HR Advisor

**_Please note_**:_Only Canadian Citizens, legal residents or residents with a legal work permit will be considered._

**STATUS**: This is a regular full-time position

**REQ ID**:2024-028

**JOB START DATE**: As soon as Possible

**SALARY**: Commensurate with qualifications and experience
Minimum: $86,398
Maximum: $107,997

**LOCATION**: Hope to Health Primary Care Clinic and Supervised Consumption Site

**BENEFITS**: Employee benefits include medical, dental, as well as accrued vacation and sick time

**ORGANIZATION**: The BC-CfE is a world-renowned HIV/AIDS Centre with an innovative, low-barrier approach to healthcare delivery in clinical practice and an integrated group of research concentrations in Laboratory Sciences, Clinical Trials, Population Health and Epidemiology, Health Economics and Professional Education Programs. A multidisciplinary team of clinicians including Physicians, Nurses, Social Workers and Peers and researchers including Health Economists, Epidemiologists, Clinical Researchers, Statisticians, Programmers, and Data Analysts work collaboratively to improve the health of British Columbians with HIV and communities facing socio-economic barriers in accessing healthcare through the development, ongoing monitoring and dissemination of comprehensive research and treatment programs for HIV and related diseases.

**ROLE SUMMARY**: Reporting to the Manager, Human Resources, the Human Resources Advisor provides advice and counsel to leaders at all levels within assigned client groups on general human resources matters including recruitment, labour relations and related legislation, collective agreement interpretation and administration, organizational policy and procedure, recruitment and occupational health and safety (OH&S). Provides support and advice for clients on all human resources needs, and works collaboratively with managers and team leads across BC-CfE operational and clinical teams. Provides guidance in the development and documentation of core HR business policies and processes and supports the HR Manager in informing and shaping the people and culture strategy for BC-CfE.

**ROLE RESPONSIBILITIES**
- Develops relationships with Directors, Leaders/Managers and Supervisors to encourage Human Resources involvement in proactive strategic and operational planning and decision-making and effectively promotes best practices in human resource management.
- Serve as a strategic HR Advisor on recruitment and provide solutions for any recruitment challenges
- Provide support in the recruitment of strategic or senior level positions within assigned client groups by engaging in full-cycle recruitment
- Provides HR expertise in developing and maturing core HR Business processes (Primarily Recruitment, Retention, Attendance Management, Compensation, Employee Engagement, Training and Development)
- Support the review and development of HR policies, procedures and guidelines for managers and staff at BC-CfE including the development of recruitment strategy for difficult to fill positions, performance appraisal tools, drafting of specific employee evaluations and/or involving in employee engagement initiatives.
- Serve as a strategic advisor on labor relations by demonstrating expert knowledge of applicable collective agreements, legislation, case law, and organizational policies and practices to provide consultative advice to clients on day-to-day operational decisions with potential human resource implications.
- Responsible for providing coaching and liaises with unions on labour relations concerns such as performance/attendance management, displacement, discipline, employer practice issues and/or changes to practice/operations, job share agreements, and memorandums of agreement.
- Facilitates the management and investigation of union grievances through the appropriate processes up to and including step 3. Participates in third party hearings.
- Oversees Duty to Accommodate (DTA)/Graduated Return to Work (GRTW) processes by working with the Occupational Health Nurse, unions, employees, and related departments/units to understand the accommodation processes and our organizational and legislative responsibilities, and finalize DTA or GRTW agreements.
- Works to identify specific organizational human resources focus areas to optimize operational and organizational efficiencies and facilitates the development and implementation of strategies to achieve effectiveness. Participates in major initiatives such as program expansion, union certification, etc.
- Supports the HR manager in the leadership of the Occupational Health and Safety (OHS) committee.
- Supports HR Manager in monitoring organizational trends such as vacancies, market pressures, sick time and overtime, attrition, internal turnover indexes to support operational and organizational planning.
- Supports the remediation and resolution of organizational challenges or gaps in HR processes by working closely with stakeholders, engaging seni