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. 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.

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. Our Diversity, Equity and Inclusion Commitment CPBC is committed to helping our health system become culturally secure 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. 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.

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. 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.

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. 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.

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. Support the administration and coordination of employee engagement surveys including analyzing results and contributing to recommendations for improvements.

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. 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. 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. Emotional intelligence with an ability to be understanding and manage own emotions.

Ability to assess organizational impacts of various HR related situations. 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;

📌 HRIS Analyst / Human Resources Generalist (Vancouver)
🏢 College of Pharmacists of British Columbia
📍 Vancouver