ROLE PURPOSE
Connective is a non-profit organization delivering a range of social services, with over 1,300 employees, the large majority members of one of three bargaining units (CUPE, BCGEU, and the Yukon Employees Union). Connective is committed to providing high-quality, person-centred programs and services to the communities we serve.

People are at the core of Connective's success. The HR Business Partner is the primary HR resource for the Service Delivery VP and their leadership team. This is not a generalist role and it is not a service desk. It is a strategic partnership — the HRBP works alongside operational leaders to understand their people challenges, anticipate workforce needs, and deliver HR solutions that enable the region to achieve its service delivery objectives.

The HRBP operates within Connective's three-pillar HR model. Transactional HR work is handled by Shared Services. Specialist programs and policies are owned by Centers of Excellence. The HRBP's role is to bring those resources to bear on the strategic people needs of their region — translating organizational priorities into workforce plans, coaching leaders through complex people situations, and ensuring HR activity in the region is aligned with Connective's overall direction.

Success in this role requires seasoned HR experience, strong business judgment, and the ability to build genuine credibility with operational leaders. The HRBP must be equally comfortable advising on a sensitive employee relations matter and contributing to a regional workforce planning conversation. Independence of judgment, proactive thinking, and a high degree of discretion are essential.

STATUS AND CLASSIFICATION
Exempt. This position is open to applicants of all genders.

HOURS
40 hours per week; Monday to Friday, 0830-1630.

This position requires the ability to work flexible hours based on operational needs.

KEY ACCOUNTABILITIES
Strategic HR Partnership

Serve as the primary HR resource for the VP, Service Delivery and their leadership team, providing proactive and responsive strategic HR advice across all people matters

Partner with the regional VP to assess short and long-term workforce needs and develop HR strategies that support operational objectives

Contribute to regional workforce planning — headcount forecasting, succession considerations, capability gaps, and organizational design

Translate Connective's organizational priorities into regional people strategies, ensuring alignment between HR activity and service delivery goals

Advise on organizational structure and role design as the region evolves, including in the context of Connective's provincial expansion plans

Employee Relations and People Management Support

Provide advice and guidance to managers on complex employee relations matters including performance management, misconduct, attendance management, conflict resolution, and terminations

Conduct or oversee workplace investigations into allegations of employee misconduct, providing written reports and recommendations to management

Coach managers to build their people management capability — helping them handle situations independently over time, not creating dependency on HR





Support leaders in applying Connective's HR policies consistently and in compliance with the BC Employment Standards Act, Human Rights Code, WorkSafeBC requirements, and other applicable legislation

Advise on sensitive and confidential employee situations with discretion, sound judgment, and a clear understanding of legal risk

Talent and Workforce Planning

Partner with the Talent Acquisition Business Partner to identify regional hiring needs, contribute to sourcing strategy, and support hiring manager capability in the region

Identify and advise on retention risks within the region, working with leaders and CoE colleagues to develop targeted responses

Support succession conversations and talent identification within the regional leadership team

Contribute to onboarding effectiveness for new managers and key hires in the region

Change Management and Organizational Effectiveness

Partner with Learning & Development and Change Management Lead to design and support change management approaches for organizational changes, restructures, or strategic initiatives within the region

Develop targeted communication plans to support employees through change, in alignment with Connective's broader communications and change strategy

Identify organizational effectiveness issues — team dynamics, structural friction, manager capability gaps — and partner with Learning & Development and Change Management Lead to develop approaches to address them

Contribute to building a healthy, engaged, and high-performing regional workforce culture

Policy, Compliance and HR Excellence

Interpret and advise managers on Connective's HR policies, ensuring consistent application across the region

Ensure HR activity in the region complies with applicable employment legislation — BC Employment Standards Act, Human Rights Code, WorkSafeBC, and any relevant legislation in other provinces as Connective expands

Collaborate with the ER & Compliance Lead on complex compliance matters, investigations, and policy development

Partner with the Total Rewards Lead to ensure compensation decisions in the region are consistent with Connective's framework and internally equitable

Use HR data and people analytics to identify trends, inform decisions, and report on regional people metrics to the VP

HR Function Contribution

Operate as an active member of the HR Business Partner team — sharing knowledge, calibrating approach, and contributing to consistent HR practice across all regions

Contribute to the development and refinement of HR programs, policies, and tools in collaboration with CoE colleagues

Participate in the broader HR transformation — this role is part of building a current function, not maintaining an existing one

WORKING CONDITIONS

Function independently,



while remaining a crucial member of the support team

Adhere to Connective policies and procedures

Be available to work flexible hours as needed. May include some evenings/weekends, as determined by the regional office needs and schedules

EXPERIENCE AND SKILLS
Required

Minimum seven years of progressive HR experience as a generalist or HR business partner, with demonstrated experience advising operational leaders on complex people matters

Proven ability to build trusted relationships with business leaders and influence decisions without formal authority

Solid working knowledge of BC employment legislation including the Employment Standards Act, Human Rights Code, and WorkSafeBC requirements

Experience supporting employee relations matters end to end — from initial advice through to investigation, outcome, and documentation

Demonstrated experience with performance management, attendance management, and workplace conflict resolution

Strong written and verbal communication skills — able to translate complex HR concepts into clear, actionable advice for operational leaders

Ability to manage competing priorities and exercise independent judgment in a fast-paced, multi-site environment

Post-secondary degree in Human Resources, Business Administration, or a related field, OR demonstrated equivalency through progressive experience and professional development

Preferred

Chartered Professional in Human Resources (CPHR) designation or active pursuit

Experience working in a social services, healthcare, community services, or similarly mission-driven non-profit organization

Familiarity with multi-province employment obligations — particularly BC, Alberta, and Yukon

Experience supporting organizational change or restructure

Experience working in or alongside a unionized environment

Competencies

Business acumen — understands how the organization works, not just how HR works. Asks the right questions before offering solutions.

Trusted advisor — builds credibility quickly with operational leaders. Respected for judgment, not just knowledge.

Execution and follow-through — does what they say they will do. Manages multiple relationships and priorities without dropping the ball.

Judgment in complexity — comfortable operating in ambiguous, sensitive situations. Knows when to elevate and when to resolve.

Proactive thinking — anticipates people issues before they become crises. Brings solutions, not just analysis.

Commitment to equity and inclusion — ensures HR advice and practice is fair, consistent, and free from systemic bias.

REQUIREMENTS

Ability to successfully complete a Vulnerable Persons Criminal Records Check

Ability to successfully pass a reference check

COMPENSATION
The salary range for this position is $87,000 to $108,700. Annual salary will be negotiated based on experience and qualifications. This role will also be eligible for Connective's comprehensive benefits package.

Important: Candidates must be legally authorized to work in Canada, observe their weekly hours limit if under a temporary or study visa, and provide proof of eligibility if selected for the role.

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📌 FT - Human Resource Business Partner (British Columbia)
🏢 Connective
📍 British Columbia