and Tahltan communities will be required. When workforce activitypermits, the role will also support the Vice President, Partnerships withgeneral partner management, reporting, and governance activities.

TNDC's partnerships are intended to create long-termprosperity for Tahltan people. Workforce empowerment means more than jobcounts. It means helping Tahltan people access opportunities, build skills,complete training, take on greater responsibility, and progress intosupervisory, management, and leadership roles.

RESPONSIBILITIES
Workforce EmpowermentLeadership

Lead theWorkforce Empowerment pillar within TNDC's Tahltan Prosperity Metricsframework.

Establishpractical annual workforce objectives and action plans with partnerorganizations.

Monitorworkforce outcomes across the partnership portfolio and identify whereintervention is required.

Providerecommendations to the Vice President, Partnerships on workforce risks,barriers, and opportunities.

Employment and RecruitmentAdvocacy

Collect, coordinate, and improve the visibilityof partner job postings and upcoming workforce opportunities.

Connect qualified and interested Tahltancandidates with partner recruitment teams and hiring managers.

Advocate for fair consideration of Tahltancandidates while maintaining appropriate hiring standards.

Identify recurring recruitment barriers andcoordinate with TCG, agencies, training providers, and partners to closereadiness gaps.

Encourage partners to plan workforce needs earlyso Tahltan candidates have time to prepare.

Career Planning, Trainingand Development

Ensure the partner creates and maintainsindividual career and training plans.

Coordinate with the partner to accesscertifications, technical training, mentorship, job shadowing, andleadership development opportunities.

Monitor participation and progress inpartner-sponsored or external training programs.

Escalate stalled commitments, unresolvedbarriers, or gaps in agreed development plans.

Advancement and LeadershipPathways

With the partner, identify Tahltan employees whoare ready for increased responsibility, acting opportunities, promotion,or leadership development.

Work constructively with partners to define theskills and experience required for advancement.

Advocate for transparent career pathways andmeaningful consideration for promotions.

Encourage succession planning that increasesTahltan representation in skilled, supervisory, management, and leadershiproles.

Track advancement outcomes, including expandedduties, acting assignments, promotions, and job-title progression.

Partner Management andAccountability

Build effective relationships with partneremployees who have the ability to empower Tahltans with workforce relatedvalue creation (HR, Site Supervisor, Indigenous Relations, etc).





Make workforce empowerment a regular topic inpartner reviews and governance discussions.

Monitor partner workforce commitments and supportpractical corrective actions where results are below expectations.

Support the Vice President, Partnerships withgeneral partner oversight, meeting preparation, follow-up, reporting, andrelationship management.

Help partners understand how stronger Tahltanemployment and advancement outcomes support long-term partnership successand how it’s the highest impact value driver to the Tahltan nation.

Partner Management andAccountability

Build effective relationships with partneremployees who have the ability to empower Tahltans with workforce relatedvalue creation (HR, Site Supervisor, Indigenous Relations, etc).

Make workforce empowerment a regular topic inpartner reviews and governance discussions.

Monitor partner workforce commitments and supportpractical corrective actions where results are below expectations.

Support the Vice President, Partnerships withgeneral partner oversight, meeting preparation, follow-up, reporting, andrelationship management.

Help partners understand how stronger Tahltanemployment and advancement outcomes support long-term partnership successand how it’s the highest impact value driver to the Tahltan nation.

Site and CommunityEngagement

Conduct semi-regular visits to mine sites,project locations, partner operations, and Tahltan communities.

In relation to the TNDC Partnerships scope, meetwith prospective Tahltan employees to understand their experience,aspirations, and barriers to advocate for their potential employment witha partner.

Engage with site and partner leadership tovalidate opportunities and follow through on agreed actions.

Maintain productive relationships with TCGemployment coordinators, community agencies, educational institutions, andworkforce-development organizations.

Data, Reporting andContinuous Improvement

Maintain accurate workforce records coveringemployment, roles, worksites, training, certifications, development plans,promotions, and other advancement outcomes.

Prepare concise quarterly and annual workforceempowerment reports for TNDC VP of Partnerships.

Track partner-level performance and identifytrends, gaps, leading practices, and opportunities for collaboration.

Improve the systems, templates, and processesused to manage a large and growing workforce portfolio.

Handle employee information with care and inaccordance with applicable TNDC policies and privacy requirements.

QUALIFICATIONS AND EXPERIENCE

5+ or moreyears of relevant experience in Indigenous employment, workforce development,human resources, training, community relations, partnership management, miningoperations, construction, or a related field.

Demonstratedexperience coordinating employment, training, career-development, oremployee-advancement initiatives.

Strongrelationship-building skills and the confidence to work with employees,community members, partner executives, human resources teams, and operationalleaders.

Ability tomanage a large portfolio, maintain reliable records, and follow through onmultiple commitments.

Excellentjudgment, discretion, communication, advocacy, and problem-solving skills.

Ability andwillingness to travel regularly to remote sites and communities and to meetsite-access requirements.

KnowledgeofTahltan communities, values, priorities, and economic-development objectives isa strong asset.

Experience inmining, construction, transportation, logistics, or industrial workenvironments is an asset.

Core Competencies

Tahltan-centeredservice

Relationshipand trust building

Advocacy withsound judgment





Portfolio andcase management

Workforceplanning and career development

Partnerinfluence and accountability

Data disciplineand executive reporting

Field presenceand follow-through

MEASURE OF SUCCESS

Improvedvisibility and coordination of partner employment opportunities.

More qualifiedTahltan candidates connected to relevant opportunities.

Individualcareer and training plans established and actively monitored.

Increasedcompletion of training, certifications, mentorship, and development programs.

Greatermovement of Tahltan employees into skilled, supervisory, management, andleadership roles.

Transparent partnerworkforce action plans, follow-up, and accountability.

Accurate andtimely workforce data for leadership and board reporting.

Positive,trusted relationships with Tahltan employees, partners, TCG, and workforceagencies.

ROLE BOUNDARIES TO CONFIRM

The roleadvocates and coordinates but does not replace a partner’s hiring authority orhuman-resources responsibilities.

The rolesupports Tahltan employees but should not manage workplace complaints orinvestigations outside established TNDC and partner processes.

Employeeparticipation in career planning should be voluntary, documented, and handledwith appropriate privacy controls.

Portfoliotargets should distinguish TNDC influence from decisions controlled by partneremployers.

Caseload,travel frequency, administrative support, and systems access should be reviewedafter the first operating period.

Proposed First 90-Day Priorities (MaximizeTahltan Workforce Empowerment in the TNDC Partnership Portfolio)
1. Build the baseline

Confirm thepartnership and Tahltan workforce roster.

Documentexisting roles, sites, training, certifications, and advancement interests.

Identify urgentvacancies, expiring certifications, and immediate advancement opportunities.

2. Establish the operatingrhythm

Create standardpartner workforce check-ins and action logs.

Set a simpleintake and referral process for jobs, training, and career-planning requests.

Confirm workingrelationships with TCG, agencies, partners, and training providers.

3. Launch targeted plans

Prioritize amanageable first group of employees and partners for development planning.

Agree onmeasurable actions, owners, and follow-up dates.

Produce aninitial dashboard and recommendations for the Vice President, Partnerships.

MENTORSHIP AND KNOWLEDGE SHARING
Provideguidance, training, and mentorship to team members, especially local Tahltanworkers, by sharing technical skills, safety practices, and industry knowledgein a respectful and culturally aware manner. Uphold Tahltan values andprinciples by fostering a work environment built on respect, teamwork, andmutual learning. Support the growth of the Tahltan workforce by helping buildcapacity, promoting safe and effective work practices, and ensuring thatknowledge is passed on to strengthen both the team and the broader Tahltancommunity for the benefit of current and future generation.

CONDITIONS OF EMPLOYMENT

Pass mandatory pre-employment drug andalcohol screening and fitness for work assessment

Extendedhours may be required during major pursuits and project planning activities

Hybrid- with a minimum of three days per week in office

Willingnessto sign an Oath of Confidentiality

Validclass 5 driver’s license required

Indigenous Hiring Preference
As a Tahltan-owned organization, TNDC iscommitted to creating meaningful employment and career developmentopportunities for Tahltan Nation members and Indigenous Peoples. In support ofthis commitment, preference may be given to qualified applicants who areTahltan Nation members, followed by qualified applicants who identify asIndigenous.

All applicants are encouraged to apply. Hiring decisions will consider the qualifications, skills and experiencerequired for the position, together with TNDC’s commitment to increasingIndigenous participation in our workforce.

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📌 Workforce Empowerment Coordinator (British Columbia)
🏢 Tahltan Nation Development
📍 British Columbia