Indigenous Human Resources Business Partner

Position Summary
Who are we looking for?
Are you passionate about creating culturally safe and inclusive workplaces for Indigenous employees? Interior Health is looking for a permanent full time Indigenous Human Resources Business Partner to help shape HR practices that reflect Indigenous values, knowledge, and lived experiences. In this role, you'll guide and support leadership in embedding trauma-informed, anti-racist, and culturally safe approaches into employee and labour relations. If you're committed to uplifting Indigenous voices and shaping a more inclusive future, we invite you to apply

The worksite location for this position is flexible and can be located anywhere within the Interior Health region.

Some of the Benefits of Joining Interior Health:

• An attractive remuneration package

• Excellent career prospects

• Employer paid training/education

• Employer paid vacation

• Employer paid insurance premiums

• Extended Health & Dental coverage

• Municipal Pension Plan

• Work-life balance

Salary Range:
Salary range for the position is $88,990 to $127,923. Interior Health establishes salaries within the minimum and maximum of the salary range based on consideration of the qualifications, experience of the applicant, and an internal equity review of the salaries of other employees.

How will you create an impact?
In accordance with the established vision and values of the organization, acting as a change agent, the Indigenous Human Resources Business Partner (IHRBP) provides advice, guidance, consultation and coaching, on a wide range of operational Human Resource (HR) matters to Indigenous Partnerships and other assigned portfolios, and acts as a resource to the HR Operations team and Interior Health (IH) managers to embed culturally safe, trauma-informed, and anti-racist measures into employee and labour relations strategies, processes and practices, recommending and utilizing alternatives to existing colonial HR processes to enable culturally safe resolution outcomes to conflicts and issues in the workplace.

The IHRBP understands Truth and Reconciliation and key documents that support organizational transformation to one of cultural safety and humility. Documents include, but are not limited to, the Truth and Reconciliation Commission of Canada's 94 Calls to Action, the In Plain Sight Report, the Calls for Justice from Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls, the United Nations Declaration on the Rights of Indigenous Peoples, and B.C.'s Declaration on the Rights of Indigenous Peoples Act.

The IHRBP utilizes knowledge in the full scope of the business of HR within IH strategic objectives and business drivers/priorities of Indigenous Partnerships and portfolios as assigned. The IHRBP engages, coordinates, and collaborates with key HR and IH business support services such as Indigenous Employee Experience, Indigenous Recruitment, Labour Relations, Organizational Development and Learning & Development, Retention, Staffing Services, Finance, and Workplace Health & Safety.

What will you work on:

• Guides, coaches, advises, and supports the Indigenous Partnerships portfolio and other portfolios as assigned on a wide range of sensitive or complex operational employee relations matters such as: disciplinary issues; performance improvement plans; complex investigations, return to work and employment accommodation matters, and WorkSafeBC (WSBC) incident investigations. Recommends plans and actions that enable culturally safe response strategies and resolution outcomes to resolve conflicts and issues in the workplace.

• Works collaboratively with Indigenous Employee Experience colleagues to coordinate Indigenous employee cultural safety and support during investigations and resolutions e.g. workplace environment and Indigenous-specific racism matters, (e.g. skilled talking circle facilitator, Knowledge Keepers, Elders, advocates, etc.).

• Interprets various collective agreements, IH policies, and other relevant legislation. Represents the Employer in the negotiation and resolution of local issues and grievances. Develops and maintains effective communication/working relationships with local and district union representatives in the implementation of planned changes and represents the Employer in proactively problem-solving, mediating and negotiating resolution of grievances and issues.

• Acts as a resource to the HR Operations team and IH managers to review colonial HR processes and embed culturally safe, trauma-informed, and anti-racist measures into employee and labour relations policies, processes, and practices. Collaborates with other Indigenous HR-focused roles, Indigenous Employee Experience, and Indigenous Recruitment to ensure employee and labour relations considerations into IH Diversity, Equity and Inclusion (DEI), Indigenous Cultural Safety and Indigenous Anti-Racism policy review and related initiatives and strategies.

• Works in partnership with Indigenous Partnerships, and other portfolios as assigned; leaders, assesses, and evaluates current business delivery and workforce utilization models. Reviews and analyzes relevant information, data and performance metrics and identifies/recommends opportunities for innovative enhancement strategies/plans and practical solutions that will provide for advancing cultural safety and quality improvement models and an employee-oriented, high-performance culture that emphasizes quality, empowerment, productivity and standards, goal attainment, and the ongoing development of a people focused workforce.

• Conducts labour impact analysis of Indigenous Partnerships and other portfolios as assigned; proposes business and workforce optimization strategies, providing feedback, options and/or recommendations for implementation plans and mitigating strategies while considering relevant collective agreements, policies, and legislation. Engages with Labour Relations as required.

• Establishes and maintains accessible and visible client relations through membership at leadership tables and through regular individual meetings to support leadership decision-making. Participates on HR special assignments, projects, and events.

• Engages, and works collaboratively with Labour Relations, Finance, Workforce Strategy, Indigenous Employee Experience, Organizational Development & Learning Development, Retention, Indigenous Recruitment, and Staffing Services to identify and diagnose issues that may be difficult / complex / high risk situations requiring further attention or intervention, and in developing workforce planning, recruitment, staffing, succession planning, and change and transition strategies that support organizational change, capacity, renewal and effectiveness.

• Participates in contingency plans as required for legal/illegal work stoppages and conducts essential service planning for assigned departments.

• Facilitates or conducts related information, training, and education sessions as appropriate.

• Maintains records, tracks and reports on HR metrics and produces related reports.

• In alignment with IH's Occupational Health & Safety Program, always adheres to all occupational Health and Safety policies and procedures and attend all required training. Responsible to report any identified hazards, unsafe conditions or incidents to the manager or supervisor immediately.

• Performs other related duties as required.
Interior Health strives to create an environment where you enjoy the work you do, the place where you work, and the people around you. Together, we create great workplaces. Apply today

Honouring Interior Health's commitment to Truth and Reconciliation and the Declaration on the Rights of Indigenous Peoples Act (DRIPA), and Pursuant to Section 42 of the BC Human Rights Code, preferential consideration and/or hiring will be given to qualified applicants who self-identify as Indigenous (First Nations, Métis, or Inuit).

Qualfications
Education, Training, and Experience:

• An undergraduate degree in an area of HR Management and/or Business Management.

• Minimum of five (5) years of recent relevant experience in HR, preferably in a large, complex unionized environment.

• Lived and living experience as an Indigenous person. Demonstrated knowledge of, or commitment to learn, culture, protocols, traditions, and ideology of Indigenous Peoples and organizations in the B.C. Interior. Demonstrated knowledge of Indigenous worldviews and perspectives of health and wellness.

• Indigenous Studies and/or Cultural Safety and Humility training is an asset.

• CHRP professional designation is an asset.

• Or an equivalent combination of education, training, and experience may be considered.

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