Job Title: Project Lead

Department: Organization-Wide Mandate

Location: Remote, with occasional travel to the CCHPBC office as required

Status: Temporary 12-Month Contract, 22.5 hours per week (0.6 FTE)

Help Us Build Something That Lasts

At CCHPBC, we are committed to advancing reconciliation and fostering a culture where Indigenous Peoples and all communities experience respect, inclusion, belonging, and cultural safety.

We describe this work through our "cupcake analogy." Reconciliation, anti-racism, and anti-discrimination cannot simply be the icing on top. Icing can be scraped away. Meaningful and lasting change happens when these values are baked into the batter from the beginning and become part of how an organization operates, makes decisions, and serves others every day.

As part of this commitment, we are seeking a Project Lead to support and guide our ongoing learning and organizational development journey. This role will work collaboratively across the organization to foster dialogue, strengthen relationships, build capacity, and identify opportunities to integrate culturally protected and inclusive practices into everyday work.

This is not a traditional project role. Rather than leading a single initiative or owning reconciliation work independently, the successful candidate will support employees, leaders, committees, and the Board in strengthening their confidence, knowledge, and accountability. The focus is on creating sustainable change that becomes embedded across the organization and continues beyond the term of the contract.

We recognize that reconciliation is a shared responsibility and an ongoing process. Success in this role will be measured not by how much responsibility remains with the Project Lead,



but by how deeply this work is integrated throughout the organization.

All College staff contribute to a public protection mandate, delivering efficient and responsive services that align with the Declaration on the Rights of Indigenous Peoples Act (DRIPA) and broader commitments to reconciliation, while supporting the College in meeting its regulatory, strategic, and operational goals.

Reporting Relationships

Reports to:

- Registrar & CEO

Direct Supervision:

- None

What Success Looks Like

At the conclusion of the 12-month contract:

- Reconciliation, cultural safety, Indigenous anti-racism, anti-bias, and anti-discrimination principles are more deeply embedded within organizational culture, programs, policies, processes, and decision-making, and progress is determined and monitored on an ongoing basis.
- Employees, leaders, committees, and Board members demonstrate greater confidence, knowledge, and accountability in applying inclusive and culturally informed practices.
- Sustainable tools, frameworks, and resources are in place and documented to support ongoing growth and learning.
- Relationships with Indigenous communities, organizations, Elders, Knowledge Keepers, and partners have been strengthened through respectful, reciprocal, and meaningful engagement.




- Employees across the organization demonstrate a growing understanding of their role in supporting reconciliation, cultural safety, and inclusive practices within their areas of responsibility. Evidence of progress may be reflected through employee feedback, organizational learning outcomes, and other indicators of growth and engagement.
- Organizational capacity has been strengthened to the point where the work continues without reliance on a dedicated advisor position.
- A foundation has been established that will continue to influence the organization long after the contract has ended.

Key Accountabilities

Organizational Leadership & Culture Change

- Advise and support employees, leaders, committees, and the Board in strengthening their understanding and application of reconciliation, cultural safety, Indigenous inclusion, anti-racism, anti-bias, and anti-discrimination within their areas of responsibility.
- Participate in leadership discussions and provide insights, perspectives, and recommendations that support informed decision-making and organizational priorities.
- Work collaboratively across the organization to identify opportunities to embed these principles into policies, processes, programs, decision-making, and workplace culture.
- Foster curiosity, reflection, learning, and accountability in ways that support meaningful and sustainable organizational growth.

Relationship Building & Engagement

- Foster respectful and reciprocal relationships across the organization and support engagement with Indigenous communities, organizations, Elders, Knowledge Keepers, and partners, as appropriate.
- Support teams in strengthening their confid

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