DEPARTMENT : People & Technology
The People and Technology Department is comprised of three teams : The People & Strategy team manages recruitment, employee benefits, compensation, job evaluation, policies and procedures, rewards and recognition, training, employee engagement initiatives and supports the culture at Doctors of BC.
The Infrastructure team manages the physical assets of Doctors of BC related to the building, office equipment and maintenance of the building.
The Information Technology provides technical and software support and training to the employees of Doctors of BC.
THE TEAM : People & Strategy
The People & Strategy (P&S) team helps Doctors of BC attract, engage, and retain our most valuable asset - our people. With expertise in employment practices, workplace culture, recruitment, training and development, and benefits and compensation, this team supports the entire lifecycle of our employees.
We are a high performing team who move at light speed and are equipped to support the growth of Doctors of BC. The group is positioned as a strategic partner to the Association.
THE JOB : People & Strategy Partner
Reporting to the People and Strategy Manager, the People & Strategy Partner (PSP) is an integral part of the P&S team, providing expertise and working collaboratively with the entire team to support all P&S initiatives.
The PSP also works as a strategic business partner and internal advisor to their client groups and drives initiatives that impact : employee engagement, organizational effectiveness, organizational change, talent management, talent acquisition, performance, operational efficiency and culture.
The People & Strategy Partner is responsible for building integral and strong relationships with assigned internal departments.
A trusted advisor, the incumbent will understand and proactively support the strategic goals of the organization and its departments as they relate to the recruitment, retention, engagement, performance, and development of our people.
As a transformational leader and through engaged conversations, the HR Business Partner elevates both managers and employees, taking a stand for our purpose and values, while modeling and living the behavior that elevate employee’s potential, performance and productivity.
We are looking for someone with deep and broad HR experience that can provide guidance and council on a range of issues both directly as well as part of a broader HR strategic discussion.
WHAT SUCCESS LOOKS LIKE
Relationship Building :
Provides informal functional leadership of peers and lower levels as a technical expert and may lead small project working teams
Builds common understanding of issues and priorities between client groups.
Ability to set shared objectives necessary for obtaining feedback and assistance.
Frame issues to present opportunities and difficulties.
Maintains effective communication by sharing ideas, best practices, trends and exploring opportunities with client groups.
Attends and maintains relationships with relevant formal and informal professional groups and organizations.
Change Advocate :
Ability to lead the planning and implementation of change programs that have a wide-ranging impact on client groups in a multiple stakeholder environment
Experience providing occasional input regarding people resource decisions for the department and may participate in recruitment
Partners with leaders to identify opportunities for significant process enhancements and recommends changes that impact the strategic direction.
Ability to set expectations for monitoring and feedback systems and reviews performance trends.
Ability to evaluate progress and involve peer and team members in analyzing strengths and weaknesses in performance.
Looks to improves efficiency by spearheading pilots and planned functional change initiatives.
Leading Self :
Calms self and others during stressful times.
Comfortably handles risk and uncertainty and is decisive in ambiguous situations. Uses setbacks in a constructive way and demonstrates a mindset of continuous learning and improvement.
Anticipates and responds in a proactive manner to future needs that may not be obvious to others.
Ability to adapt to ever changing workload priorities and events and effectively re-prioritizing or deferring tasks in line with operational and strategic goals.
Strategic Thinking :
Identifies and considers emerging development opportunities and risks when articulating new options and recommendations.
Maintains a broad, strategic perspective while identifying and focusing on crucial details. Analyzes project inputs from various elements (e.
g., budgetary, technical, compliance, policy) and correctly prioritizes issues and solutions in support of goal accomplishment.
Conceives likely scenarios and recommends effective courses of action to others. Integrates input from sophisticated models and tools to predict outcomes and identify issues that may not be obvious to others
Organizational Awareness :
Recognizes external factors and changing organizational goals that will affect current projects and successfully adjusts the team’s work efforts in accordance with these changes.
Provides guidance to others on team-specific processes and terminology.
Collaborates with other teams to establish consistent standards and processes in alignment with the organizational strategy.
Analyses existing and evolving standards to improve the consistency of efforts across teams and the organization.
Anticipates external trends that will impact teams within the organization or the organization as a whole, and supports the planning process to address these changes.
Doctors of BC Team Member : Approaches work with a collaborative spirit recognizing we are better together. Embraces change, provides excellence in service and is accountable for their results and helping others achieve theirs.
Does the right thing, not the easy thing. Speaks openly and honestly to tackle tough challenges and enrich relationships.
Balances hard work with fun and is genuinely friendly and committed to other’s wellbeing.
WHAT YOU BRING
A university degree and / or a recognized professional designation, in Business or another related field, and up to six years of progressive HR Business Partner or Generalist experience;
or having an equivalent level of related work experience in-lieu of post-secondary education.
CPHR designation an asset
Previous management experience an asset
Well-developed consulting and relationship management skills to discover, understand, and anticipate client group’s business needs and manage clients’ expectations is a must.
Demonstrated ability to provide leadership, guidance and act as a subject matter expert on all human resources theory, practices and legal requirements
Knowledge of leadership practices including : change management, negotiation, problem solving, conflict resolution, consensus-building, and influencing skills
Commitment to being on top of HR trends and best practices
Ability to effectively receive and communicate feedback, and encourage an open, honest and positive team environment
Excellent interpersonal skills with proven ability to work with diverse groups with differing interests and motivations, with activities and recommendations having a wide-ranging impact on client group
Successful in working highly autonomously, and accesses guidance only when critically required from directors and
Effective communication and presentation skills, as well as strong written skills including proven ability to develop clear, concise and comprehensive reports and other documents.
Demonstrated proficiency with PC based software, particularly Microsoft PowerPoint, Word, Excel, and Outlook.
Doctors of BC thanks all applicants; however, only those selected for an interview will be notified.
Doctors of BC celebrates diversity, challenges inequality and is committed to sustaining an inclusive and diverse community.
We do not discriminate against any applicant regardless of age, disability, gender identity, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, socio-economic background, political beliefs and affiliations, family circumstances or other irrelevant distinction.
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