Associate Director, Workforce Strategy, Inclusion and Belonging

When you join Okanagan College, you’re joining a team that’s transforming lives and communities.

Every course you create, every student you support and every connection you build, it all matters.

Be a part of a vibrant campus community, where the work you do every day truly makes a difference.

The Associate Director, Workforce Strategy, Inclusion & Belonging provides strategic leadership for the College’s Equity, Diversity and Inclusion planning, workforce planning, talent acquisition, organizational development, compensation, work design, People Services systems and workforce reporting. The Associate Director connects these functions into a coherent people strategy that anticipates workforce needs, strengthens organizational capability and supports the College’s strategic priorities.

The Associate Director is accountable for advancing equity, diversity, inclusion, social justice (EDISJ), accessibility and belonging throughout the employee experience. The role leads the People Services contribution to approved EDISJ and accessibility commitments, identifies systemic barriers in employment practices and uses evidence, consultation and partnership to improve fair access, participation and retention. Working with College leaders and colleagues, the Associate Director ensures that recruitment, learning, succession, performance, compensation and work design practices reinforce an inclusive and effective workplace.

As a member of the People Services leadership team, the Associate Director advises the College Human Resource Office (CHRO) and senior leaders on workforce risks, priorities and investment choices; establishes governance and service expectations across the portfolio; and oversees the use of reliable workforce data to assess progress and inform decisions.

1. Leads the development, implementation and regular review of a College-wide workforce strategy in collaboration with leaders, identifying current and future staffing needs, critical capabilities, demographic trends, workforce risks and priority actions.

1. Translates the workforce strategy into coordinated plans for recruitment, succession, learning, organizational development, work design, compensation and retention; establishes goals, measures and accountabilities across the portfolio.

1. Provides leadership and supervision, including recruitment and selection, orientation, priority setting, coaching, professional development, performance management and support for employee health, safety and wellbeing.

1. Provides strategic direction for a centralized recruitment model, ensuring clear roles for recruiters and hiring leaders, consistent selection standards, effective use of the applicant tracking system, a positive candidate experience and timely hiring outcomes.

1. Oversees succession planning and talent development frameworks that help leaders identify critical roles and capabilities, assess future needs and implement practical development or recruitment actions.

1. Provides strategic oversight of onboarding, employee and leadership learning, mandatory training pathways, performance evaluation and development processes, ensuring these programs are accessible, useful and aligned with workforce priorities.

1. Leads the People Services approach to workplace EDISJ, accessibility and belonging in alignment with approved College strategies and plans; works with responsible College offices, committees, employee groups and community partners to coordinate action and clarify responsibilities.

1. Ensures employment policies and practices are reviewed for systemic barriers and unintended effects, and directs improvements to recruitment, selection, onboarding, learning, performance, advancement, compensation and employee experience.

1. Oversees employee listening, engagement, recognition and experience strategies; ensures findings are translated into accountable actions and that their impact is evaluated.

1. Provides strategic oversight of job design, job description standards, job evaluation, classification and exempt compensation practices, ensuring equitable, consistent and well-supported recommendations within applicable agreements and approved frameworks.

1. Provides direction on significant or precedent-setting compensation, classification and organizational design matters, including external approval requirements and financial or workforce implications; escalates decisions requiring CHRO or executive approval.

1. Establishes a People Services data and reporting direction that supports workforce planning, operational decisions, Board and executive reporting, and external requirements; oversees data quality, privacy, access and appropriate use of employee information.

1. Sponsors improvements to People Services systems and digital processes, working with Information Technology, Finance, Payroll and other system owners to set priorities, manage risks and improve the reliability and usability of workforce information.

1. Uses workforce metrics and qualitative evidence to monitor recruitment, retention, employee experience, learning, performance, classification and compensation outcomes; identifies disparities, risks and opportunities and presents recommendations to senior leaders.

1. Oversees policies, procedures, service standards, controls and documentation within the portfolio, ensuring consistent practice and coordination with collective agreements, legislation, College policies and public sector requirements.

1. Advises the CHRO and senior leaders on workforce planning, major organizational changes, talent risks and the people implications of proposed strategic or operational decisions, in coordination with employee and labour relations colleagues.

1. Builds partnerships with leaders, employee representatives, Finance, Payroll, Information Technology, Institutional Research and other College groups to integrate workforce planning and improve the employee experience.

1. Represents the College or People Services on relevant committees, sector networks and with external bodies, including the Post-Secondary Employers’ Association, as assigned.

1. Develops and manages assigned budgets and resources, oversees major projects and external contracts, and reports on progress, results and material risks to the CHRO.

1. Performs other duties as assigned.

Master’s degree in human resources, organizational development, business administration, public administration or a related field.

A minimum of seven (7) years of progressively responsible experience in human resources or workforce strategy, including leadership of multiple people programs and at least three (3) years of management or supervisory experience.

Experience in a complex unionized, public sector or post-secondary organization is preferred. A CPHR designation or relevant professional education in equity and inclusion, organizational development or change management is an asset.

Or an equivalent combination of education and experience.

Demonstrated experience developing workforce or talent strategies and leading substantial initiatives in recruitment, organizational development, compensation, people analytics, EDISJ or accessibility.

Strong understanding of workforce planning, talent acquisition, succession planning, learning, performance development, compensation, classification and organizational design, and how these functions work together.

Demonstrated knowledge of EDISJ, accessibility, anti-racism, systemic barriers and inclusive employment practices, with the ability to translate commitments into practical and measurable changes.

Ability to lead, set direction across distinct professional functions and develop effective working relationships with senior leaders and partners.

Advanced strategic planning, analysis and judgment, including the ability to use workforce data, consultation and financial information to assess options and recommend action.

Knowledge of human resources information systems, data governance and reporting, and the ability to sponsor technology and process improvements.

Strong communication, facilitation, consultation and change leadership skills, with the ability to address sensitive issues and differing perspectives constructively.

Working knowledge of collective agreements and applicable employment, human rights, accessibility, privacy and public sector compensation requirements.

Ability to manage competing priorities, budgets and complex projects while maintaining confidentiality and appropriate escalation of risk.

Strong written and verbal communication skills.

Ability to manage a high work volume and manage many competing projects, issues and initiatives.

Demonstrated innovation and change management skills which include supporting and encouraging new ideas and approaches to build organizational efficiency.

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, AccessibilityHR@okanagan.bc.ca.