College Human Resource Officer

Position Information

Position Number

S00016

Position Title

College Human Resource Officer (CHRO)

Division/Portfolio

Office of the President

Department/Program

People Services*

Location

Kelowna

Other Flexible Work Options

Your Opportunity

Reporting to the President, and as a member of the Executive Team the College Human Resource Officer (CHRO), People Services (PS) is responsible for the strategic leadership of the complex and comprehensive people services function at Okanagan College. As the senior human resources leader for the College, the CHRO builds positive relationships with all partners and leads best practice and continuous improvement across all functional areas of the PS function for the College. This includes, but is not limited to, labour and employee relations, collective bargaining, PS Information systems, human resource data and analytics, talent lifecycle (incl. acquisition, retention, performance, and exit), organizational design, organizational culture, total rewards optimization aligned with retention and performance, organization and leadership development, workplace learning and engagement, benefits, health and wellbeing, and disability management. The CHRO ensures people services practices support the strategic goals of the College, and continually assesses the organizational needs, recommending and overseeing implementation of strategies that will improve PS and College operations and performance.

Functions and Duties

Strategic Leadership

• Provides strategic and operational leadership and direction in establishing innovative and evidence-based enterprise-wide human resource practices in a systems approach aimed at improving the employee experience to achieve strategic outcomes for the College.

• Works with members of the People Services team and the broader College leadership team to implement an enterprise-wide culture of continuous improvement in all functional areas of human resources.

• Provides strategic advising to the President and other members of the Executive Team related to enterprise-wide talent strategy, enterprise risk related to talent, and the broader human resource environment of the post-secondary sector within the provincial context.

• Provides the President and members of the Executive Team with timely and accurate workforce analytics relating to key human resource performance indicators.

• As a member of the Executive Team, integrates people services and broader systems thinking, in providing overall leadership of the College.

• Develops, implements, and monitors short- and long- range enterprise-wide and department business plans, operating and capital budgets, policies, procedures, and practices that support the achievement of College objectives.

Governance and Government Relations

• In collaboration with the President, serves as a strategic advisor to the Board of Governors and the Human Resources and Compensation Committee of the Board, contributing policy advice on collective bargaining, legal compliance, compensation philosophy, executive contracts, and succession.

• Provides regular reporting on employment-related metrics and analytics to the Executive Team and the Human Resources and Compensation Committee of the Board using data-driven insights to guide leadership decisions, predict workforce risks, and measures engagement and performance outcomes. Liaises with relevant Ministries and other institutions such as the Human Rights Commission, Workers' Compensation Board, Employment Standards Branch, and Labour Relations Board on issues related to People Services.

• Liaises with the Post-Secondary Employers' Association (PSEA) and the Public Sector Employers' Council (PSEC), including providing ongoing required reporting.

Employee Engagement and Belonging

• Leads the Colleges approach to creating a culture of engagement and belonging for staff and students that reflects the Colleges commitment to inclusive excellence.

• Oversees the development, deployment, and communication of employee experiences surveys, survey results, and action plans emphasizing leadership and employee accountability for maintaining a positive culture to support college performance.

• Supports College efforts toward Indigenization and Reconciliation by incorporating new approaches that reflect Indigenous world views in policy, procedures, and collective agreements.

• Leads the delivery of benefits, disability management and wellbeing initiatives at the College to ensure that wellbeing, work/life balance, and a healthy and inclusive workplace is actively promoted and developed.

• Ensures the College meets the requirements of the BC Accessibility Act and that an Accessibility Plan is implement and refreshed as required.

• Leads the College's response to complaints of discrimination, bullying and harassment, ensuring that effective processes are in place that support a respectful work environment.

• Responsible for the employer brand positioning in a competitive labour market.

Labour and Employee Relations

• Leads strategic labour relations that shape the College's approach to public-sector employer relations and bargaining.

• Builds proactive, trust-based relationships with unions and the Post-Secondary Employers Association, mitigating disputes before escalation.

• Responsible for the College labour relations and bargaining strategy in alignment with institutional financial planning and risk management.

• Advises on the interpretation of collective agreements, College policies, applicable legislation and labour practices as necessary.

• Leads the development, maintenance and review of exempt employees' compensation and terms and conditions.

• Ensures the presence of modern pay frameworks, workforce recognition systems, and total rewards optimized with retention and performance.

Talent Acquisition and Management

• Works with all College leaders to provide effective and innovative leadership in all human resource functions.

• Leads workforce planning at the College that supports the strategic plan, existing workforce demographics, the future of work and the desire for a diverse and expansive workforce.

• Oversee the development and implementation of enterprise-wide performance management systems directed toward effective execution of College goals.

• Implement and renew a leadership development framework focused on mitigating succession and labour mobility risk.

• Develops and maintains effective training and communications processes that will support managers and supervisors to have the knowledge and skills they need to effectively manage the employees under their supervision.

• Responsible for the development, implementation, facilitation, and evaluation of a variety of learning and development courses, seminars and/or workshops.

Education and Experience

Undergraduate degree in a relevant subject area (i.e., Organizational Leadership, Industrial Relations, or Business Administration) and a CPHR designation are required.

Demonstrated progressive leadership experience of 10 years or more in a complex, service-oriented multi-union organization of significant size. Demonstrated success as a strategic advisor to executive leadership and Boards. Fluency in organizational culture, strategic workforce planning, and transformation management.

Equivalent combinations of education and significant experience are considered.

Skills and Abilities

• Deep knowledge of strategic human resources and labour relations with a demonstrated ability to effectively integrate emergent issues within a long-term strategy of an organization.
• A team focused management style with a demonstrated track record in the effective management of people and budgets.
• Ability to develop and maintain positive relationships across diverse stakeholder communities.
• Demonstrated honesty in dealing with others; possesses the presence, stature, and ability to relate effectively to a wide range of people.
• Strong strategic, analytical, negotiation and dispute management and resolution skills.
• Ability to implement dynamic practices in employee relations.
• Ability to lead employee relations initiatives in a large, complex organization grounded in an understanding of the nuances of people management in a multi-union environment.
• Able to develop effective partnership with union and association leaders that are grounded in respect.
• Able to improve organizational effectiveness through human resource practices.
• Ability to champion collaboration and belonging grounded in an understanding of opportunities and challenges involved in creating an inclusive culture.
• Ability to take informed risks and champions such risk taking throughout the College.
• Strong people, leadership skills; open, approachable, conscientious, and politically sensitive with the ability to lead people to achieve objectives; leads by example.
• Ability to set priorities and manage many competing projects, issues, and initiatives.

Preferred Qualifications

Desired Start Date

06/01/2026

Position End Date (if temporary)

Schedule

Annual Salary/Hourly Rate

Range $148,126 to $227,126. Typical Hiring Range $177,751 to $197,501

Appointment Type

Exempt - Continuing Full-time

Special Instructions to Applicants

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Employee Group

Senior Management

Posting Detail Information

Competition Number

C003287

Number of Vacancies

1

Posting Open Date

12/04/2025

Posting Closing Date

Open Until Filled

Yes

Inclusion Statement

Okanagan College is committed to increasing the equitable and inclusive participation of marginalized people in all aspects of college life. We welcome and encourage applications from Indigenous Peoples, Black People, members of racialized groups/visible minorities, people with disabilities and people with diverse gender identities or expressions. People with disabilities who anticipate needing accommodations for any part of the application process may contact, in confidence,