Nch’ḵaỷ Development Corporation (NDC) was established in 2018 as the economic development arm of the Squamish Nation – Skwxwú7mesh Úxwumixw. Nch’ḵaỷ’s mandate is to develop, manage, and own the active businesses of the Nation and was created to allow for the separation of business and politics within the Squamish Nation.

Our mission is to generate wealth and prosperity from economic opportunities for current and future generations of the Squamish Nation. 

 

JOINING OUR TEAM

The Director, Human Resources is a Permanent Full-Time position based at Nch’ḵaỷ’s Head Office. Our Head Office is in West Vancouver, BC on the traditional, ancestral, and unceded territory of the Sḵw̱xwú7mesh (Squamish) Nation and its people. You will be working towards generating wealth and prosperity for the people of the Squamish Nation.  You will be working with a supportive team. You will have the opportunity for continuous learning, development, and growth within your job and career. 

We offer our Team Members generous benefits to help them achieve their goals and support our company culture. We are looking for Team Members who align with our values, Squamish Nation values – Úxwumixw (Community), Sté lmexw (Collective), Nexwníw (Pride), Wená xws (Empowerment, Respecting Others), Siyám̓ in (Leadership, Everyone has a role to play), Snew̓ íyelh (Culture, Tradition, Resilience, Foundation, Teachings, Knowledge).

 

In return, we offer:

• Opportunities for career growth and development,
• Friendly and supportive work environment and an ambitious team,
• Flexible work schedule (hybrid),
• Extended dental and health care benefits,
• Employee and Family Assistance Program,
• Pension Plan and Supplementary Savings Plan,
• Life Insurance,
• Paid leave (i.e., sick leave, vacation, family days) and 14 statutory holidays including National Indigenous People’s Day and National Day of Truth and Reconciliation.
• Salary range: $130,000 to $140,000

 

SCOPE OF POSITION

The Director, Human Resources (HR) is a senior leadership role responsible for overseeing all aspects of the Human Resources function within Nch’ḵaỷ. Reporting directly to the Executive Vice President, Operations and HR (EVP, OHR), the Director, Human Resources provides guidance, support, and expertise on all HR strategies, policies, programs, and initiatives to support the organization’s mission, vision, and objectives. This role requires a seasoned HR professional with strong leadership skills, a deep understanding of HR best practices, and the ability to drive organizational change. Oversees the design, development, and implementation of innovative and sustainable learning solutions to meet business and Team Member needs.

DUTIES, RESPONSIBILITIES, AUTHORITY, AND ACCOUNTABILITIES 

STRATEGIC HUMAN RESOURCES LEADERSHIP

• In collaboration with the EVP,OHR, develop and implement HR strategies aligned with the organization’s goals.
• Provide strategic guidance, support, and direction to senior leadership on HR matters, leveraging expertise to drive organizational success.
• Optimize and grow Team Members to fulfill long-term people needs.

 

TACTICAL LEADERSHIP

HR Policy, Systems and Process Development and Ensuring Compliance 

• Develop and enforce effective HR procedures and policies to reflect business objectives while ensuring compliance with legal and regulatory requirements.
• Provide expert advice on compliance and risk management issues, guiding the organization in mitigating HR-related risks.
• Educate and Train Nch’ḵaỷ’s Senior Leadership, Management, and Team Members on all HR policies, systems, and processes.
• Builds trusted relationships with leadership and assesses skill development to ensure business goals are supported.

 

Business Partnership and Advisory

• Collaborate closely with business leaders and line management, providing expert guidance and advice on various HR matters to support strategic decision-making.
• Lead workforce planning process with business leaders assessing current and future staffing needs.

 

Change Management and Organizational Development

• Introduce and lead change management initiatives, driving transformational change and fostering a culture of innovation and agility.
• Drive initiatives to enhance organizational effectiveness, Team Member engagement, and talent retention.

LEARNING AND DEVELOPMENT

Team Member Development

• Sources external vendors, as required. Guides, manages, coaches, and supports vendors to assist in the development of specific strategic programs and deliverables.
• Develops, manages, and interprets learning metrics. Continually looks for ways to apply business intelligence and data to address business issues and increase the return on learning programs.
• Develops learning budgets considering both short and long-term needs.
• Provides thought leadership and consultation to actively research, design, and implement learning programs to integrate organizational values, create an exceptional culture, engage Team Members, and support the achievement of business goals. Supports and coaches People Leaders through program implementation.
• Evaluate the overall effectiveness of learning programs. Establishes program measurements and outcomes, program evaluation, and the sustainability of learning.
• Maintains oversight of learning and development of cross-functional teams.

 

Leadership Development, Manager and Supervisory Development

• Develop, and implement mentoring, and coaching programs at all levels of the organization.
• Creates and/or implements assessment tools and leadership development programs that support the organization’s workforce, succession plans, and retention of key talent.

 

Career Pathways, Succession Planning

• Develop Individual Development Portfolios (IDPs) for every Team Member reflecting:
• Individual, Departmental, Organizational training, and development needs.
• Implement Leadership, Management, Supervisory, and Team Lead development programs.
• Evaluate training and development needs and recommend cost-effective programs to enhance Team Member skills and capabilities.
• Drive a robust and engaging Career Development Program.
• Lead Succession Planning Program.
• Keep Team Members informed of key organizational issues, initiatives, and changes, fostering transparency and engagement.

 

Organizational Development & Inclusion

• Advocates for an inclusive culture across the organization, embodying well-being, safety, diversity, equity, and accessibility.
• Design and deliver the inclusion strategy, programs, and practices to enable people and business strategies, using key metrics to help determine the effectiveness of inclusion initiatives and how to improve them.
• In collaboration with Squamish Nation Language & Culture (Ta na wa Ns7éyx̱nitm ta Snew̓íyelh) Team, develop programs and training to advance the understanding, awareness, and participation of Sḵwx̱wú7mesh Sníchim (Squamish language) and  Sḵwx̱wú7mesh culture in the workplace.   
• Design and implement Indigenous engagement and inclusion strategies that support reconciliation, Team Member retention, and organizational effectiveness.  
• Provide leadership, coaching, and guidance to all Team Members on inclusion.
• Lead Team Member Engagement survey and develop appropriate recommendations to address findings.

HR TEAM DEVELOPMENT

• Leads direct reports and facilitates their development; recruits and selects new staff, develops performance metrics and priorities, evaluates performance and provides appropriate rewards and recognition and takes corrective action, as required.
• Ensure continued professional development of the HR Team.

 

RECRUITMENT, TALENT ACQUISITION, COMPENSATION, ORIENTATION AND ON-BOARDING

• Develop and implement Indigenous recruitment and retention strategies, to engage Sḵwx̱wú7mesh and other Indigenous peoples.
• Develop a competitive recruitment strategy, ensuring the organization attracts and retains top talent to meet its evolving needs.
• Collaborate with divisions to develop targeted recruitment strategies and initiatives.
• Oversee the entire recruitment process.
• Develop and implement strategies to enhance the employer brand and improve the candidate experience.
• Develop competitive compensation strategies and systems to ensure fairness and industry alignment

 

TEAM MEMBER RELATIONS AND PERFORMANCE MANAGEMENT

• Oversee/manage complex Team Member relations issues, including investigations, grievances, and redundancies, ensuring fair and consistent outcomes.
• Ensure effective performance management processes are in place, driving a high-performance culture across Nch’ḵaỷ.
• Lead Team Member engagement processes, orientation, and on-boarding.

 

HR TECHNOLOGY

• Collaborate with IT to ensure effective implementation, training, and use of the HRIS system.
• Authorize HRIS permissions and ensure the accuracy and confidentiality of Team Members and organization data.
• Identify appropriate technology to support the HR function.

 

EXTERNAL REPRESENTATION AND NETWORKING

• Serve as the external-facing representative for HR, building and maintaining relationships with industry peers, partners, and stakeholders.
• Stay abreast of HR trends, best practices, and regulatory changes, applying insights to drive continuous improvement and innovation within the organization.
• Foster positive and collaborative relationships with Squamish Nation, promoting mutual understanding and collaboration.

 

Other

• Perform other duties as required.
• Adheres to and promotes Nch’ḵaỷ’s six Guiding Principles (Leadership, Trust, Respect, Wisdom, Competence, and Passion).

Reporting Responsibilities and Authorities from Supervisor

• Reports to the Executive Vice President, Operations and HR.

Knowledge, Skills, and Experience

Experience

• Experience working with First Nations is an asset.
• Proven track record of at least 8-10 years in progressively responsible HR roles, with a minimum of 5 years in leadership positions.
• Extensive experience in leading HR teams and managing all aspects of the HR function, including but not limited to talent acquisition, performance management, Team Member relations, compensation and benefits, and HR compliance.
• Demonstrated success in developing and implementing HR strategies and initiatives that support organizational goals and drive business results.
• Experience in a variety of industries or organizations, with a strong understanding of how HR practices vary across different contexts.
• Experience in managing HR operations, budgeting, and resource allocation.
• Ability to provide strategic direction and vision for the HR function, aligning HR initiatives with organizational goals and objectives.
• Demonstrated ability to lead and implement initiatives successfully.
• High levels of integrity and ability to handle confidential information,
• Ability to work independently within established guidelines and procedures and as a member of a team,
• Willingness to be flexible and adaptable to changing priorities,
• Strong multi-tasking and organization skills,
• Ability to set and manage priorities to meet deadlines,
• Strong people skills and the ability to interact with colleagues and senior management to maintain quality,
• Proficient in MS Office software (PowerPoint, Excel, Word, and Outlook),

 

Knowledge

• Master’s degree in Human Resources Management, Business Administration or a related field.
• Chartered Professional Human Resources (CPHR) or ability to achieve CPHR designation.
• Understanding of strategic HR planning and its alignment with organizational objectives.
• Knowledge of workforce planning processes to ensure the organization has the right talent in the right positions.
• Familiarity with organizational development principles and practices to enhance organizational effectiveness.
• Thorough understanding of employment laws and regulations to ensure compliance and mitigate legal risks.
• Knowledge of best practices in talent acquisition, recruitment, and retention strategies.
• Understanding of compensation and benefits principles and practices to ensure competitive and equitable compensation packages.
• Familiarity with performance management systems and processes to drive Team Member performance and development.
• Knowledge of training and development principles and practices to support Team Member growth and skill enhancement.
• Understanding of Team Member relations practices to maintain positive relationships and resolve workplace issues.
• Knowledge of change management principles and methodologies to facilitate successful organizational change initiatives
• Understanding of HR technology solutions and systems to streamline HR processes and enhance efficiency.
• Commitment to promoting diversity, equality, and inclusion within the workplace and implementing strategies to foster an inclusive culture.

 

Skills

• In-depth knowledge and expertise in all areas of human resources management.
• Ability to lead and inspire teams, driving organizational goals and fostering a positive work culture.
• Understanding of financial principles and budget management, with the ability to align HR initiatives with financial objectives.
• Proficiency in resolving conflicts and mediating disputes in the workplace.
• Strong analytical abilities to analyze HR data and metrics, derive insights and make data-driven decisions.
• Exceptional organizational skills to manage multiple tasks and priorities effectively.
• Proven ability to identify issues, develop solutions, and implement effective problem-solving strategies.
• Excellent communication and interpersonal abilities to effectively engage with stakeholders at all levels.

Special Requirements

• Willing to work additional hours and off-site as required.

 

Working Conditions

• Occasional travel to other locations.

 

Doing business the Sḵwx̱wú7mesh way, on unceded Sḵwx̱wú7mesh territory