Position Summary

The Senior People & Culture Lead provides leadership and oversight of CBG’s human resources, recruitment, scheduling, employee engagement, and labour relations functions. This position is responsible for leading and supporting the People & Culture team, promoting a positive and accountable workplace culture, and ensuring that human resources services are responsive to the needs of employees, managers, and the organization. Working closely with the Senior Director and operational leadership, the Senior People & Culture Lead supports effective workforce planning, employee relations, collective agreement administration, and consistent human resources practices across CBG’s diverse programs and services. The position plays a key role in strengthening employee engagement, promoting collaboration, and ensuring HR systems and processes support the organization’s operational needs and values.

Reports to: Senior Director

Direct Reports: Recruitment Manager, HR Assistant, and designated scheduling personnel

Department: People & Culture

Days and Hours of work: Monday – Friday 9 am -5 pm

Key Responsibilities
1. People & Culture Team Leadership

· Provide direct leadership, supervision, coaching, and performance management to assigned HR team members and scheduling personnel.

· Establish clear departmental priorities, expectations, and accountability.

· Oversee daily HR operations, ensuring timely, accurate, and consistent services.

· Coordinate workloads and ensure effective communication and collaboration within the department.

· Support professional development and continuous improvement among team members.

· Monitor departmental performance, identify service gaps, and implement improvements.

· Foster a positive, respectful, and solutions-focused team environment that is centred in support operational teams as its key focus

2. Staff Engagement and Workplace Culture

· Lead initiatives to strengthen employee engagement, retention, recognition, and workplace satisfaction.

· Promote CBG’s values of empathy, compassion, inclusion, and responsibility.

· Develop opportunities for employee feedback, engagement, and participation.

· Work collaboratively with operational managers to identify and address workplace culture concerns.

· Support positive communication and relationships between employees, managers, and organizational leadership.

· Oversee employee recognition, appreciation, and engagement initiatives.

· Promote respectful, inclusive, and supportive workplace practices.

3. Labour Relations and Employee Relations

· Oversee day-to-day labour relations functions in CBG’s unionized environment.

· Provide guidance to managers regarding collective agreement interpretation, employee relations, and progressive discipline.

· Coordinate grievance responses, investigations, meetings, and resolution processes.

· Maintain constructive and professional relationships with union representatives.

· Ensure appropriate documentation and timely responses to labour relations matters.

· Support managers in addressing employee performance, attendance, and workplace conduct concerns.

· Coordinate workplace investigations and support fair and consistent resolution of employee complaints.

· Identify emerging labour relations concerns and escalate significant matters to the Senior Director.

· Assist in collective bargaining preparation and implementation of negotiated agreement provisions.

4. Scheduling and Workforce Coordination

· Provide oversight of employee scheduling systems, practices, and processes across CBG programs.





· Demonstrate strong working knowledge of scheduling software, processes, and applicable collective agreement requirements.

· Oversee scheduler and on call scheduling team to support appropriate staffing levels and continuity of program operations.

· Ensure scheduling and callout practices are consistent, transparent, and compliant with collective agreements and organizational policies.

· Support scheduling personnel in addressing staffing shortages, vacancies, shift coverage, and scheduling concerns.

· Monitor scheduling practices to identify inefficiencies, overtime trends, and opportunities for improvement.

· Provide leadership in the implementation, maintenance, and improvement of scheduling systems, including Payworks and Book Jane where applicable.

· Collaborate with operational leadership to improve scheduling processes and workforce coordination.

· Ensure scheduling staff receive appropriate training, guidance, and ongoing support.

· support weekly Attendance Management meetings and recognize staff that are in need of AMP placement. Supervise on call scheduling team to support AMP meetings when required in accordance with the Collective Agreement guidelines. Provide month reports for senior leadership

5. Recruitment and Retention

· Provide leadership and oversight to the Recruitment Manager and recruitment function.

· Ensure recruitment processes are timely, consistent, equitable, and responsive to organizational staffing needs.

· Monitor recruitment activity, vacancies, hiring timelines, and staffing challenges.

· Work with operational managers to anticipate workforce requirements and develop recruitment priorities.

· Ensure consistent recruitment, selection, reference checking, and onboarding practices.

· Support initiatives to improve employee retention and reduce turnover.

· support training initiatives when needed

· Identify opportunities to strengthen recruitment systems and the experience of candidates and current employees.

6. HR Administration and Compliance

· Oversee HR administrative functions and ensure accurate, timely maintenance of employee records and documentation.

· Provide direction and support to the HR Assistant.

· Ensure consistent application of organizational policies, employment legislation, and collective agreement requirements.

· Support employee accommodation, leave management, return-to-work processes, and workplace safety administration.

· Coordinate HR policy implementation and support operational managers in understanding HR procedures.

· Ensure appropriate confidentiality and privacy practices are maintained.

· Identify opportunities to improve HR workflows, documentation, reporting, and administrative efficiencies.

7. WorkSafeBC Occupational Health and Safety

· Provide leadership, supervision, and support to the HR staff member responsible for WorkSafeBC (WCB) claims administration, occupational health and safety, and related HR functions.

· Oversee the effective administration of WorkSafeBC claims, including incident reporting, claims management, return-to-work coordination, and workplace accommodations.





· Ensure appropriate processes and procedures are in place for the timely management of workplace injuries and claims.

· Provide guidance and support on complex WorkSafeBC claims, accommodation matters, and return-to-work challenges, escalating significant concerns to the Senior Director as appropriate.

· Support the development and implementation of organizational occupational health and safety initiatives.

· Collaborate with operational leadership to strengthen workplace safety practices, injury prevention, and employee well-being.

· Provide oversight and support for Joint Occupational Health and Safety Committees (JOHSCs), ensuring appropriate coordination, documentation, and follow-up.

· Monitor workplace injury trends, WorkSafeBC claims, and safety-related concerns to identify opportunities for improvement.

· Support compliance with applicable WorkSafeBC legislation, occupational health and safety regulations, and organizational policies.

· Promote a proactive and collaborative approach to workplace health, safety, and employee wellness.

8. Leadership Collaboration and Organizational Support

· Work closely with the Senior Director and Executive Director to establish departmental priorities and address organizational HR needs.

· Collaborate with operational leadership to support effective workforce management and employee relations.

· Provide recommendations on HR processes, organizational practices, and employee engagement initiatives.

· Participate in leadership and management meetings as required.

· Provide regular reporting on recruitment, scheduling, employee engagement, grievances, and other key HR indicators.

· Support organizational change initiatives and continuous improvement projects.

· Escalate significant legal, financial, labour relations, and organizational risks to the Senior Director.

Qualifications and Experience

· Post-secondary education in Human Resources, Labour Relations, Business Administration, or a related field.

· CPHR designation preferred.

· Minimum five years of progressively responsible human resources experience, including supervisory or team leadership responsibilities.

· Demonstrated experience working in a unionized environment and interpreting collective agreements.

· Experience managing grievances, workplace investigations, and employee relations matters.

· Strong understanding of scheduling processes, workforce coordination, seniority-based callouts, and staffing requirements in a unionized environment.

· Proficiency with HR information systems and scheduling software; Payworks experience is an asset.

· Demonstrated ability to lead recruitment, HR administrative functions, and staff engagement initiatives.

· Strong knowledge of applicable BC employment, labour, human rights, and workplace safety legislation.

· Experience supporting multisite operations, preferably in nonprofit or community social services.

Core Competencies

· Strong and collaborative team leadership

· Labour relations expertise, unionized experience preferred

· Employee engagement and relationship building

· Workforce scheduling and operational coordination

· Accountability and effective decision-making

· Clear and respectful communication

· Conflict resolution and problem-solving

· Organization, prioritization, and follow-through

· Confidentiality, professional judgment, and discretion

· Commitment to organizational values and continuous improvement

Pay: $88,000.00-$110,000.00 per year

Benefits:

- Extended health care
- On-site gym
- On-site parking
- Paid time off
- RRSP match
- Vision care

Work Location: In person

📌 Senior People and Culture Lead (Central Vancouver)
🏢 Community Builders
📍 Central Vancouver