Requisition number
202136E
Date posted
08/24/2026
Manager, Indigenous Recruitment Indigenous Recruitment
Vancouver, BC
Pursuant to Section 42 of the British Columbia Human Rights Code, preference may be given to applicants with lived experience as an Indigenous person to Canada (First Nations, Métis, or Inuk/Inuit). Applicants are invited to self-identify in their cover letter and/or resume.
Lived experience as an Indigenous person will be key to the success of this position. Indigenous lived experience provides irreplaceable, direct knowledge of historical realities and holistic worldviews, and supports culturally safe policies, community-led storytelling, equitable healthcare and healing, and understandings of community resilience grounded in kinship, language, and land.
The Manager, Indigenous Recruitment reports to the Director, Sanya'k'ula, Indigenous Recruitment and leads the day-to-day work of Sanya'k'ula, an Indigenous-led team advancing Indigenous Specific Anti-racism and Indigenous Cultural Safety across PHSA and BCEHS recruitment through systems change and transformation. This role guides a team and moves forward complex recruitment initiatives that improve outcomes for Indigenous applicants and employees. The Manager grounds leadership, decision-making, and relationships in the gifted Coast Salish Teachings while honouring and upholding their own lived experience and the needs of First Nations, Métis, and Inuit Peoples across British Columbia. The role works across People & Culture, Talent Acquisition, partner teams, programs, Indigenous communities, and external partners to remove barriers in hiring processes, improve applicant experience, strengthen culturally safe recruitment practices, and advance Indigenous-specific anti-racism accountability.
Specific Portfolio's:
- Talent Acquisition/Indigenous Recruitment - Provides leadership, expert advice and counsel on Indigenous recruitment strategies across PHSA and BCEHS, including systems transformation, redesign of recruitment practices, policies and pathways, culturally safe applicant experience, Indigenous community and partner relationships, team capacity building, advisory work, workshops, data-informed recruitment strategies aligned with CIHI and OCAP, and support for accountability to Indigenous Specific Anti-racism and Indigenous Cultural Safety.
- Leadership Development - Provides leadership, expert advice and counsel on full-scope leadership development initiatives. Manages a team that includes facilitators, instructors, and course developers. Defines, develops and facilitates a comprehensive organization learning strategy and related plans to meet organization priorities; and creates standards related to assessment, curriculum design, implementation and evaluation. Develops and drives a leadership development approach that identifies and prepares leadership for current and future organizational needs to develop organizational capacity and excellence in the areas of leadership development and competency. Conducts needs analysis using a variety of inputs including leaders to identify skill and learning gaps and recommend solutions. Actively participates in workshop facilitation and development initiatives as needed.
- Non-Contract Compensation and Rewards - Leads the full range of non-contract compensation and salary administration, total rewards, and mandatory industry reporting. Provides leadership, expert advice and counsel on compensation strategy and management as well as the interpretation and administration of the Excluded Terms and Conditions of Employment. Reviews, recommends and implements workflow, process and procedure optimization. Leads or facilitates larger total compensation reviews, ensures a coordinated organizational approach Prepares and conducts presentations and various reports including cost analysis to assist with the Executive Leadership Team decision-making.
What you'll do - Manage an Indigenous-led recruitment team, setting goals and objectives and assessing/managing performance outcomes; use clear, respectful, relational and accountable leadership practices, including coaching, mentoring, skill development, wellness-centred support, and performance management, to support the achievement of required outcomes and ensure alignment with People & Culture, PHSA, BCEHS, Indigenous Specific Anti-racism, Indigenous Cultural Safety, and Sanya'k'ula priorities.
- Implement team priorities with the Director, Sanya'k'ula, Indigenous Recruitment, and assists team members to define shared and individual goals, meet target dates, clarify roles, and align team goals with Indigenous recruitment priorities, partner needs, and the PHSA HR Workforce Strategy.
- Provide leadership to People & Culture, Talent Acquisition, program partners, and other HR business streams by developing strategies and implementing new or revised recruitment processes, tools, templates, policies, pathways and practices that remove barriers for Indigenous applicants and support culturally safe, anti-racist hiring practices.
- Evaluate the performance and impact of Indigenous recruitment services and initiatives by measuring outcomes, using data to inform recruitment strategies, facilitating feedback within and across programs, responding to changing partner and community needs, and supporting quality improvement and systems transformation within PHSA and BCEHS recruitment.
- Recruit, hire, and supervise staff by identifying vacancies, interviewing applicants, making hiring decisions in collaboration with the Director, clarifying roles, outlining expectations, supporting wellness and accountability, addressing work and staff issues, evaluating individual and team performance, and creating a strong team environment grounded in trust, mutual respect, and culturally safe dialogue.
- Build and maintain strong relationships with Indigenous communities and partners, leaders and senior leaders within People & Culture, Talent Acquisition, BCEHS and PHSA programs, and partner teams to support distinctions-based engagement, collaborative candidate pathways, systems transformation, and alignment with Indigenous recruitment priorities.
- Keep abreast of current and future needs and trends related to Indigenous recruitment, Indigenous Cultural Safety, Indigenous-specific anti-racism, employment legislation, health system commitments, community priorities, and workforce planning; advise on best practices and develop and
- Implement strategic plans that respond to those needs.
- Oversee Indigenous recruitment programs, campaigns, workshops, advisory work, community engagement activities, special projects, tools, templates, process redesign, and related initiatives. Manage outsourced providers and temporary staff for initiatives/projects as required.
- Represent PHSA and BCEHS at a variety of forums, including provincial and regional meetings, Indigenous community and partner engagements, Ministry of Health initiatives, health authority collaborations, and other external stakeholder tables, advocating for Indigenous recruitment priorities and maintaining and developing networks.
- Recommend budget and resourcing changes, monitor and approve expenditures including cost of temporary staff and contractors, analyse and report on variances, and propose and implement remedial action while supporting team operations and sustainable workload planning.
What you bringQualifications
- A level of education, training, and experience equivalent to a bachelor's degree in Indigenous Studies, Health Administration, Human Resources, Social Justice, Transformative Organizational Change or a related field, and seven (7) years of recent experience in Indigenous recruitment or program management, facilitating and engaging in consultation processes with a wide range of partner groups, planning, or program development in healthcare or social services in the creation of system changes to meet the needs of Indigenous Peoples.
- An equivalent combination of education and experience acquired through working in Indigenous communities and organizations will also be considered.
- Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples within social and health contexts. This includes significant understanding of Indigenous-specific mandates and a commitment to addressing and mitigating Indigenous-specific racism and discrimination. The role involves actively embedding Indigenous Cultural Safety and Humility into daily practices and fostering a diverse and inclusive team environment. Additionally, it requires practical expertise in engaging with diversity, promoting equity, and advancing inclusion (DEI) initiatives.
- Demonstrated practical knowledge and understanding of legislative obligations and provincial commitments relevant to Indigenous Recruitment, based on foundational documents such as the 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, Anti-Racism Data Act, and the BC Human Rights Code. This includes understanding how these obligations intersect across the healthcare system and applying this knowledge to support team compliance and operational effectiveness.
Core Competencies
- Possesses a strong understanding of Indigenous-specific racism and broader systemic racism within the colonial health care structure. Demonstrates practical leadership in identifying and addressing barriers, promoting an environment of belonging, and ensuring Indigenous Cultural Safety. Actively engages in action-oriented practices to address Indigenous-specific racism and dismantle systems of oppression, while also confronting broader issues of racism and discrimination. Exhibits strong DEI and anti-racism skills to lead by example, fostering a culture of continuous learning, equity, inclusion, and belonging within their team.
- Knowledge of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing 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
- Demonstrates the LEADS competencies and strong communication skills with the ability to facilitate, coach, negotiate, influence and reconcile diverse viewpoints.
- Ability to supervise and lead staff, establish courses of action for self and others, support continuous learning and unlearning, respond to stakeholder needs with awareness of the impact of actions, create and execute strategic human resource plans, prioritize workload, problem-solve with a systems perspective, and use related equipment including HR information systems, word processing, spreadsheet, database, internet and project management tools.
Role Specific Qualifications:
Indigenous Recruitment:
- Lived experience with Indigenous populations, with extensive knowledge of Indigenous healthcare needs, services, culture, protocols, traditions, and ideology of Indigenous people and organizations in British Columbia.
- Deep commitment to personal learning and unlearning related to Indigenous-specific racism and dismantling oppression, inspiring a culture of self-reflection and continuous learning.
- Experience in Indigenous recruitment and working directly within Indigenous communities, fostering relationships that support culturally safe and supportive applicant experiences.
- Demonstrated lived experience and deep understanding of the historic and ongoing impacts of settler colonialism on Indigenous Peoples within social and health contexts, with a strong commitment to addressing and dismantling Indigenous-specific racism and discrimination while upholding Indigenous-specific mandates.
- Advanced understanding of Indigenous Cultural Safety, Indigenous-specific anti-racism, and white supremacy, with demonstrated experience embedding these principles into daily practices and leading anti-racism initiatives within colonial healthcare structures.
- Comprehensive knowledge of health issues affecting Indigenous people, including determinants of health, relevant legislation, public policy, and the impacts of Canadian colonialism.
- Demonstrated practical knowledge and understanding of legislative obligations and provincial commitments based on the Truth and Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), the United Nations Declaration on the Rights of Indigenous Peoples, Reclaiming Power and Place: Missing and Murdered Indigenous Women and Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, the Anti-Racism Data Act, and the BC Human Rights Code.
- Working knowledge of employment legislation and its application within recruitment and employee experience processes.
- Experience working in a multi-union environment, navigating complex dynamics to support Indigenous employees and recruitment strategies.
- Proven skills in managing complex, system-level changes using Indigenous Thought Leadership and change management knowledge, acting as a change agent to introduce and implement decolonized approaches. Strong advocacy skills to reconcile diverse viewpoints and foster cooperation and collaboration across different areas.
- Demonstrates ability to prioritize personal holistic wellness while balancing relational demands, employee needs, and time and budget constraints.
- Strong business writing and communication skills, including experience writing briefing notes and engaging a broad range of partners.
- Strong project management skills, with the ability to manage controversial and political is
