FT - Human Resources Business Partner (HRBP)

Connective

13d • CA$87,000 - CA$108,700 • Hybrid

About The Position

Connective is a dynamic non-profit organization providing innovative programming in the social services sector, aiming to create safe, healthy, and inclusive communities. With over 1,300 employees, many of whom are members of bargaining units (CUPE, BCGEU, and the Yukon Employees Union), Connective is dedicated to high-quality, person-centered programs. The HR Business Partner (HRBP) serves as the primary HR resource for the Service Delivery VP and their leadership team in a designated region. This is a strategic role focused on understanding people challenges, anticipating workforce needs, and delivering HR solutions to achieve service delivery objectives. The HRBP operates within a three-pillar HR model, leveraging Shared Services for transactional work and Centers of Excellence for specialist programs. The HRBP's role is to translate organizational priorities into workforce plans, coach leaders, and ensure HR activity aligns with Connective's direction. Success requires seasoned HR experience, strong business judgment, and the ability to build credibility with operational leaders, handling both sensitive employee relations matters and strategic workforce planning.

Requirements

• Minimum seven years of progressive HR experience as a generalist or HR business partner, with demonstrated experience advising operational leaders on complex people matters.
• Proven ability to build trusted relationships with business leaders and influence decisions without formal authority.
• Solid working knowledge of BC employment legislation including the Employment Standards Act, Human Rights Code, and WorkSafeBC requirements.
• Experience supporting employee relations matters end to end — from initial advice through to investigation, outcome, and documentation.
• Demonstrated experience with performance management, attendance management, and workplace conflict resolution.
• Strong written and verbal communication skills — able to translate complex HR concepts into clear, actionable advice for operational leaders.
• Ability to manage competing priorities and exercise independent judgment in a fast-paced, multi-site environment.
• Post-secondary degree in Human Resources, Business Administration, or a related field, OR demonstrated equivalency through progressive experience and professional development.
• Ability to successfully complete a Vulnerable Persons Criminal Records Check.
• Ability to successfully pass a Reference Check.
• 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.

Nice To Haves

• Chartered Professional in Human Resources (CPHR) designation or active pursuit.
• Experience working in a social services, healthcare, community services, or similarly mission-driven non-profit organization.
• Familiarity with multi-province employment obligations — particularly BC, Alberta, and Yukon.
• Experience supporting organizational change or restructure.
• Experience working in or alongside a unionized environment.

Responsibilities

• Serve as the primary HR resource for the VP, Service Delivery in their designated region and their leadership team, providing proactive and responsive strategic HR advice across all people matters.
• Partner with the regional VP to assess short and long-term workforce needs and develop HR strategies that support operational objectives.
• Contribute to regional workforce planning — headcount forecasting, succession considerations, capability gaps, and organizational design.
• Translate Connective's organizational priorities into regional people strategies, ensuring alignment between HR activity and service delivery goals.
• Advise on organizational structure and role design as the region evolves, including in the context of Connective's provincial expansion plans.
• Provide advice and guidance to managers on complex employee relations matters including performance management, misconduct, attendance management, conflict resolution, and terminations.
• Conduct or oversee workplace investigations into allegations of employee misconduct, providing written reports and recommendations to management.
• Coach managers to build their people management capability — helping them handle situations independently over time, not creating dependency on HR.
• Support leaders in applying Connective's HR policies consistently and in compliance with the BC Employment Standards Act, Human Rights Code, WorkSafeBC requirements, and other applicable legislation.
• Advise on sensitive and confidential employee situations with discretion, sound judgment, and a clear understanding of legal risk.
• Partner with the Talent Acquisition Business Partner to identify regional hiring needs, contribute to sourcing strategy, and support hiring manager capability in the region.
• Identify and advise on retention risks within the region, working with leaders and CoE colleagues to develop targeted responses.
• Support succession conversations and talent identification within the regional leadership team.
• Contribute to onboarding effectiveness for new managers and key hires in the region.
• Partner with Learning & Development and Change Management Lead to design and support change management approaches for organizational changes, restructures, or strategic initiatives within the region.
• Develop targeted communication plans to support employees through change, in alignment with Connective's broader communications and change strategy.
• Identify organizational effectiveness issues — team dynamics, structural friction, manager capability gaps — and partner with Learning & Development and Change Management Lead to develop approaches to address them.
• Contribute to building a healthy, engaged, and high-performing regional workforce culture.
• Interpret and advise managers on Connective's HR policies, ensuring consistent application across the region.
• Ensure HR activity in the region complies with applicable employment legislation — BC Employment Standards Act, Human Rights Code, WorkSafeBC, and any relevant legislation in other provinces as Connective expands.
• Collaborate with the ER & Compliance Lead on complex compliance matters, investigations, and policy development.
• Partner with the Total Rewards Lead to ensure compensation decisions in the region are consistent with Connective's framework and internally equitable.
• Use HR data and people analytics to identify trends, inform decisions, and report on regional people metrics to the VP HR.
• Operate as an active member of the HR Business Partner team — sharing knowledge, calibrating approach, and contributing to consistent HR practice across all regions.
• Contribute to the development and refinement of HR programs, policies, and tools in collaboration with CoE colleagues.
• Participate in the broader HR transformation — this role is part of building a new function, not maintaining an existing one.

Benefits

• 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.
• 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).

What This Job Offers

• Job Type: Full-time
• Career Level: Senior