Job Description

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 outcomes arising from the Leadership Risk Management Committee. Engage the Board of Directors in understanding, evaluating, and responding to key enterprise risks impacting the organization. Evaluate HR-related organizational risks (e.g., labour relations, workforce burnout, policy gaps) and lead mitigation planning. Champion ethical leadership, compliance, and policy alignment with Connective's values and legal requirements. Ensure People & Culture policies and practices comply with applicable laws. Oversee the people elements of business continuity practices (e.g. pandemic and emergencies)

Personal Accountability & Wellbeing

Manage personal well-being, energy, and work-life balance. Demonstrate personal resilience, calm, confident, positive presence under pressure Dedicate focus and time to expanding own leadership capacity and capabilities

WORKING CONDITIONS

Function independently, while remaining a crucial member of the Executive leadership team Adhere to Connective policies and procedures Be available to work flexible hours as needed. May include some evenings/weekends, as determined by the regional office needs and schedules

EXPERIENCE AND SKILLS

Bachelor's or master's degree in HR, Organizational Leadership, Business Administration, or related field. CPHR designation or equivalent 7+ years of progressive HR leadership, with at least 3 years in an executive or senior management role Extensive experience in unionized, multi-region, and mission-driven organizations. Exceptional skills in DEIB, labour relations, leadership development, compliance, and cultural transformation Strategic, systems-oriented thinker with advanced communication and influence skills Extensive knowledge of employment laws and legislation Strong knowledge of MS office suite Excellent verbal and written communication skill in English Ability to motivate and organize a staff team Administrative experience and strong administrative skills Strong leadership and interpersonal skills, conflict management and resolution strategies, as well as a positive work approach

REQUIREMENTS

Ability to successfully complete a RCMP and vulnerable persons check Ability to successfully pass a reference check Valid driver's license

COMPENSATION

Annual salary will be negotiated based on experience and qualifications. This role will also be eligible for Connective's comprehensive Management Benefits Package.

Important:

Candidates must be legally authorized to work in Canada, observe their weekly hours limit if under a temporary or study visa, and provide proof of eligibility if selected for the role.



WHAT WE OFFER?

Committed Living Wage Employer 2022 & 2023 Canadian Nonprofit Employer of Choice Aware from NEOC 2023 High-Performance Culture Award from SupportingLines Competitive benefits package, including health, wellness, and pension plan Career and personal development, with the ability to grow in a diverse range of programs and departments Access to a range of staff mental health supports, including an in-house counsellor, Employee Family Assistance Program, and Critical Incidents Stress Management Access to On-Demand Pay to withdraw earned wages before payday Connective is part of a portability program where employees moving from a CSSEA-member employer to Connective will port their service hours for vacation and wage purposes (within last 12 months)

DIVERSITY, EQUITY AND INCLUSION

At Connective, we value and accommodate unique differences to ensure that our staff have the opportunity and are supported to thrive. To build a strong and representative workforce, we strongly encourage applications from BIPOC, LGBTQ2S+ people, immigrants, and people with disabilities or other marginalized communities.



For more information on Connective's services and locations, visit our website at https://connective.ca/