Interim Director of People & Operations

The Law Foundation of BC • Vancouver, BC

21d • Hybrid

About The Position

The Law Foundation of British Columbia (the Foundation) invests in work that empowers people and strengthens communities, aimed at creating a future where systems of law and justice support all people to live and thrive in dignity.

The Foundation makes grants using funds arising from the interest paid on lawyers’ pooled trust accounts and other sources.

Through its funding, the Foundation supports many programs and services that seek to promote justice for people at both an individual and systemic level. This includes funding to support a network of civil legal aid services for low income people, to provide legal research and education, and to support public access to legal information, to name a few.

Working at the Foundation means joining a team of passionate, hard-working professionals. We are committed to building and supporting an inclusive and respectful working environment, where all employees are valued for their contributions to our mission, and feel a sense of safety, dignity, and belonging.

The Interim Director of People & Operations is a member of a dynamic team working to create, amplify, and support innovative solutions to difficult access to justice challenges and systemic inequities that affect the well-being of diverse communities in British Columbia.
Reporting to the Executive Director and as part of the Foundation’s Senior Leadership Team, the Interim Director of People & Operations’ primary responsibility is ensuring stability and continuity across people and operational functions during the leadership transition and leave coverage period. This individual provides strategic leadership in relation to the Foundation’s operations, human resources, organizational development, and infrastructure in a not-for-profit foundation context.
The Interim Director of People & Operations leads the People & Operations Team, comprised of staff specialised in human resources, operations, program administration, digital transformation, data management, and governance. The Interim Director of People & Operations works closely with the Senior Leadership Team members to ensure and manage:
equitable management of human resources;
the organization’s operations and operational policies to support our mandate and provide leadership in our sector;
an effective work environment, maintained through organizational policies, planning, and internal training; and
digital and physical infrastructure that meets the organization’s needs.
The Interim Director of People & Operations also works in collaboration with the Executive Director and Senior Leadership Team on risk management in relation to the Foundation’s operations.
The Foundation is at an exciting moment in our history, as we are midway through our 2023-2028 Strategic Plan. We actively pursue structural and operational change to respond to the new challenges we face. While the implementation of strategic priorities is an all-of-Foundation endeavour, it is intended that this position advances the Foundation’s mission through the strategic plan's focus area of “Building a Thriving Foundation”, which aims to provide the Foundation with strong infrastructure and resources to serve our mandate.

Requirements

• At least 10 years of progressive operations and/or human resources leadership experience, preferably in a non-profit organization
• At least 10 years of relevant experience in a complex role which may include involvement at an executive leadership level delivering on initiatives within the non-profit or philanthropic sectors
• Bachelor’s degree (MA/MBA preferred) in Business, Management, or Strategy
• CPHR (Chartered Professional in Human Resources) designation
• Deep knowledge of British Columbia employment standards, human rights, and related labour legislation, combined with a strong understanding of progressive HR practices that foster equity, accessibility and inclusion.
• Experience managing teams with diverse skillsets
• Financial management and budget development skills are required
• Leadership and management experience developing and operationalizing a strategic vision
• Experience working with boards of directors and an understanding of board governance
• Experience in project management

Nice To Haves

• Strong commitment to the Foundation’s vision, mission, and values
• Ability to demonstrate strong leadership, good judgment, and strong ethics
• Ability to further the Foundation’s work to strengthen structural inclusion through an anti-racist, intersectional approach based in a shared commitment to justice, equity, diversity, and inclusion
• Intercultural competency, cultural humility, and experience working in an environment that works to affirm the rights of disadvantaged and marginalized groups such as Indigenous peoples, members of the 2SLGBTQIA+ community, persons with disabilities, ethnic, religious or linguistic minorities, and/or women and children
• Indigenous relations cultural competencies, including:
• showing courage and conviction in advocating for change within institutions for the betterment of Indigenous peoples, including stepping forward from a place of humility, respect, and knowledge to name needed change and to advocate for it; and
• demonstrating cultural humility, agility, empathy and sustained learning and development.
• Excellent written and oral communication skills, especially the ability to explain one’s views clearly
• High attention to detail
• Directness and openness in giving and receiving feedback
• Orientation towards improving organizational practices
• Flexibility and adaptability
• Comfort explaining and discussing decisions using clear, systematic frameworks
• Ability to get things done either via delegation or directly
• Ability to manage change including planning, building support, communication, and handling resistance in a way that promotes successful implementation
• Must be extremely well organized and able to prioritize tasks
• Ability to work independently and as part of team
• Discretion and ability to handle confidential issues
• Effective at building trusting relationships internally and externally
• Self-reflective, critical thinker about their work and the team’s work, with an aim to improve systems and outcomes
• Decisive insight, ability to draw on one’s experience, knowledge and training, data, and the knowledge of others to analyze and solve problems in difficult and complex situations to support making the best decision possible at the most appropriate time, taking into account risks and benefits
• Excellent and sensitive interpersonal skills, including an ability to listen to others and learn from their best ideas, share best practices and experiences, and contribute to a learning environment
• Exceptional people management and team management skills, including ability to build teams
• Commitment to creating and reinforcing a transparent, accountable, mutually respectful collaborative work environment
• Ability to manage your own workload, recognizing both the reality of external events beyond our control and the Foundations’ desire and commitment to fostering a heathy workplace which supports employees with a range of family structures and personal commitments
• Strong computer skills and ability to master new programs quickly
• Knowledge and ability to use online project management platforms (Asana) and HRIS (BambooHR)
• Knowledge of database use and data management
• Knowledge of BC employment legislation (for example, Human Rights Code, Employment Standards Act and WorkSafeBC)
• Ability to understand financial reports, budgets, forecasts, and financial plans
• Ability to understand and navigate applicable regulatory requirements

Responsibilities

• Organizational Leadership
• Human Resources Leadership
• Operations Leadership
• External relations

Benefits

• generous health and dental coverage for employees, their spouses, and dependents
• 4 weeks’ annual vacation to start, and late December office closure
• additional paid time off for Indigenous Leave for Ceremonial, Cultural, and Spiritual events and practice
• family friendly workplace policies, parental leave top-ups, life insurance plan, and a workplace culture with an overarching emphasis on wellness and work life balance
• RRSP contribution of 6% of salary without matching requirement
• annual wellness spending account for each employee
• generous care days (sick leave) entitlement
• flexible work arrangements
• relevant professional fees and memberships covered
• training and professional development opportunities

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 1-10 employees