Human Resource Business Partner

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.

People are at the core of Connective's success. The HR Business Partner is the primary HR resource for the Service Delivery VP and their leadership team. This is not a generalist role and it is not a service desk. It is a strategic partnership — the HRBP works alongside operational leaders to understand their people challenges, anticipate workforce needs, and deliver HR solutions that enable the region to achieve its service delivery objectives.

The HRBP operates within Connective's three-pillar HR model. Transactional HR work is handled by Shared Services. Specialist programs and policies are owned by Centers of Excellence. The HRBP's role is to bring those resources to bear on the strategic people needs of their region — translating organizational priorities into workforce plans, coaching leaders through complex people situations, and ensuring HR activity in the region is aligned with Connective's overall direction.

Success in this role requires seasoned HR experience, strong business judgment, and the ability to build genuine credibility with operational leaders. The HRBP must be equally comfortable advising on a sensitive employee relations matter and contributing to a regional workforce planning conversation. Independence of judgment, proactive thinking, and a high degree of discretion are essential.

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

40 hours per week;
Monday to Friday, .

This position requires the ability to work flexible hours based on operational needs.

• Serve as the primary HR resource for the VP, Service Delivery and their leadership team, providing proactive and responsive strategic HR advice across all people matters
• Partner with the regional VP to assess short and long-term workforce needs and develop HR strategies that support operational objectives
• Contribute to regional workforce planning — headcount forecasting, succession considerations, capability gaps, and organizational design
• Translate Connective's organizational priorities into regional people strategies, ensuring alignment between HR activity and service delivery goals
• Advise on organizational structure and role design as the region evolves, including in the context of Connective's provincial expansion plans

• Provide advice and guidance to managers on complex employee relations matters including performance management, misconduct, attendance management, conflict resolution, and terminations
• Conduct or oversee workplace investigations into allegations of employee misconduct, providing written reports and recommendations to management
• Coach managers to build their people management capability — helping them handle situations independently over time, not creating dependency on HR
• Support leaders in applying Connective's HR policies consistently and in compliance with the BC Employment Standards Act, Human Rights Code, WorkSafeBC requirements, and other applicable legislation
• Advise on sensitive and confidential employee situations with discretion, sound judgment, and a clear understanding of legal risk

• Partner with the Talent Acquisition Business Partner to identify regional hiring needs, contribute to sourcing strategy, and support hiring manager capability in the region
• Identify and advise on retention risks within the…