Human Resources

3 weeks ago

Vancouver, Canada RainCity Housing and Support Society Full time

RainCity Housing wishes to acknowledge that we operate programs on the stolen, unceded, ancestral, traditional homelands of the kʷikʷəƛ̓əm, q̓íc̓əy̓, qiqéyt, qʼʷa: n̓ƛʼən̓, sc̓əwaθən məsteyəxʷ, səl̓ílwətaʔɬ, SEMYOME, shíshálh, Sḵwx̱wú7mesh, ˈstɔːloʊ and Xʷməθkwəy̓əm Nations.

About Us - A home for every person
RainCity Housing is an organization that makes a difference in people’s lives. Our mission is to advance social equity by building upon the strengths of our community and of each individual. With a goal of providing a home for everyone, RainCity’s programs sustain relationships, strengthen communities, and make change for people experiencing homelessness, mental health, trauma, and substance use issues.

You can also follow us on LinkedIn, Twitter, Instagram, and Facebook.

**Benefits**:

- 5 days of paid leave for Indigenous Employees for Ceremonial, Cultural, and Spiritual events per year
- 8 weeks of paid leave for gender affirming care for medical procedures for transgender and gender diverse employees, cumulative total
- Employer-paid benefits for regular Part-time and Full-time employees:

- Core Gender Affirmation services
- $1,000/year coverage for Massage
- $500 per paramedical service Physiotherapy, Naturopath, Acupuncture, Chiropract, and more
- Vision Care, Dental Care, Prescription Drugs, Group Life Benefit (1 x annual salary,) Long Term Disability, and Unlimited Out-of-Province and Out-of-Country Emergencies.

Position Summary

Reporting to the VP of Human Resources & Labour Relations, the Workforce Analyst identifies key reporting requirements and develops data gathering and reporting mechanisms using financial, human resources and organizational data to achieve HR strategic and operational goals. They provide project management and analyst support for all phases of assigned systems development and implementation projects.

The Workforce Analyst works with Information Systems to develop key reporting requirements, automations, and software solutions to real-world business problems, specifically as they relate to the human resources department. Additionally, they work to understand the supply and demand of the relief labour force, thereby monitoring the labour costs of the organization and developing and recommending strategies to reduce labour costs.

**Position Title**: Workforce Analyst
**Department**: Human Resources
**Closing Date**: February 23, 2024.
**Union**: Excluded
**Salary**: $75,000 -$85,000 annually, depending on qualifications and experience
**Term**: Indefinite
**Start Date**: As soon as possible.
**Schedule**: Monday-Friday, 8:30am-5:00pm. Includes some work from home.
**Reports to**: VP of Human Resources & Labour Relations
**Working Conditions**: Corporate office environment as well as program specific environments on occasion
Position Accountabilities
- Monitors salary expenditures on the relief workforce, including overtime; identifies and advises to program management and senior leadership where there is a financial risk of exceeding budget. Recommends management strategies to mitigate financial risk.
- Performs analysis on the relief workforce to understand supply and demand. Makes strategic workforce recommendations to the Director, Human Resources.
- Gathers and analyzes process information on the relief worker life cycle, overseeing and improving workforce data systems, including those assigning scheduling blocks to relief and float staff, thereby reducing overtime and scheduling emergencies.
- Designs processes and data systems to support workflows, related to the relief worker life cycle, including recruitment, hiring, onboarding, probation, minimum hour requirements, benefits, labour relations, performance evaluation, health and wellness, training and professional development and internal job competitions.
- Interfaces with Information Systems to develop automations and other scalable solutions to business problems in HR.
- Supports the redesign, implementation or Continuous Quality Improvement (CQI) of programs through process engineering and workflow analysis, including related knowledge transfer and job aids, and identifying policy gaps.
- Supports CQI activities through HR information systems (re)design and data analysis.
- Provides significant project management and analyst support to coordinate and monitor projects and key deliverables
- Recommends and implements process improvements affecting multiple teams, technologies, systems or business areas to increase efficiency
- Promotes knowledge sharing through the organization’s operational business processes and systems by, among others, strengthening links between knowledge sharing and the information systems
- Works with stakeholders to create consistent processes across programs that ensure staff have easy access to the right information at the right time and in the right place
- Provides guidance for the definition and adoption of new guidelines,

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