Role overview

ROLE PURPOSE
Connective is a non-profit organization delivering a range of social services, with over 1,300 employees, the large majority members of one of three bargaining units (CUPE, BCGEU, and the Yukon Employees Union). Connective is committed to providing high-quality, person-centred programs and services to the communities we serve.
Connective operates in a complex labour relations environment across multiple jurisdictions.
We are in an active period of organizational transformation and provincial growth. As part of a broader HR restructure, we are building a strategic HR function anchored in the Ulrich three-pillar model. The Employee Relations & Compliance Lead is one of the most senior and specialized roles in that model owning Connective's labour relations practice, employee relations function, and HR compliance framework across all current and future operating jurisdictions.
This is a role for a seasoned labour relations practitioner. Connective's workforce is predominantly unionized across three bargaining units, and the organization is planning expansion into Alberta, Saskatchewan, and Ontario within the next two to three years. The ER & Compliance Lead will be the organization's internal expert on everything from day-to-day collective agreement administration and grievance management to multi-jurisdictional compliance and policy development.
Collective bargaining at Connective is coordinated through CSSEA, the Community Social Services Employers' Association, established under BC's Public Sector Employers Act. The ER & Compliance Lead does not attend the bargaining table. Instead, their labour relations mandate centres on the skilled administration and application of negotiated agreements, the management of grievances, and ensuring Connective's operational practices remain compliant with its collective agreement obligations.
LOCATION
Hybrid, British Columbia.
STATUS AND CLASSIFICATION

Exempt. This position is open to applicants of all genders.
HOURS

40 hours per week; Monday to Friday, 0830-1630.
WHAT WE OFFER?

Committed Living Wage Employer
2022, 2023 and 2025 Canadian Nonprofit Employer of Choice Award from NEOC
2023 High-Performance Culture Award from Supporting Lines
Competitive benefits package, including health, wellness, and pension plan
Career and personal development, with the ability to grow in a diverse range of programs and departments
Access to a range of staff mental health supports, including an in-house counsellor, Employee Family Assistance Program, and Critical Incidents Stress Management
Access to On-Demand Pay to withdraw earned wages before payday
Connective is part of a portability program where employees moving from a CSSEA-member employer to Connective will port their service hours for vacation and wage purposes (within last 12 months)

KEY ACCOUNTABILITIES

Labour Relations

Serve as Connective's primary internal resource for collective agreement administration, interpreting, applying, and advising on obligations under the CUPE, BCGEU, and Yukon Employees Union collective agreements
Manage the grievance process end to end, receiving and tracking grievances, conducting reviews, preparing written responses, and recommending resolution strategies in consultation with the VP People and Culture and in-house legal counsel where required
Advise HR Business Partners and operational managers on collective agreement obligations, ensuring consistent and defensible application across all regions and bargaining units
Build and maintain productive working relationships with union representatives across all three bargaining units, approaching labour relations from a foundation of good faith and mutual respect
Monitor grievance trends and arbitration developments relevant to Connective's collective agreements, identifying patterns and advising on proactive responsesPrepare and maintain documentation related to grievance proceedings, letters of understanding, and memoranda of agreement as required
Support the organization's preparedness for collective bargaining cycles, while CSSEA leads bargaining, ensure Connective's operational experience and compliance concerns are well-documented and communicated

Employee Relations and Investigations

Own complex employee relations matters referred by HR Business Partners, including formal investigations into allegations of misconduct, harassment, discrimination, or workplace conflict
Conduct workplace investigations end to end: intake, investigation planning, witness interviews, evidence review, written findings, and recommendations, engaging in-house legal counsel for matters of significant complexity or legal risk
Advise managers and HR Business Partners on disciplinary processes, ensuring procedural fairness, proportionality, and compliance with collective agreement requirements and applicable legislation
Support termination decisions, advising on process, documentation requirements, and legal obligations under relevant collective agreements and employment legislation
Identify patterns in employee relations matters across the organization and advise the VP People and Culture on systemic issues and preventative approaches
Provide coaching and guidance to HR Business Partners on the boundary between generalist ER advice and matters requiring specialist escalation

Multi-Jurisdictional Compliance

Maintain current working knowledge of employment legislation across all jurisdictions in which Connective operates: BC Employment Standards Act, BC Labour Relations Code, BC Human Rights Code, Workers Compensation Act, Yukon Employment Standards Act, and Yukon Human Rights Act
Build and maintain compliance knowledge for planned expansion jurisdictions — Alberta Employment Standards Code, Alberta Labour Relations Code, Saskatchewan Employment Act, and Ontario Employment Standards Act and Labour Relations Act — ensuring Connective is operationally ready before entering new provinces
Monitor legislative changes across all current and planned jurisdictions, advising the VP HR on compliance implications and required organizational responses
Advise on jurisdiction-specific obligations as Connective expands; including notice requirements, termination entitlements, leave obligations, and union certification processes that may differ materially from BC
Partner with in-house legal counsel on matters that carry significant legal or regulatory exposure across jurisdictions

HR Policy Development and Maintenance

Own Connective's HR policy library for employment relations, conduct, attendance, leave, and compliance-related frameworks, reviewing, updating, and drafting policies as required
Ensure all HR policies reflect current legislative obligations across Connective's operating jurisdictions, and are updated proactively as the organization expands into new provinces
Ensure collective agreement obligations are consistently reflected in organizational policy and operational practice
Partner with the Director, HR Operations and Corporate Services to ensure Shared Services staff are administering policies correctly and consistently
Develop plain-language policy summaries and manager guidance documents that make compliance accessible to operational leaders
Maintain clear policy boundaries with the Total Rewards Lead, compensation, benefits, and recognition policies remain within Total Rewards; this role owns employment relations, conduct, leave, and compliance policy

HR Function Contribution

Serve as a specialist resource to all four HR Business Partners; available for consultation on complex ER and LR matters within their regions without owning the regional relationship
Contribute to manager capability development in collaboration with the L&D Lead, developing training on progressive discipline, investigations, and collective agreement administration
Partner with the TA Lead to ensure recruitment practices comply with collective agreement obligations regarding posting, seniority, and hiring processes
Contribute to the broader HR transformation, this role is part of building a new function and establishing expert practice from the ground up

WORKING CONDITIONS

Function independently, while remaining a crucial member of the support team
Adhere to Connective policies and procedures
Be available to work flexible hours as needed. May include some evenings/weekends, as determined by the regional office needs and schedules

EXPERIENCE AND SKILLS
Required

Minimum ten years of progressive experience in employee relations and labour relations, with demonstrated experience managing a heavily unionized workforce across multiple bargaining units
Proven expertise in collective agreement administration and interpretation — able to read, apply, and advise on CA obligations with confidence and precision
Demonstrated experience managing grievances end to end — from intake through response, escalation, and resolution
Experience conducting workplace investigations independently — intake, planning, interviewing, documentation, findings, and recommendations
Strong working knowledge of BC employment and labour relations legislation: Employment Standards Act, Labour Relations Code, Human Rights Code, and Workers Compensation Act
Demonstrated ability to advise operational managers and senior leaders on complex, sensitive ER and LR matters with sound judgment and clear communication
Experience developing or significantly updating HR policies in a unionized environment
Chartered Professional in Human Resources (CPHR) designation — required
Post-secondary degree in Human Resources, Industrial Relations, Law, or a related field, OR demonstrated equivalency through progressive experience and professional development

Preferred

Experience working within the BC community social services sector, or a comparably complex non-profit or publicly-funded environment
Working knowledge of Alberta, Saskatchewan, or Ontario employment and labour relations legislation
Experience supporting an organization's entry into a new operating jurisdiction; building compliance frameworks ahead of operational launch
Familiarity with CSSEA, the Community Social Services Employers' Association, and the collective bargaining environment in BC's community social services sector
Experience working alongside in-house or external legal counsel on complex labour relations and employment law matters

COMPETENCIES

Labour relations expertise; deep, current knowledge of collective agreement administration and the BC labour relations environment. Reads a collective agreement the way others read a contract; with precision and practical judgment.
Investigation rigor; conducts investigations that are procedurally fair, well-documented, and defensible. Knows when the situation requires legal involvement and acts accordingly.
Multi-jurisdictional awareness; understands that employment obligations vary materially across provinces and builds compliance knowledge proactively, not reactively.
Sound judgment under pressure; makes defensible decisions in sensitive, high-stakes situations without needing escalation for every difficult call.
Clarity of communication; translates complex legal and contractual obligations into clear, actionable advice for managers and HR colleagues. Writes with precision.
Relationship with unions; approaches union relationships professionally and in good faith. Understands that effective labour relations is not adversarial by default.
Policy thinking; sees the policy implications of operational decisions and builds frameworks that are durable, not reactive.

REQUIREMENTS

Ability to successfully complete a Vulnerable Persons Criminal Records Check
Ability to successfully pass a Reference Check

COMPENSATION
The salary range for this position is $87,000 to $108,700. Annual salary will be negotiated based on experience and qualifications. This role will also be eligible for Connective's comprehensive benefits package.
Important: Candidates must be legally authorized to work in Canada, observe their weekly hours limit if under a temporary or study visa, and provide proof of eligibility if selected for the role.