Vice President of People

Connective is a dynamic non-profit organization that provides innovative programming in the social services sector. We strive to create safe, healthy, and inclusive communities for all.
ROLE PURPOSE
The Vice President of People & Culture (P&C) provides executive oversight of Connective’s workforce strategy, culture, and human systems. As a member of the Executive Team, this role drives enterprise-wide alignment of P&C policies and culture with organizational strategy, operational realities, and long-term service vision. The VP leads the Director of People & Culture and other key personnel to deliver integrated, values-driven systems that support talent development, DEIB, labor relations, Health & Safety and organizational learning. The VP also serves as a strategic advisor to the CAO, CEO, and Board on matters of workforce risk, well-being, and people strategy. The VP will also oversee organizational risk management and lead the risk management team, integrating enterprise risk frameworks into strategic planning and operational alignment.
REPORTING AND WORKING RELATIONSHIPS
- Reports to the Chief Administrative Officer (CAO)
- Participates as a member of the Connective Executive team
- Partners with all Vice Presidents and Executive Leaders
- Advises Board Committees on P&C strategy, DEIB, workforce risk, and organizational well-being

HOURS (40 HOURS PER WEEK)
Monday to Friday, 0900 - 1700
KEY ACCOUNTABILITIES
Building a Great Team
- Lead the development and execution of a multi-year People & Culture strategy aligned with Connective’s mission and strategic priorities.
- Drive enterprise-wide integration of workforce strategies, inclusive leadership practices, and operational alignment.
- Partner with Executive and Program leadership to anticipate organizational needs and talent implications of strategic growth
- Deliver timely and informative internal communications to employees
- Champion a values-aligned, psychologically safe, and inclusive culture that supports a high-performing and equitable workplace
- Lead culture transformation initiatives and reconciliation-focused approaches across all regions and departments
- Empower and develop leaders across all levels to embody relational, trauma-informed, and equity-centered leadership
- Intermediary between CEO, Board of Directors, Executive Team and the broader organization for ongoing communications regarding people projects and strategic imperatives
- Build and sustain highly engaged teams that are self-driven to innovate and deliver results that are aligned with the agency’s organizational values and unified direction

Strategic Leadership
- Provide strategic counsel and regular reporting to the Board and Board Committees regarding workforce trends, culture health, and HR strategy.
- Advise on succession planning, senior leadership development, and people risk across the organization.
- Participate and lead relevant P&C board related committees
- Supervise the delivery of P&C services that impact unionized and non-unionized employees across BC and the Yukon.
- Ensure HR strategy supports the evolving needs of employees, service users, and other internal and external stakeholders.
- Represent Connective’s employer brand externally; build partnerships with funders, regulators, and equity-focused sector bodies.
- Stay ahead of emerging HR legal, regulatory, and sector-wide changes; lead adaptation efforts accordingly.
- Promote DEIB, reconciliation, and belonging as organizational imperatives, internally and externally.
- Leverage external networks for cost-effective people and culture best practices.

Deliver Performance and Results
- Ensure People & Culture strategy reinforces service quality and front-line effectiveness through responsive people systems.
- Advance employee and leadership development with a focus on accountability, continuous learning, and client-centered practice.
- Oversee departmental budgeting, workforce financial modeling, and cost-effective compensation strategies.
- Provide oversight for benefits planning, policy implementation, and collective agreement financial implications.
- Guide the Director in operationalizing HR strategy
- Ensure alignment of HRIS, analytics, and reporting with organizational objectives.

Risk Management
- Lead the organizational risk management function, including oversight of the risk management team and development of enterprise risk strategies.
- Ensure risk frameworks are embedded in HR practices, operational planning, and leadership decision-making.
- Work with the CAO and Executive Team to proactively assess, mitigate, and monitor organizational risks, including reputation, compliance, and operational threats.
- Ensure staff across departments understand and engage with enterprise risk management frameworks and report expectations.
- Lead the integration of risk mitigation strategies into workforce planning, emergency preparedness, and business continuity.
- Participate in and act on activities and