Lead, HR Programs & Transformation

The Lead, HR Programs and Transformation leads the design, development and implementation of Human Resources programs, policies, processes, data tools and strategic projects across BC-CfE.

Reporting to the Manager, Human Resources, the position translates approved HR priorities into structured programs and projects that strengthen the consistency, effectiveness, compliance and sustainability of HR services across St. Paul’s Hospital and Hope to Health. The portfolio includes HR program and project management; policy and process development; workforce data, analytics and reporting; HR tools and workflow improvement; compliance monitoring and foundational controls; and change implementation and continuous improvement. The position provides direct leadership and supervision to the HR Analyst.

Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Project Management or a related discipline, or an equivalent combination of education, training and experience.
• Chartered Professional in Human Resources designation is preferred.
• Project-management education, training or certification is an asset.
• A minimum of five years of progressively responsible Human Resources experience, including experience leading HR programs, projects or process-improvement initiatives.
• Demonstrated experience developing HR policies, processes, workforce reports, documentation and foundational HR infrastructure.
• Experience coordinating complex projects involving multiple stakeholders, operational areas and external service partners.
• Experience in healthcare, research, the broader public sector or another complex and regulated environment is strongly preferred.
• Experience providing leadership, coaching or supervision to analytical, administrative or professional employees is preferred.

Knowledge Skills, and Abilities

• Strong knowledge of HR program design, policy development, process improvement, project management and change implementation.
• Broad understanding of HR operations, including recruitment, employee records, compensation, workforce planning, performance management, employee relations,  leaves and workforce administration.
• Demonstrated ability to coordinate projects from problem definition through planning, implementation, evaluation and transition to operational ownership.
• Strong project-management skills, including scope definition, scheduling, risk management, dependency management, documentation and progress reporting.
• Strong analytical and problem-solving skills and the ability to translate workforce information into practical recommendations.
• Ability to develop workforce reports, trackers, measures and data-governance practices   using available systems and information.
• Ability to develop practical policies, procedures, process maps, controls, templates and implementation resources.
• Strong consultation, facilitation, stakeholder-management, negotiation and conflict-management skills.
• Ability to coordinate work across portfolios without relying solely on formal reporting authority.
• Ability to distinguish strategic, program, project and operational accountabilities and  establish clear ownership and decision pathways.
• Ability to manage competing priorities and maintain progress on foundational work in a high-volume operational environment.
• Strong written and verbal communication skills, including the ability to prepare reports, recommendations, policies, presentations and project documentation.
• Strong attention to detail and commitment to accuracy, consistency, privacy and appropriate documentation.
• Proficiency with Microsoft Office applications, including Word, Excel, PowerPoint and Outlook. Advanced Excel skills are preferred.
• Ability to work respectfully and effectively across clinical, research, laboratory,  professional and administrative environments.
• Commitment to Indigenous cultural safety, anti-racism, equity, diversity and inclusion.
• High level of integrity and demonstrated ability to maintain confidentiality and exercise  sound judgment.

• A competitive salary, $90,770 – $113,462.
• 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 Program and Project Management

• Supports the Manager, Human Resources, in documenting and monitoring BC-CfE’s integrated HR plan.
• Translates approved HR priorities into clear program and project plans, deliverables, timelines, responsibilities, resource requirements and measures of success.
• Maintains an organization-wide HR program and project portfolio and provides  regular progress, risk and decision reports to the Manager.
• Coordinates cross-functional HR projects involving site HR teams, OHS, operational  leaders and external service partners.
• Identifies competing priorities, capacity constraints, dependencies and implementation risks and escalates matters requiring additional direction, approval or resources.
• Establishes consistent project documentation, governance, implementation and  evaluation practices for HR initiatives.

HR Policy and Process Development

• Leads the development, review and maintenance of HR policies, procedures, standards, frameworks and supporting resources under the direction of the Manager, Human Resources.
• Consults with site HR leads, OHS and operational stakeholders to ensure policies and processes reflect legislative, regulatory, operational and workforce requirements.
• Conducts process mapping and identifies opportunities to strengthen efficiency, consistency, accountability and service delivery.
• Develops and maintains process documentation, standard operating procedures, templates, manager resources, employee resources and HR handbooks.
• Ensures proposed processes identify clear ownership, approval requirements,  service expectations, documentation standards and escalation pathways.
• Coordinates the HR policy-review schedule and supports implementation and  monitoring of approved policies and procedures.
• Supports approved projects related to job-description standardization, classification  or compensation processes, as assigned by the Manager, Human Resources.

HR Tools and Workflow Improvement

• Leads the development and continuous improvement of practical HR tools and technology-enabled processes using available and approved systems.
• Works with HR and operational stakeholders to document system requirements,  workflows, controls, user responsibilities and reporting needs.
• Develops practical current and medium-term solutions to address HR information, workflow and reporting requirements using available and approved systems and tools.
• Coordinates testing, documentation, training, implementation and evaluation for approved HR tools and process changes.
• Works with recruitment, staffing, scheduling, timekeeping, payroll and benefits partners to strengthen information flow, coordination and process efficiency.
• Monitors the effectiveness of HR tools and workflows and recommends practical improvements to the Manager, Human Resources.

Workforce Data, Analytics and Reporting

• Develops and maintains HR data definitions, reporting standards, documentation requirements and source-of-information guidance for approval by the Manager, Human Resources.
• Coordinates the maintenance of accurate employee, position and organizational workforce information using available records and reports.
• Supports reconciliation of BC-CfE workforce records with information received from PHC, PHSA, payroll, recruitment, scheduling and other service partners.
• Develops workforce reports, trackers and analytical tools to support workforce planning, compliance, operational oversight and organizational decision-making.
• Works with HR portfolio leads to identify meaningful indicators related to recruitment, vacancies, attendance, leaves, overtime, staffing, workforce composition and HR service delivery.
• Analyzes workforce information, identifies trends and risks and prepares practical recommendations for the Manager, Human Resources and organizational leaders.
• Ensures workforce information is appropriately protected and maintained in accordance with privacy, confidentiality and records-management requirements.

Compliance and Foundational Controls

• Coordinates HR compliance reviews and supports the development of sustainable controls, trackers and monitoring processes.
• Coordinates audits relating to employee records, credentials, criminal-record checks, work authorization, mandatory documentation, employment terms and other workforce requirements.
• Works with HR portfolio leads to document identified risks, assign corrective actions  and monitor completion.
• Develops compliance reporting and escalation processes and brings significant or unresolved gaps to the Manager, Human Resources.
• Supports organizational responses to audits, accreditation reviews and information requests relating to HR programs and workforce records.
• Maintains appropriate documentation and audit trails for HR policies, projects, decisions, controls and compliance activities.

Transformation and Change Implementation

• Leads approved HR transformation and continuous-improvement projects from planning through implementation and evaluation.
• Conducts stakeholder analysis, readiness assessment, implementation planning and change-impact assessment for significant HR initiatives.
• Develops communications, training, tools and implementation resources appropriate to affected stakeholders.
• Works with the Human Resources Team at Hope to Health and SPH, and the Occupational Health and Safety Lead to incorporate portfolio-specific requirements.
• Identifies implementation barriers, resource constraints and unintended operational impacts and recommends mitigation strategies.
• Monitors implementation, adoption and project outcomes and recommends adjustments based on evidence and stakeholder feedback.
• Supports the transfer of ongoing operational responsibilities to the appropriate HR or organizational portfolio following implementation.

Leadership and Supervision

• Provides leadership, direction, coaching and performance management to the HR Analyst.
• Establishes work priorities, assigns projects, monitors deliverables and supports professional development.
• Builds capability in workforce analytics, reporting, project coordination, process improvement, documentation and program implementation.
• Manages portfolio workload and identifies capacity or capability gaps that may affect delivery.

Collaboration and Service Integration

• Ensures site HR and OHS subject-matter experts contribute operational requirements, technical expertise and implementation feedback to relevant projects.
• Collaborates with PHC, PHSA, Finance, Information Technology, Privacy, Payroll, Recruitment and other service partners.
• Maintains effective relationships with stakeholders across clinical, research, laboratory, professional and administrative programs.
• Distinguishes project responsibilities from ongoing operational responsibilities and supports clear transfer of ownership following implementation.

Additional Responsibilities

• Performs other related duties consistent with the purpose and level of the position.

The BC-CFE is a world-renowned HIV/AIDS Centre with an innovative, low-barrier approach to healthcare delivery in clinical practice and an integrated group of research concentrations in Laboratory Sciences, Clinical Trials, Population Health and Epidemiology, Health Economics and Professional Education Programs. A multidisciplinary team of clinicians, including Physicians, Nurses, and peers, and researchers, including Health Economists, Epidemiologists, Clinical Researchers, Statisticians, Programmers, and Data Analysts, work collaboratively to improve the health of British Columbians with HIV and communities facing socioeconomic barriers in accessing healthcare.

We acknowledge that the BC Centre for Excellence in HIV/AIDS is located on the traditional, ancestral, and unceded territory of the Coast Salish Peoples, including the territories of the xʷməθkwəy̓əm (Musqueam), Skwxwú7mesh (Squamish), and Səl̓ílwətaʔ/Selilwitulh (Tsleil-Waututh) Nations.