Requisition number
201552E
Date posted
07/15/2026
Director, Labour RelationsHuman Resources
Vancouver, BC
The Director, Labour Relations (LR) , reports to the Executive Director Workplace Health, Safety, and Labour Relations, is a member of the PHSA leadership team, and is accountable to oversee the strategic planning and operational requirements for an assigned area providing organizational leadership, expertise and creativity in the delivery of services throughout the Provincial Health Services Authority (PHSA). The Director is responsible for building the strength of their team(s); providing leadership through coaching and modeling key behaviours; and through facilitating consensus, removing barriers and mediating solutions. The Director develops, maintains and promotes strong, effective working relationships with clients and key internal stakeholders across all of PHSA and with relevant external stakeholders; works closely with operations leadership across PHSA to identify, plan, and respond to strategic and operational needs; functions as the lead HR representative on various PHSA corporate, health sector or practice initiatives, advisory groups or committees; and negotiates both internally and externally and enters into formal and binding agreements for PHSA. Works collaboratively with other HR leaders to plan, evaluate, and integrate and implement HR services and work redesign initiatives across PHSA; ensures consistent strategic guidance, standardization of policy and practices, and collaboration between HR teams; and affirms operational HR needs are being met, services are aligned with the overall PHSA business needs, strategic direction and mandates and that the overarching HR experience is consistent across all of PHSA. The Director carries out performance planning and completing appraisals, recruiting and developing staff, and disciplining and initiating employee terminations when necessary. Monitors, develops and recommends an operating budget, identifies and reports for variances and monitors and approves expenditures in a fiscally prudent manner.
The Director is an integral part of the overall HR leadership and as such contributes to the overall strategic planning of the HR function within the PHSA and works to positively influence the culture of the organization, enrich the workplace experience, and provide exceptional and consistent customer service. The Director models the PHSA values of respecting people, being compassionate, daring to innovate, cultivating partnerships, and serving with purpose.
Specific Portfolio's: - Labour Relations -This position is responsible for leading the Labour Relations function across PHSA. Provides overall strategic planning and leadership on Labour Relations issues including Collective Agreement interpretation, grievance management, negotiations with unions, litigation of labour disputes (with emphasis on Employer-wide and Industry-wide application), and overarching interpretation direction across multiple clinical and corporate programs. Represents the interests of PHSA with HEABC and other external stakeholders on collective agreement administration, legislation and other government directives.
- Safety & Prevention - This position supports the leadership of the Occupational Health and Safety team with the application and implementation of OHS strategies and initiatives. This position also provides expert advice to OHS leaders on the interaction between collective agreement language and existing or new OHS projects, policies, or strategies.
- Recovery and Return to Work - This position works collaboratively with Recovery and Return to Work leadership in navigating complex issues related to the unionized Enhanced Disability Management Program. This includes providing expert advice on the application of collective agreement language, supporting a clear and consistent organizational approach to RRTW, and supporting litigation related to disputes involving the EDMP program.
What you'll do - Formulate, implement, and evaluate goals and objectives for the designated area aligning them to the overall strategic direction of HR within the PHSA. Responsibilities include conducting an analysis of the current situation and the future requirements, developing recommendations of specific goals and objectives, and setting priorities for planning and implementing strategies in conjunction with HR leadership colleagues and corporate HR partners. Develop and administer the implementation of programs and services. Forecast pending issues/concerns for the designated area and develop strategies to address them.
- Drive results through integrating approaches across PHSA, removing barriers, exploring opportunities within HR and operational partners, and cultivating innovation including the development of standard operating procedures and systems/processes. Collaborate with HR leaders/staff on the implications of policy and organizational direction and to ensure consistent application of HR policies, procedures, practices and directives. Collaborate with members of the HR leadership team to enable the integration of planning and to ensure all programs and services are aligned with the overall strategic plan and that HR teams are collaborative in their approach to providing consistent and qualitative customer service.
- Oversee the designated team to successfully provide expert counsel, high quality services, act as a business partner, and to embody and support PHSA values. Provide leadership to staff through coaching, guiding and modeling key behaviours/strategies, encouraging dialogue and providing guidance and advice to facilitate resolutions to work issues. Build and mentor the team and assist team members to define shared and individual goals, meet target dates and ensure alignment of team goals with client needs. Foster team spirit, trust and mutual respect.
- Recruit, develop and recognize staff; outline expectations, determine training requirements; and evaluate individual and team performance in collaboration with team leaders and appropriate internal stakeholders and peer HR staff. Define a vision and guiding individuals and groups towards the vision; motivate teams towards attaining their maximum potential and encourage professional development.
- Lead staff in growing partnerships with clients and facilitating consensus to plan and deliver HR Services for designated area. Develop, build and maintain mutually beneficial working partnerships, represent PHSA and their interests across various audiences and stakeholder groups, and collaborate and liaise within PHSA and various external groups including regional health organizations, Health Employers Association of BC, union partners, and other central agencies. Negotiate both internally and externally to PHSA on a formal basis, enters into contracts and letters of understanding on behalf of PHSA, and make decisions involving complex and diverse issues.
- Take a lead role in planning, directing and evaluating the implementation of specific HR related change initiatives. Identify, recommend and evaluate new initiatives and partnership opportunities, determine and negotiate resourcing requirements, and make recommendations to the Executive Director for evaluation and approval.
- Support the Executive Director on strategic leadership and the planning, development and management of the overall HR strategy, goals and objectives for PHSA and oversee and guide the translation of strategy into operations for designated HR area. Make decisions that have broad implications and complexity, ensure consistency with PHSA's overall strategic plan, and work within the boundaries of government legislation and policies as well as provincial standards and agreements.
- Monitor portfolio expenditures, carry out variance analysis and reporting, approve designated team expenditures, and support the Executive Director with preparing summaries for fiscal reporting. Develop and recommend HR area's operating budget.
What you bring Qualifications
- Demonstrated expertise in Psychological Health and Safety practices and standards. Ability to lead staff in the provision of specialty knowledge services. Expert at managing matrixed relationships and ambiguity
- A level of education, training and experience equivalent to a Master's degree in Organization Development, Social Work or a related HR / Health discipline plus ten (10) years' of related human resources experience including at least five (5) years at a senior leader.
- Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples in social and health contexts, including supported by significant knowledge of Indigenous-specific mandates, including clear understanding of and commitment to eradicate Indigenous-specific racism and discrimination and embed Indigenous Cultural Safety and Humility. Demonstrated knowledge of the historic and ongoing impacts of settler colonialism and systemic racism on Indigenous Peoples within social and health contexts, underpinned by significant expertise in Indigenous-specific mandates. This includes a clear understanding of and commitment to eradicating Indigenous-specific racism and discrimination. Additionally, it involves embedding Indigenous Cultural Safety and Humility, and an advanced expertise and unwavering dedication to engaging with diversity, centering equity, and advancing inclusion (DEI).
- Demonstrated knowledge and understanding of legislative obligations and provincial commitments within Human Resources contexts found in the foundational documents including Truth & Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study, Anti-Racism Data Act, BC Human Rights Code - and how they intersect across the health care system.
Core Competencies
- Brings an understanding of the Indigenous specific racism and the broader systemic racism that exists in the colonial health care structure, and has demonstrated leadership in breaking down barriers and ensuring an environment of belonging and Indigenous Cultural Safety. Demonstrates action-oriented practices addressing Indigenous-specific racism and dismantling systems of oppression, as well as confronting/addressing broader issues of racism and discrimination. Exhibits strong DEI and anti-racism competencies/skills to lead by example fostering a culture of continuous learning, equity, inclusion and belonging.
- Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (the Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).
Skills & Knowledge
- Comprehensive knowledge of applicable HR processes and applicable legislation, relevant collective agreements and principles of union/management relationships. A broad understanding of best practices and policies for applicable HR portfolio area. Proven interpersonal skills; dynamic team player able to inspire, engage others, build networks and develop trusting relationships. Demonstrated ability to establish courses of action for self and others. Demonstrated ability to supervise, lead, mentor, and coach staff. Demonstrated ability to make decisions and to influence change and decision-making. Demonstrated ability to problem solve with a global perspective and facilitate resolution of issues. Demonstrated analytical skills and the ability to think critically, conceptualize issues, and systemically address them. Demonstrated ability to develop and evaluate strategic plans, and to oversee and guide the translation of strategy into operations. Excellent communication skills including the ability to facilitate, negotiate, and persuade others. Excellent organizational skills including the ability to prioritize workload to meet deadlines. Ability to deal effectively with all levels of staff. Ability to operate related equipment including various word processing software and spreadsheet programs.
- Demonstrated deep understanding of their personal learning/unlearning journey in relation to Indigenous-specific racism and dismantling systems of oppression, as well as addressing racism more broadly. Able to articulate and share this journey to motivate and inspire others enhancing a culture of learning/unlearning and self-reflection.
- Demonstrated knowledge of the social, economic, political realities of settler-colonialism and impacts on Indigenous peoples in social and health contexts as well as knowledge and understanding of, and commitment to upholding legislative obligations and provincial commitments in the foundational documents: Truth & Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, and the Distinctions Based Approach.
