Interim Director of People & Operations

POSITION TYPE: Full Time (35 hours per week), Fixed Term (12 to 18 month parental leave coverage). Some weekends and evenings required a few times during the year as it relates to grants adjudication, committee, and Board meetings. REPORTS TO (TITLE): Executive Director LOCATION: Our office is in downtown Vancouver. While we offer the flexibility to work remotely from anywhere in BC, this position is based in the Lower Mainland due to operational needs. Staff can choose to work from home or use our office space. OFFICE ACCESSIBILITY: Our office is located on the 15th floor of a building with elevator access. Washrooms are gender neutral. The office has a dedicated Privacy room that is bookable and can be used for rest, sensory reduction, prayer, nursing, or other needs. SALARY: $166,687 to $212,989 annual salary based on experience (we expect someone new to the Foundation to start at the lower end of this range) ABOUT THE LAW FOUNDATION OF BC The Law Foundation of British Columbia (the Foundation) invests in work that empowers people and strengthens communities, aimed at creating a future where systems of law and justice support all people to live and thrive in dignity. The Foundation makes grants using funds arising from the interest paid on lawyers’ pooled trust accounts and other sources. Through its funding, the Foundation supports many programs and services that seek to promote justice for people at both an individual and systemic level. This includes funding to support a network of civil legal aid services for low income people, to provide legal research and education, and to support public access to legal information, to name a few. Working at the Foundation means joining a team of passionate, hard-working professionals. We are committed to building and supporting an inclusive and respectful working environment, where all employees are valued for their contributions to our mission, and feel a sense of safety, dignity, and belonging. We offer a comprehensive benefits program, which includes: generous health and dental coverage for employees, their spouses, and dependents 4 weeks’ annual vacation to start, and late December office closure additional paid time off for Indigenous Leave for Ceremonial, Cultural, and Spiritual events and practice family friendly workplace policies, parental leave top-ups, life insurance plan, and a workplace culture with an overarching emphasis on wellness and work life balance RRSP contribution of 6% of salary without matching requirement annual wellness spending account for each employee generous care days (sick leave) entitlement flexible work arrangements relevant professional fees and memberships covered training and professional development opportunities In its hiring practices, the Foundation strongly encourages applications from members of communities that are marginalized or that experience structural discrimination. This includes those who are Indigenous, racialized, members of non-dominant ethnic, religious, linguistic or cultural groups, newcomers, people with disabilities, and 2SLGBTQIA+ people. The Foundation believes that a workforce that represents the diversity of the communities we serve strengthens our ability to achieve our mission. The Foundation’s main office is located in Vancouver on the shared lands of the Musqueam, Squamish and Tsleil-Waututh Nations, and conducts its work throughout the homelands of Indigenous peoples across the place we now call British Columbia. The Law Foundation of BC is committed to supporting a just and meaningful reconciliation between Indigenous peoples and others in these lands. ABOUT THE ROLE The Interim Director of People & Operations is a member of a dynamic team working to create, amplify, and support innovative solutions to difficult access to justice challenges and systemic inequities that affect the well-being of diverse communities in British Columbia. Reporting to the Executive Director and as part of the Foundation’s Senior Leadership Team, the Interim Director of People & Operations’ primary responsibility is ensuring stability and continuity across people and operational functions during the leadership transition and leave coverage period. This individual provides strategic leadership in relation to the Foundation’s operations, human resources, organizational development, and infrastructure in a not-for-profit foundation context. The Interim Director of People & Operations leads the People & Operations Team, comprised of staff specialised in human resources, operations, program administration, digital transformation, data management, and governance. The Interim Director of People & Operations works closely with the Senior Leadership Team members to ensure and manage: equitable management of human resources; the organization’s operations and operational policies to support our mandate and provide leadership in our sector; an effective work environment, maintained through organizational policies, planning, and internal training; and digital and physical infrastructure that meets the organization’s needs. The Interim Director of People & Operations also works in collaboration with the Executive Director and Senior Leadership Team on risk management in relation to the Foundation’s operations. The Foundation is at an exciting moment in our history, as we are midway through our 2023-2028 Strategic Plan. We actively pursue structural and operational change to respond to the new challenges we face. While the implementation of strategic priorities is an all-of-Foundation endeavour, it is intended that this position advances the Foundation’s mission through the strategic plan's focus area of “Building a Thriving Foundation”, which aims to provide the Foundation with strong infrastructure and resources to serve our mandate. KEY RESPONSIBILITIES Organizational Leadership Collaborates with the Executive Director and the Senior Leadership Team to set and maintain strong organizational culture and direction for the Foundation, including supporting staff during periods of transition and growth Works with the Executive Director to oversee development and execution of operational goals, plans, and projects to deliver on the Foundation's priorities Contributes to strategy and planning processes with a focus on internal resource allocation, capacity planning, and organizational effectiveness Ensures that equity and inclusion are integral considerations in day-to-day work Contributes to developing organizational capacity including participating in various committees, as required, that advance the Foundation’s goals to be accessible and inclusive Assists the Executive Director on a range of policy and administrative issues and special projects, as required Human Resources Leadership Oversees the development and execution of the organization’s human resources strategy Serves as primary point of escalation for complex or sensitive HR matters and provides strategic guidance to the Senior Leadership Team as a trusted partner on people and organizational issues Leads the Foundation’s workforce planning process to proactively plan and ensure that the Foundation has the right staff complement to fulfill its mandate Leads, mentors and coaches the Manger, People (HR) Provides oversight of the Foundation’s recruitment processes in a way that promotes equity and inclusion Oversees the maintenance of the Foundations’ HRIS system, including staff training and support as needed Ensures that the right systems and processes are in place to support effective hiring, onboarding, evaluation, and exit processes across all teams Provides oversight of any revisions to the Foundation’s Employee Policy Manual and ensures that policies are applied and communicated consistently throughout the organization Oversees the Foundation’s performance management program and the annual goal setting and review processes related to this program, including communication, training, and ensuring employees are accessing appropriate professional development and training Leads and implements initiatives that contribute to employee retention and engagement, including managing employee engagement surveys In partnership with the Executive Director and Director of Finance: oversees the Foundation’s compensation strategy, ensuring fair and consistent compensation, coordinating market salary analysis as required, and transparent communication to staff ensures insurance, employee benefits, ROEs, contracts, and other HR contracts are carried out effectively reports and presents to the Finance and Operations Committee and the Board of Governors with collaboration from the Senior Leadership Team, takes part in the process and reporting for risk management , including appropriate mitigating plans and actions aligned with appropriate legislation ensures accurate financial reporting and budgeting in relation to the People & Operations Team assists in the development of the Foundation’s budget for internal operations Oversees the employee benefit program including disability and return to work, and leads the benefit review process including vendor selection and making recommendations regarding improvements or additions to benefits offered to staff In partnership with the Director of Communications, ensure appropriate external messaging about the Foundation’s employment practices are communicated to appropriate audiences Partners with external legal counsel on strategic and sensitive human resources matters Ensures appropriate WorkSafeBC Health and Safety plans are in place Operations Leadership Works with the Senior Leadership Team to ensure cohesion across the Foundation’s operations, including maintaining a high level of communication and collaboration across teams Work with Senior Leadership Team to identify key process changes and improvements required with the Foundation’s grant making cycle, and work across teams to implement those changes Leads and supports the People & Operations Team by: Assisting, coaching, and mentoring the People & Operations Team, in particular the group of managers and team leads, and supervises and supports any contractors Supervising the People & Operations team and helping them to develop and carry out feasible workplans and managing workloads Leading the performance management of the People & Operations Team, establishing performance goals and professional development goals Ensuring effective evaluation and continuous improvement of the People & Operations team’s work Ensuring effective People & Operations Team meetings Working with the group of managers and team leads to ensure appropriate workloads are delegated and distributed among the teams they manage Ensures that the Foundation’s operations are managed effectively, adequately resourced, and properly equipped with the required tools, training, and infrastructure to achieve goals Works with the Senior Leadership Team and Digital Transformation Team to oversee the improvement to our grants management systems, other organizational systems, major projects, and acts as point of contact for approval of expenses and of escalation for the Team Lead, Digital Transformation With the Manager of Operations and our external IT service providers, ensures the development and execution of a long-term IT plan for the Foundation focused on enhancing the ability of our staff to conduct their work efficiently in a secure IT environment Works with the Manager of Operations and our external IT providers to ensure that the IT needs of all employees, and of Foundation operations, are met and that systems are maintained at a high level of efficiency and security Ensures that IT procurement is appropriately planned and implemented to meet the Foundation’s information requirements and financial resources Attends strategy meetings with external IT service providers and Manager of Operations to plan and strategize on upcoming organization IT needs, and to evaluate and mitigate IT risks while prioritizing cybersecurity Identifies and oversees IT operations projects and priorities and oversees the implementation and roll out of projects, including staff training and communication Oversees the operations of the Foundation’s premises and equipment maintenance, including fostering relationships with building management and contractors as appropriate, ensuring facility-related issues are effectively managed Manages the building lease and liaises with landlords and buildings managers Supports Manager of Operations in ensuring office facilities and work from home set ups are maintained to high standards, including furniture, security, phone systems, equipment, and HVAC systems. Oversees relationships with a range of the Foundation’s vendors, reviewing and negotiating contracts as appropriate and ensures that vendor performance is appropriately monitored and managed Supports the Senior Leadership Team and the Foundation’s General Counsel in ensuring that all relevant regulatory requirements of the organization relevant to our operations are met (e.g.: privacy and employment legislation). Attends Board of Governor and committee meetings and reports and presents on People & Operations updates and progress as needed With the Manager of Operations and Governance and Executive Services Coordinator, ensures the organization’s governance processes function effectively Ensures appropriate support staff assistance is provided to the Board of Governors and its committees for planning days, Board of Governor and committee meetings, and other events External relations When the Foundation undertakes partnership with another organization, collaborates as appropriate in forging a strong partnership to ensure that internal capacity and resources are properly managed Represents the organization as appropriate at meetings and events with an operational focus Identifies and undertakes networking opportunities, building relationships with colleagues at other organizations as appropriate Some grantee facing support from time to time, as directed by the Executive Director Other projects as required to improve the Foundation’s internal systems and operations ABOUT YOU The Interim Director of People & Operations must have a combination of the following (or equivalent) education and experience: At least 10 years of progressive operations and/or human resources leadership experience, preferably in a non-profit organization At least 10 years of relevant experience in a complex role which may include involvement at an executive leadership level delivering on initiatives within the non-profit or philanthropic sectors Bachelor’s degree (MA/MBA preferred) in Business, Management, or Strategy CPHR (Chartered Professional in Human Resources) designation Deep knowledge of British Columbia employment standards, human rights, and related labour legislation, combined with a strong understanding of progressive HR practices that foster equity, accessibility and inclusion. Experience managing teams with diverse skillsets Financial management and budget development skills are required Leadership and management experience developing and operationalizing a strategic vision Experience working with boards of directors and an understanding of board governance Experience in project management The Interim Director of People & Operations would benefit from the following skills, abilities and attributes: Strong commitment to the Foundation’s vision, mission, and values Ability to demonstrate strong leadership, good judgment, and strong ethics Ability to further the Foundation’s work to strengthen structural inclusion through an anti-racist, intersectional approach based in a shared commitment to justice, equity, diversity, and inclusion Intercultural competency, cultural humility, and experience working in an environment that works to affirm the rights of disadvantaged and marginalized groups such as Indigenous peoples, members of the 2SLGBTQIA+ community, persons with disabilities, ethnic, religious or linguistic minorities, and/or women and children Indigenous relations cultural competencies, including: showing courage and conviction in advocating for change within institutions for the betterment of Indigenous peoples, including stepping forward from a place of humility, respect, and knowledge to name needed change and to advocate for it; and demonstrating cultural humility, agility, empathy and sustained learning and development. Excellent written and oral communication skills, especially the ability to explain one’s views clearly High attention to detail Directness and openness in giving and receiving feedback Orientation towards improving organizational practices Flexibility and adaptability Comfort explaining and discussing decisions using clear, systematic frameworks Ability to get things done either via delegation or directly Ability to manage change including planning, building support, communication, and handling resistance in a way that promotes successful implementation Must be extremely well organized and able to prioritize tasks Ability to work independently and as part of team Discretion and ability to handle confidential issues Effective at building trusting relationships internally and externally Self-reflective, critical thinker about their work and the team’s work, with an aim to improve systems and outcomes Decisive insight, ability to draw on one’s experience, knowledge and training, data, and the knowledge of others to analyze and solve problems in difficult and complex situations to support making the best decision possible at the most appropriate time, taking into account risks and benefits Excellent and sensitive interpersonal skills, including an ability to listen to others and learn from their best ideas, share best practices and experiences, and contribute to a learning environment Exceptional people management and team management skills, including ability to build teams Commitment to creating and reinforcing a transparent, accountable, mutually respectful collaborative work environment Ability to manage your own workload, recognizing both the reality of external events beyond our control and the Foundations’ desire and commitment to fostering a heathy workplace which supports employees with a range of family structures and personal commitments Strong computer skills and ability to master new programs quickly Knowledge and ability to use online project management platforms (Asana) and HRIS (BambooHR) Knowledge of database use and data management Knowledge of BC employment legislation (for example, Human Rights Code, Employment Standards Act and WorkSafeBC) Ability to understand financial reports, budgets, forecasts, and financial plans Ability to understand and navigate applicable regulatory requirements WORK CONDITIONS Primarily work remotely from home, but ability to be on-site at the Foundation’s office or other locations for team meetings and gatherings. APPLICATION PROCESS Please submit the following through this application portal: Resume (upload as PDF) Cover letter (upload as PDF) Three references who can speak to your skills and experience (the experiences may be paid or unpaid). Please enter these directly into the provided fields in the portal. The Foundation may request that a candidate provide supplemental references if required. We will not contact these references without providing you notice, and not until a later stage of the hiring process. Interviews will be conducted by three to four Foundation staff by video. The Foundation typically uses MS Teams and could also set up interviews on other video platforms like Zoom. The Foundation will make appropriate accommodations, if needed, for candidates that we interview. Candidates need not disclose their reasons for accommodation requests. To support candidate considerations around accommodations, here are some examples of past accommodations that the Foundation has provided: Extending interview times for candidates Planned breaks during the interview Supporting candidates using assistive technologies to reference or take notes during the interview The Foundation provides interview questions 48 hours in advance of scheduled interview times, by email, so that candidates may prepare in a manner that suits them. For each interview conducted by the Foundation, candidates are compensated for one hour of preparation time and one hour spent in an interview, at a rate of $120 per hour. Compensation is sent by way of e-transfer. We will review applications on a rolling basis, so we encourage you to apply early. This position will remain open until filled. By submitting your application, you certify that all information submitted is true, complete and correct. Any information provided in your application, any assessment documents or processes and/or an interview that is found to be false or misrepresented in any respect, may eliminate you from further consideration for employment or may result in dismissal. If you are interested in applying and have questions about the process, please contact Shelby Van Alstyne at [email protected] .