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Human Resources Business Partner
HR Services

Vancouver, BC (Hybrid)

This is a hybrid position working remotely from home with occasional travel in the Greater Vancouver Area to provide onsite support to leaders and team members.
This role would be supporting a designated portfolio within BC Mental Health & Substance Use Services (BCMHSUS), HealthLink BC (HLBC), Provincial Laboratory Medicine Services (PLMS), BC Center for Disease Control (BCCDC) & Provincial Clinical Planning Programs and Partnerships (PCPPP). The Business Partner is the first point of contact for operational partners within their assigned portfolio, consults on a wide variety of issues including organizational development, recruitment and selection, labour relations (LR) including collective agreement and policy interpretation and staff training and development, works closely with HR Services team and centralized HR partners. The Business Partner is a strategic partner to an operational group, promoting and fostering a consultative and proactive problem solving employee relations/labour relations approach and contributing to the overall strategic design and implementation of work processes that enable client groups to achieve their business outcomes. The Business Partner also participates on leadership teams and in HR special assignments, projects and events that have PHSA and Agency wide application.

The Business Partner provides leadership to others by providing advice and guidance in situations requiring interpretation and judgment. Represents the organization at labour management meetings, negotiates resolutions both locally and provincially to labour relations issues independently and/or in conjunction with centralized HR partners. Works collaboratively with the team to ensure consistent application of relevant policies, collective agreements and terms and conditions of employment. Decisions are made through creative problem solving and independent judgment while keeping the organizational goals of both Agency level and PHSA wide in mind. Contacts involve negotiating and facilitating consensus to guide and lead others in making sound human resource decisions and to bring closure and/or resolution to outstanding issues.

What You'll Do

• Builds effective partnerships within assigned client groups including developing a strong understanding of the client's services, encouraging development of the client's business strategic plan to maximize the potential of available human resources. Promotes human resource strategies, corporate initiatives and services to facilitate understanding and cooperation.
• Consults with clients on an ongoing basis to determine evolving human resource requirements. Analyzes requirements and develops strategies and options to enable clients to achieve required business objectives in addition to increasing accountability for HR processes within their own groups. Provides coaching and advice to clients on the selection, implementation and management of human resource strategies and evaluates and measures the effectiveness of selected strategies.
• Utilizes operational partner feedback to continually improve delivery of services. Supports the development of human resource related quality indicators in day-to-day operations such as continuous quality improvement. Models behaviour that is consistent with the strategic direction of the organization.
• Identifies needs for specialized HR expertise in areas such as LR, classification and compensation, recruitment, retention, employee wellness and safety and organizational development and brings together clients and human resources partners from their workplace network or centralized HR teams or other corporate supports.
• Promotes, educates, coaches and supports management/supervisory staff in developing expertise in human resource practices. Provides information and advice to clients on change management processes working with HR and other corporate/centralized HR partners to assist them to understand change and make informed decisions. Facilitates effective organizational change, using effective change management processes.
• Utilizes/develops targeted communication strategies for unions, employees and other stakeholders to support change initiatives. Supports alignment and achievement of the organization's/agency's vision and business strategy through the change initiatives of specific client groups.
• Interprets, coaches and advises operational groups regarding collective agreement interpretation, government legislation and organizational policies and procedures and other legal obligations affecting HR issues, including providing direction on issues of ambiguous/conflicting nature and terminations/severance. In collaboration with HR partners, coordinates LR implications of organizational changes with union. Keeps management current on industry issues, union/management initiatives, collective agreement changes, legislation and jurisprudence.
• Supports the dispute resolution process up to step 3 of the grievance process including investigating issues/grievances, maintaining documentation, engaging in discussions with management and union representatives in an effort to achieve effective resolution and representing the employer at union/management meetings. Encourages the development of positive and proactive union/management relations and collaborates with centralized HR partners and related community of practice groups as required. Provides leadership to management in the development and implementation of essential service plans working in collaboration with HR/LR partners.
• Advises and coaches operational partners on recruitment issues including effective internal and external recruitment and selection procedures, encouraging total compensation and fiscally responsible mindset, and the interpretation of the collective agreement obligations. Collaborates with centralized HR partners on specialty recruitment, compensation and retention initiatives as required.
• Participates in HR and operational projects, industry committees and tasks groups through methods such as attending meetings, advocating for the organization's interests, influencing change and assessing trends and changes to human resource practices, communicating relevant information to HR team and identifying processes and interpretations which require change.
• Remains current on human resource trends, issues and best practices through literature review, contact with peers at other organizations and attendance at seminars, workshops and educations programs.

Qualifications
What you bring

• A level of education, training and experience equivalent to a Bachelor's degree in Human Resources plus seven (7) to ten (10) years of progressively more senior experience in a unionized setting and in dealing with conflict resolution.
• Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples in social and health contexts, including supported by significant knowledge of Indigenous-specific mandates, including clear understanding of and commitment to eradicate Indigenous-specific racism and discrimination and embed Indigenous Cultural Safety and Humility.
• Demonstrate comprehensive knowledge of the historic and ongoing impacts of settler colonialism and systemic racism on Indigenous Peoples within social and health contexts. This includes understanding how these factors contribute to current health disparities and barriers to care. Show a clear commitment to identifying, challenging, and eradicating Indigenous-specific racism and all forms of discrimination impacting equity-deserving groups within health care settings. This involves familiarity and understanding Indigenous Cultural Safety and Humility recognizing personal biases, institutional barriers, engaging in anti-racism education and training and advocating for systemic change.
• Demonstrated knowledge and understanding of legislative obligations and provincial commitments within HR Services contexts found in the foundational documents including Truth & Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study - BC Human Rights Code, BC Anti-racism Act and how they intersect across the health care system.

Core Competencies

• Brings an understanding of the Indigenous specific racism and the broader systemic racism that exists in the colonial health care structure, and has demonstrated initiatives in breaking down barriers and ensuring a safe environment ensuring a sense of belonging to all and informed by Indigenous Cultural Safety.
• Awareness of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (the Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).

Skills & Knowledge

• Working knowledge of standard human resource policies and practices and related employment legislation. Models a commitment to service and being a strategic HR business partner within a complex organization. An accomplished communicator and active listener with a demonstrated ability to negotiate and influence within a collaborative framework. Demonstrated ability to work as an effective member of a team and to work independently. Demonstrated initiative to analyze and resolve problems quickly and efficiently. Excellent written, verbal and interpersonal skills. Demonstrated ability to mentor and engage others to ensure success in the workplace. Demonstrated ability to build strong, positive relationships and effectively work with various stakeholders and colleagues/staff in a consultative manner. Ability to communicate ideas and concepts and to prepare correspondence, reports, minutes and summaries. Comprehension of the importance of the balance of confidentiality and disclosure necessary for effective communications and requirements of collective agreements. Commitment to the value of continuous learning and an open curiosity for new ideas and innovation. Ability to make formal presentations. Ability to use related equipment including HR information systems, word processing, spreadsheet, database and internet tools.
• Demonstrates a commitment to beginning and/or continuing their personal learning journey related to Indigenous-specific racism and dismantling systems of oppression, as well as addressing racism more broadly. Shows willingness to articulate and share their learning experiences to contribute to a culture of motivation and inspiration among peers.
• Demonstrates foundational knowledge of the social, economic, and political realities of settler-colonialism and its impacts on Indigenous peoples and equity-deserving groups within social and health contexts. Understands the impact of social determinants of health-on-health outcomes. Shows a commitment to learning about and upholding legislative obligations and provincial commitments outlined in foundational documents such as the Truth & Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place: Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, the BC Human Rights Code, Anti-Racism Data Act, and the Distinctions Based Approach.

What We Bring
Every PHSA employee enables the best possible patient care for our patients and their families. Whether you are providing direct care, conducting research, or making it possible for others to do their work, you impact the lives of British Columbians today and in the future. That's why we're focused on your care too – offering health, wellness, development programs to support you – at work and at home.

• Join one of BC's largest employers with province-wide programs, services and operations – offering vast opportunities for growth, development, and recognition programs that honour the commitment and contribution of all employees.
• Access to professional development opportunities through our in-house training programs, including +2,000 courses, such as our San'yas Indigenous Cultural Safety Training course, or Core Linx for Leadership roles.
• Enjoy a comprehensive benefits package, including municipal pension plan, and psychological health & safety programs and holistic wellness resources.
• Annual statutory holidays (13) with generous vacation entitlement and accruement.
• PHSA is a remote work friendly employer, welcoming flexible work options to support our people (eligibility may vary, depending on position).
• Access to WorkPerks, a premium discount program offering a wide range of local and national discounts on electronics, entertainment, dining, travel, wellness, apparel, and more.

Job Type:
Regular Full-Time

Salary Range:
$88,990 - $127,923.
The starting salary for this position would be determined with consideration of the successful candidate's relevant education and experience, and would be in alignment with the provincial compensation reference plan. Salary will be prorated accordingly for part time roles.
Location:
1795 Willingdon Avenue, Burnaby BC V5C 6E3

Closing Date:
Applicants accepted until position is filled

Hours of Work:
Monday-Friday.
This is a hybrid position working remotely from home with occasional travel in the Greater Vancouver Area to provide onsite support to leaders and team members.
Requisition #:
191373E

What We Do
The Provincial Health Services Authority (PHSA) plans, manages and evaluates specialized health services with the BC health authorities to provide equitable and cost-effective health care for people throughout the province. Our values reflect our commitment to excellence and include: Respect people – Be compassionate – Dare to innovate – Create equity – Be courageous.

Learn more about PHSA and our programs:

PHSA is committed to anti-racism and equity in our hiring and employment practices. With learning and compassion, we are addressing existing inequities and barriers throughout our systems. PHSA is seeking to create a diverse workforce and to establish an inclusive and culturally safe environment. We invite applications and enquiries from all people, particularly those belonging to the historically, systemically, and/or persistently excluded groups identified under the B.C. Human Rights Code.

One of PHSA's North Star priorities is to eradicate Indigenous-specific racism, which includes ongoing commitments to Indigenous recruitment and employee experience as well as dismantling barriers to health care employment at every level. We welcome Indigenous individuals to apply and/or contact the Sanya'k̓ula Team (Indigenous Recruitment & Employee Experience) for support at

Indigenous-specific anti-racism initiatives are rooted in addressing the unique forms of discrimination, historical and ongoing injustices, and exclusion faced by Indigenous peoples. These initiatives align with an Indigenous rights-based approach, recognizing the inherent rights and title of BC First Nations and self-determination of all First Nations, Inuit and Métis communities. PHSA is mandated to uphold legislative obligations and provincial commitments found in the foundational documents including the Truth & Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study.

ATTN: PHSA Employees:
To be considered as a PHSA employee (internal applicant) for this position,
you must apply online via your internal profile at

Please note the internal job posting will no longer be accessible after the expiry date of
November 24, 2025
. If the internal job posting has expired, please contact the Internal Jobs Help Desk and advise that you would like to be considered as a late internal applicant for this position.
Please do not apply for the external job posting.
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Please note regular business hours are Monday – Friday (excluding stats), 8:30am to 4:30pm. A Help Desk Representative will respond to your inquiry within 1-2 business days.