Sr. Human Resources & Organizational Development Manager

Sr. Human Resources & Organizational Development Manager Administrative Office | Yuułuʔiłʔatḥ Government Classification: Band 8 — Senior Manager / Director Reports To: Chief Administrative Officer (CAO) Supervises: Human Resources and Organizational Development staff Location: hitac̓u, BC (Ucluelet) — on-site Employment Type: Full-Time, Permanent Salary Band: Band 8 ($98,076 – $147,115) POSITION PURPOSE The Sr. Human Resources & Organizational Development Manager provides senior strategic leadership for the people function of the Yuułuʔiłʔatḥ Government (YG). Reporting to the Chief Administrative Officer and working as a member of the Senior Management Team, the role sets multi-year workforce, organizational design, and culture strategy while retaining accountability for the full HR portfolio — recruitment and onboarding, employee and labour relations, compensation and total rewards, HR policy and legislative compliance — and leads the organizational development portfolio covering learning and leadership development, succession planning, performance and engagement, and organization-wide change management. ACCOUNTABILITY Strategic Workforce & Organizational Design Develops and leads the multi-year workforce strategy for YG, translating Council and Executive direction into staffing, structure, and capability plans Leads organizational design and job architecture reviews, recommending structural changes, new functions, and reporting relationships to the CAO and Senior Management Team Owns the organization-wide position classification and banding framework, including governance of the Total Rewards Matrix and evaluation decisions Establishes people metrics and reports on workforce health, turnover, vacancy, and capability risk to the Executive Organizational Development, Learning & Culture Designs and leads the organizational development portfolio, including leadership development, learning pathways, and organization-wide training investment Builds and maintains the succession and talent readiness framework for critical and leadership positions Leads the performance management and employee engagement cycles, converting results into concrete organizational improvement plans Acts as the internal lead for change management on major organizational initiatives, including structure changes, system implementations, and policy rollouts Embeds Yuułuʔiłʔatḥ values and culturally grounded practice into leadership development, onboarding, and organizational culture work Employee & Labour Relations Serves as the senior advisor to directors and managers on complex employee relations, performance, attendance, and corrective action matters Leads or commissions workplace investigations, ensuring procedural fairness, confidentiality, and trauma-informed practice Advises the CAO on employment risk, settlements, and matters with legal or reputational exposure Builds manager capability so that day-to-day relations issues are resolved consistently and close to the source HR Policy, Governance & Compliance Owns the HR policy framework and Employee Handbook, including development, review cycles, version governance, and Executive approval pathways Ensures organizational compliance with the Canada Labour Code, employment standards, human rights, occupational health and safety, and privacy legislation Monitors legislative and treaty-related developments and advises the Executive on organizational impacts and required responses Maintains HR records, privacy, and retention practices to a government standard Compensation, Benefits & Total Rewards Leads total rewards strategy in partnership with the CAO and CFO, including salary band maintenance, market review, and internal equity analysis Oversees benefits, pension, and leave program administration and the relationships with benefit and plan providers Prepares compensation and workforce cost analysis to support annual budget planning and Council decision-making HR Service Delivery & Team Leadership Leads, coaches, and develops the HR and Organizational Development team, setting service standards and priorities Oversees recruitment, selection, onboarding, and offboarding practice across all classifications Owns HR systems and digital service delivery, driving process improvement and reliable people data Manages the HR and Organizational Development operating budget EDUCATION & EXPERIENCE Required: Bachelor's Degree in Human Resources, Organizational Development, Business Administration, or a related field; or a combination of experience and education; CPHR designation strongly preferred 8–10 years of progressive human resources experience, including 4–5 years leading an HR function or team at a senior management level Demonstrated experience leading organizational development work — succession planning, leadership development, performance frameworks, and change management Proven experience advising executives on workforce strategy, organizational design, and complex employment matters Strong working knowledge of the Canada Labour Code, employment standards, human rights, occupational health and safety, and privacy legislation Experience owning compensation, benefits, and pension program strategy and administration Preferred: Experience with a First Nation government, treaty nation, or Indigenous organization Formal change management or organizational development certification Experience implementing or optimizing HR information systems Experience developing culturally grounded leadership and learning programs CORE COMPETENCIES Strategic and systems thinking applied to organizational structure, capability, and culture Senior-level advisory and influencing skill with executives and elected leadership Strong leadership, coaching, and team development capability Change leadership — able to plan, communicate, and sustain organizational change Sound judgment and absolute discretion with highly confidential and sensitive matters Analytical rigour with people data, workforce costing, and equity analysis High degree of cultural sensitivity and understanding WORKING CONDITIONS Work is performed primarily in an on-site office environment in hitac̓u Standard work week of 37.5 hours, with occasional evening or weekend requirements Regular interaction with employees and leaders across all YG locations CULTURAL REQUIREMENTS Genuine respect for Yuułuʔiłʔatḥ traditions, culture, and protocols Commitment to culturally safe and trauma-informed HR practices Understanding of the intergenerational impacts affecting Yuułuʔiłʔatḥ citizens and employees WHAT WE OFFER Competitive base salary Extended Health and Dental Benefits (applicable from day one!) Enrolment into Municipal Pension Plan 4-weeks' paid vacation (with incremental increases for years of service) Paid personal and flex day Paid days off during the Christmas break Hybrid work arrangements (subject to operational requirements) Please note: eligibility for the benefits and programs listed above varies by employment type, schedule, and applicable program criteria. The specific benefits and programs accessible to the successful candidate will be discussed during the interview process. This job description is intended to convey the general nature and level of work expected. YG reserves the right to amend and update responsibilities to meet operational needs. Yuułuʔiłʔatḥ citizens are encouraged to apply.