The Aboriginal Housing Society of Prince George (AHSPG) provides safe, healthy and affordable housing for Aboriginal people of all incomes, ages, and capabilities. Our organization’s values reflect the traditional cultures of our diverse ancestry: treating all people with dignity and respect; acting with integrity, honesty and transparency; and being accountable to the communities we serve. AHSPG continually works to sustain affordable housing through experience, listening and learning, supporting and empowering individuals and families, and in developing a future urban community within Prince George on Lheidli T’enneh traditional territory.

ABORIGINAL HOUSING SOCIETY OF PRINCE GEORGE

Job Description

Human Resources Manager

POSITION SUMMARY

The Human Resources Manager is a key member of the AHSPG team and is responsible for overseeing and coordinating the organization’s human resources functions. Reporting to the Executive Director (ED), the Human Resources Manager provides advice, guidance and support to management and employees on all aspects of human resources management.

The position is responsible for developing, implementing and maintaining effective HR policies, practices and procedures that support organizational objectives, promote a positive and respectful workplace, and ensure compliance with applicable employment legislation.

Working collaboratively with the Executive Director, department managers and employees, the Human Resources Manager provides hands-on support throughout the employee lifecycle, including recruitment, onboarding, employee relations, performance management, compensation, training and development, and workplace health and safety.

The successful candidate will demonstrate sound judgment, discretion, professionalism and the ability to manage confidential and sensitive employee matters with fairness, consistency and respect.

KEY DUTIES AND RESPONSIBILITIES

1. Human Resources Administration and Planning

Oversee the day-to-day human resources functions of the Society.
Develop, review and maintain HR policies, procedures and guidelines to support organizational needs and ensure consistency in their application.
Provide advice and recommendations to the Executive Director and managers on HR matters, employment practices and organizational policies.
Maintain accurate and confidential employee personnel files and HR records.
Monitor changes to employment legislation and recommend updates to organizational policies and practices.
Develop and maintain HR processes, forms, templates and documentation.
Prepare HR reports, statistics and recommendations for the Executive Director as required.
Support workforce planning and organizational development initiatives.

2. Recruitment and Selection

Coordinate and manage the full recruitment and selection process, including job postings, candidate screening, interviews, reference checks and employment offers.
Work with department managers to identify staffing needs and develop or update job descriptions.
Provide guidance to managers on effective and fair recruitment and selection practices.
Coordinate employment agreements, onboarding documentation and new employee orientation.
Ensure recruitment and selection practices are fair, consistent and aligned with organizational policies.

3. Employee Relations and Workplace Support

Provide guidance and support to managers and employees on workplace concerns,



employee relations and the interpretation of HR policies.
Assist managers in addressing employee performance, attendance, conduct and workplace issues.
Support the resolution of workplace conflicts and employee concerns through fair, respectful and timely processes.
Assist with workplace investigations, documentation and recommendations for appropriate action.
Provide guidance on progressive discipline, corrective action and performance improvement plans.
Promote a respectful, inclusive and positive workplace culture.
Maintain confidentiality and exercise sound judgment when dealing with sensitive employee matters.
Identify emerging workplace concerns and recommend appropriate strategies to management.

4. Performance Management

Develop and maintain the organization’s performance management process.
Coordinate annual and probationary employee performance reviews.
Provide managers with tools, guidance and support to conduct effective performance discussions.
Assist in establishing performance expectations, goals and development plans.
Support managers in addressing performance concerns and documenting improvement plans.
Monitor completion of employee performance reviews and follow up as required.

5. Compensation, Benefits and Employee Administration

Assist with the administration and maintenance of compensation and benefits programs.
Review job descriptions and support job evaluation and compensation recommendations.
Maintain employee records relating to wages, benefits, position changes, leaves and employment status.
Coordinate employee benefit enrolment, changes and terminations.
Support the administration of vacation, sick leave, statutory leaves and other employee absences.
Review compensation practices and provide recommendations to support internal consistency and organizational competitiveness.
Liaise with payroll and finance to ensure accurate and timely communication of employee changes.

6. Training and Employee Development

Identify organizational training and development needs in consultation with managers.
Coordinate employee orientation and mandatory training.
Assist with the development and implementation of employee training and professional development plans.
Support management development and leadership training initiatives.
Maintain employee training records and monitor required certifications.
Promote opportunities for employee learning, growth and career development.

7. Occupational Health and Safety and Workplace Wellness

Support the implementation and administration of workplace health and safety policies and procedures.
Work collaboratively with management and the Joint Health and Safety Committee, where applicable.
Assist with the coordination of workplace safety training and employee education.
Support the reporting, documentation and follow-up of workplace incidents and injuries.
Assist with WorkSafeBC reporting and return-to-work and modified-duty coordination.
Promote employee wellness and a protected,



healthy and respectful work environment.

8. Organizational Development and Employee Engagement

Support initiatives that strengthen employee engagement, communication and workplace culture.
Assist with the development and implementation of employee recognition and retention initiatives.
Identify opportunities to improve HR processes, practices and organizational effectiveness.
Support organizational change initiatives and provide guidance to managers and employees.
Promote the Society’s mission, vision and organizational values through HR practices and workplace initiatives.

9. Other Duties

Maintain current knowledge of employment legislation, HR best practices and emerging workplace trends.
Participate in management and organizational meetings as required.
Undertake other related duties and special projects as assigned by the Executive Director.

SKILLS AND QUALIFICATIONS

Diploma or degree in Human Resources Management, Business Administration or a related discipline.
A minimum of three to five years of progressive human resources experience, preferably in a generalist HR role.
CPHR designation or working towards the designation would be considered an asset.
Knowledge of British Columbia employment legislation, including the Employment Standards Act, Human Rights Code, Workers Compensation Act and applicable WorkSafeBC requirements.
Experience in recruitment, employee relations, performance management and HR administration.
Demonstrated ability to interpret and apply HR policies, procedures and employment legislation.
Experience supporting managers with employee performance, workplace concerns and conflict resolution.
Strong written and verbal communication skills.
Excellent organizational, time management and problem-solving skills.
Ability to manage competing priorities and work independently.
Proficiency in Microsoft Office and HR information systems.

ADDITIONAL COMPETENCIES

Relationship Building and Communication

Builds positive and professional relationships with employees, management and external partners.
Communicates clearly, respectfully and effectively.
Demonstrates strong listening, interpersonal and conflict resolution skills.

Confidentiality and Professionalism

Demonstrates discretion and sound judgment when managing confidential and sensitive information.
Maintains professional boundaries and treats all employees fairly and respectfully.

Leadership and Accountability

Demonstrates initiative, accountability and the ability to work independently.
Provides practical advice and recommendations to management.
Demonstrates confidence in addressing difficult workplace matters.
Takes ownership of assigned responsibilities and follows through on commitments.

Cultural Awareness and Respect

Demonstrates an understanding and appreciation of Indigenous cultures, values and perspectives.
Approaches workplace matters with cultural awareness, sensitivity and respect.
Supports an inclusive workplace that reflects the Society’s commitment to dignity, integrity and accountability.

Adaptability and Problem Solving

Demonstrates flexibility and the ability to adapt to changing organizational priorities.
Exercises sound judgment when assessing workplace situations and recommending solutions.
Identifies opportunities for continuous improvement in HR practices and processes.

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📌 Human Resources Manager (British Columbia)
🏢 Aboriginal Housing Society of Prince George
📍 British Columbia