Senior Manager, Human Resources

Req ID: 2026-060 Location: Vancouver Work Site: All BC-CfE worksites Work Model: Onsite Categories: Management/Non-Union Min salary: $118,923.00 Max salary: $148,653.00 Employment Type: Regular Full-Time

What You Will Do

Summary

The Senior Manager, Human Resources, provides organization-wide leadership for Human Resources strategy, planning, governance and service delivery across the BC Centre for Excellence in HIV/AIDS. The position leads an integrated HR function supporting BC-CfE's clinical, research, laboratory, professional, administrative and community-based work environments at St. Paul's Hospital and Hope to Health.

Reporting to the Director, Core Operations, the Senior Manager serves as BC-CfE's senior Human Resources subject-matter expert and principal advisor to organizational leaders on workforce strategy, organizational design, employee and labour relations, workforce planning, people practices and organizational change. In collaboration with the Director, Core Operations, the position establishes organization-wide HR priorities and leads the development of HR standards and frameworks, ensuring that HR services are coordinated, consistent, compliant and responsive to operational requirements.

The Senior Manager provides direct leadership to the Lead, HR Programs and Transformation; Lead, Human Resources - SPH; and Lead, Human Resources - Hope to Health. The position provides functional supervision, to the Occupational Health and Safety Lead to align OHS priorities with BC-CfE's broader people strategy and support coordinated responses to workforce and workplace-safety matters.

What You Bring

Education, Training and Experience:

• Master's degree in Human Resources, Labour Relations, Business Administration, Organizational Development or a related discipline is preferred.
• A bachelor's degree in a related discipline, combined with substantial relevant experience, will also be considered.
• Chartered Professional in Human Resources (CPHR) designation is preferred.
• A minimum of ten years of progressively responsible Human Resources experience, including at least five years in a leadership role with responsibility for multiple HR portfolios or an organization-wide HR function.
• Demonstrated experience advising senior leaders on HR strategy, organizational design, workforce planning, employee and labour relations, risk management and organizational change.
• Demonstrated experience leading HR professionals and coordinating HR services across multiple sites, programs or complex operating environments.
• Significant experience managing complex and sensitive employee or labour relations matters.
• Experience in healthcare, research, the broader public sector or another complex and regulated environment is strongly preferred.
• Experience supporting both unionized and excluded workforces and working with external workforce-service partners is preferred.

Knowledge, Skills and Abilities:

• Comprehensive knowledge of Human Resources strategy, governance, workforce planning, organizational design, employee and labour relations and HR service delivery.
• Strong knowledge of applicable employment, labour, human rights, privacy, occupational health and safety and pay-transparency requirements.
• Demonstrated ability to develop HR strategies and translate organizational priorities into practical plans, programs and accountabilities.
• Demonstrated ability to advise and influence senior leaders and present clear, evidence-informed and defensible recommendations.
• Strong leadership and people-management skills, including the ability to establish priorities, clarify accountability, coach leaders and develop team capability.
• Ability to integrate multiple HR portfolios while maintaining clear strategic, operational and project accountabilities.
• Strong judgment and the ability to make sound decisions within delegated authority and recognize matters requiring executive escalation.
• Strong understanding of employee and labour relations, workplace investigations, performance management, accommodation, disability management and organizational change.
• Ability to interpret workforce data, identify organizational risks and translate findings into practical recommendations.
• Strong organizational, financial and operational awareness and the ability to balance strategic priorities with immediate service requirements.
• Excellent consultation, facilitation, negotiation, conflict-management and relationship-management skills.
• Excellent written and verbal communication skills, including the ability to prepare executive recommendations, policies, reports and presentations.
• Ability to manage multiple priorities and sensitive matters in a complex, high-volume environment.
• High level of integrity and demonstrated ability to maintain confidentiality, exercise discretion and handle sensitive information appropriately.
• Proficiency with Microsoft Office applications, including Word, Excel, PowerPoint and Outlook, and demonstrated ability to use workforce data, reports and available digital tools to support HR planning and decision-making.
• Ability to work respectfully and effectively across clinical, research, laboratory, professional, administrative and community-based environments.
• Commitment to Indigenous cultural safety, anti-racism, equity, diversity and inclusion.

What We Offer

• A competitive salary.
• State-of-the-art facilities: The new St. Paul's Hospital and health campus will be the most innovative approach to the delivery of integrated care in B.C. and Canada, designed to appropriately address the future health needs of patients, families, and our communities. From hospital care to primary and community health solutions, the new St. Paul's Hospital and health campus will continue to lead innovations in care, research, and teaching. The new St. Paul's Hospital is expected to open in 2027
• Inclusive culture: We respect the diversity, dignity and interdependence of all persons. We value the cultural richness that our diverse workforce brings to the care of our equally diverse population of patients and residents.

Your Day to Day:

HR Strategy, Planning and Governance

• Leads the development, implementation and monitoring of BC-CfE's organization-wide Human Resources strategy and integrated annual HR plan.
• Translates organizational priorities into clear HR objectives, deliverables, resource requirements and measures of success.
• Establishes organization-wide HR governance, standards, service expectations, decision pathways and escalation processes.
• Provides strategic advice and evidence-informed recommendations to the Director, Core Operations and organizational leaders regarding workforce priorities, risks and opportunities.
• Makes HR decisions within delegated authority and escalates matters requiring executive approval, significant organizational change or additional resources to the Director, Core Operations.
• Monitors legislative, regulatory, healthcare-sector and workforce developments and recommends appropriate organizational responses.
• Develops and monitors the HR operating plan and budget, identifies resource requirements and recommends investments needed to support organizational priorities and sustainable HR service delivery.

HR Leadership and Service Integration

• Provides leadership, direction, coaching and performance management to the Lead, HR Programs and Transformation; Lead, Human Resources - Hope to Health; and Lead, Human Resources - SPH.
• Establishes priorities and accountabilities across HR portfolios and ensures that responsibilities are clearly assigned and appropriately coordinated.
• Promotes consistent HR standards across SPH and H2H while recognizing differences in their operating environments, employment arrangements and workforce requirements.
• Establishes regular forums for HR portfolio leads to coordinate priorities, review risks, resolve cross-portfolio issues and contribute subject-matter expertise.
• Monitors HR service delivery, workload, capacity and performance and addresses gaps that may affect organizational or operational requirements.
• Develops the capability of HR leaders and employees through coaching, mentorship, knowledge sharing and professional-development planning.

Strategic Workforce and Organizational Advice

• Serves as BC-CfE's senior HR advisor to organizational, clinical, research and operational leaders.
• Advises on workforce planning, organizational design, reporting relationships, role clarity, job design, leadership structures and workforce change.
• Supports leaders in assessing current and medium-term workforce requirements, vacancy pressures, capability gaps, succession risks and recruitment priorities.
• Reviews significant organizational and workforce proposals and provides recommendations regarding people, operational, financial and implementation implications.
• Supports leadership development, succession planning, employee engagement, retention and organizational-effectiveness initiatives.
• Ensures significant workforce decisions are supported by appropriate analysis, consultation, documentation and approval.

Employee and Labour Relations Oversight

• Provides senior oversight and guidance for employee and labour relations across BC-CfE.
• Supports the Lead, Human Resources - Hope to Health with complex labour relations, collective-agreement interpretation, grievances, investigations, accommodations, performance matters and employment transitions.
• Supports the Lead, Human Resources - SPH with complex employee-relations, performance-management, workplace-conflict, investigation, accommodation and employment matters affecting excluded employees.
• Advises leaders and HR portfolio leads on sensitive, complex or high-risk workplace matters and ensures responses are consistent, procedurally fair and appropriately documented.
• Reviews significant employee and labour relations risks and determines appropriate HR involvement, escalation and external support.
• Promotes constructive relationships with employees, leaders, union representatives, Providence Health Care and other workforce partners.

HR Programs, Policies and Transformation

• Provides strategic direction and oversight for BC-CfE's HR programs, policies, systems, data, processes and transformation priorities.
• Directs the Lead, HR Programs and Transformation in translating approved HR priorities into structured programs, projects and implementation plans.
• Approves HR program and project priorities within delegated authority and monitors progress, risks, dependencies, resource requirements and outcomes.
• Oversees the development and maintenance of organization-wide HR policies, procedures, standards, tools and foundational HR infrastructure.
• Ensures transformation initiatives address current and medium-term organizational needs and can be sustained within available systems, resources and operational capacity.
• Promotes continuous improvement, appropriate standardization and clear operational ownership following project implementation.

Workforce Data, Classification and Risk Management

• Ensures leaders have access to reliable workforce information, analysis and reporting to support planning, operational oversight and decision-making.
• Oversees the establishment of HR data definitions, reporting standards, documentation requirements and appropriate sources of workforce information.
• Provides senior oversight for excluded job design, job-description development, classification and compensation recommendations.
• Promotes internal consistency, appropriate documentation and evidence-informed decision-making in organizational design and compensation matters.
• Identifies significant HR compliance, workforce, employee-relations and organizational risks and ensures appropriate mitigation, monitoring and escalation.
• Supports organizational audits, accreditation, compliance reviews and information requests relating to HR programs, practices and workforce records.

Occupational Health and Safety Partnership

• Provides functional supervision to the Occupational Health and Safety Lead to align OHS priorities, policies, data and initiatives with BC-CfE's broader people strategy.
• Collaborates with the OHS Lead and applicable site HR lead when workplace incidents intersect with employee relations, leaves, WorkSafeBC claims, accommodations, disability management or return-to-work processes.
• Ensures the appropriate HR portfolio coordinates employee-related processes and case management while incorporating relevant occupational health and safety information and expertise.
• Supports the integration of workplace health and safety considerations into workforce planning, organizational change, HR programs and people practices.
• Collaborates with the Director, Core Operations and OHS Lead to address significant workforce and workplace-safety risks requiring coordinated organizational action

Stakeholder and Service-Partner Relationships

• Develops effective relationships with organizational leaders and stakeholders across clinical, research, laboratory, professional and administrative programs.
• Represents the HR function in organization-wide planning, leadership and operational forums.
• Maintains collaborative relationships with Providence Health Care, Provincial Health Services Authority and other service partners supporting recruitment, payroll, benefits, employee records, disability management and related workforce services.
• Works with Finance, Information Technology, Privacy and other organizational functions to support coordinated workforce planning and HR service delivery.
• Engages external legal, labour relations, compensation, recruitment or organizational consultants within approved authority when specialized