Role Profile
Position Title: Director of Human Resources
Department: Human Resources
Reports To: Executive Director (or designate)
FTE/Hours: $130,000k to $150,000k per-year
Location: Merritt, British Columbia, Canada
ABOUT LNIB
The Lower Nicola Indian Band (LNIB) is a vibrant and growing First Nations community in British Columbia, committed to the well-being, culture, and prosperity of its members. LNIB provides a wide range of programs and services including health, education, social development, governance, and economic development initiatives.
We value innovation, collaboration, and respect for our traditions, and we are dedicated to fostering a supportive, inclusive, and safe work environment for all employees. LNIB follows Indigenous governance principles and prioritizes community engagement, cultural knowledge, and sustainable development in all its operations.
Join LNIB and be part of a team that is making a meaningful impact in the community while contributing to a dynamic and culturally rich workplace.
POSITION SUMMARY
The Director of Human Resources provides strategic, values-driven leadership for all human resources functions across Lower Nicola Indian Band. This senior role leads the development, implementation, and continuous improvement of HR strategies, policies, systems, and practices that attract, retain, develop, and inspire exceptional people. Reporting to the Executive Director, the Director serves as a trusted advisor to senior leadership, Chief and Council as appropriate, managers, and employees on workforce planning, employee relations, organizational development, leadership coaching, compensation, recruitment, succession planning, and workplace culture.
With a salary of up to $150,000 per year, this position is intended for a highly accomplished HR leader who brings the calibre, judgment, and experience required to build a best-in-class people function. The successful candidate will lead with integrity, cultural humility, emotional intelligence, and a deep commitment to creating a workplace where people feel respected, supported, accountable, and proud to serve the LNIB community.
KEY RESPONSIBILITIES
Strategic Human Resources Leadership:
- Lead the development, implementation, and ongoing refinement of LNIB’s human resources strategy in alignment with organizational priorities, community needs, and Indigenous governance principles.
- Provide expert advice to the Executive Director, senior leadership, and managers on complex HR matters, organizational risk, workforce planning, change management, and people-related decision-making.
- Develop annual HR work plans, performance measures, reporting tools, and department priorities that support excellence, accountability, and continuous improvement.
- Identify emerging workforce trends, legislative changes, and organizational opportunities, and recommend proactive strategies that strengthen LNIB’s people systems.
WORKPLACE CULTURE, ENGAGEMENT, AND LEADERSHIP DEVELOPMENT:
- Champion and inspire a healthy, respectful, culturally safe, inclusive, and high-performing workplace culture across all departments.
- Design and lead initiatives that strengthen employee engagement, trust, communication, team effectiveness, and pride in public and community service.
- Coach directors, managers, and supervisors to lead with consistency, fairness, clarity, accountability, and compassion.
- Support conflict resolution, restorative approaches, and constructive workplace relationships while maintaining professional standards and organizational integrity.
- Promote leadership practices that reflect LNIB values, cultural respect, service excellence, and care for employees and community members.
Policy, Compliance, and Governance:
- Lead the development, review, modernization, and consistent application of HR policies, procedures, job descriptions, employment practices, and workplace standards.
- Ensure HR practices comply with applicable employment legislation, privacy requirements, occupational health and safety obligations, employment standards, and LNIB policies.
- Provide guidance on governance-sensitive HR matters, confidentiality, documentation, investigations, discipline, performance concerns, and organizational risk.
- Establish practical systems that make HR services clear, accessible, timely, and consistent for employees and leaders.
Talent Acquisition, Retention, and Workforce Planning:
- Lead strategic recruitment, onboarding, retention, and succession planning practices that attract and keep talented employees committed to LNIB’s mission.
- Develop workforce planning tools that anticipate future staffing needs, build internal capacity, and support continuity in critical roles.
- Strengthen orientation and onboarding so employees understand LNIB’s values, community context, policies, expectations, and service responsibilities.
- Support career development, training pathways, professional growth, and mentorship opportunities for employees at all levels.
Compensation, Benefits, and Performance Systems:
- Lead compensation, classification, benefits, and total rewards practices that are fair, competitive, transparent, and aligned with organizational sustainability.
- Maintain and improve performance management systems that support clear expectations, meaningful feedback, development planning, accountability, and recognition.
- Advise leadership on salary structures, market competitiveness, role design, and retention strategies for priority positions.
- Promote recognition practices that celebrate contribution, service excellence, cultural respect, teamwork, innovation, and continuous improvement.
Employee Relations and Organizational Effectiveness:
- Provide senior-level guidance on employee relations matters, including performance concerns, workplace investigations, accommodations, attendance management, respectful workplace issues, and conflict resolution.
- Lead change management initiatives that support organizational growth, role clarity, service improvement, and employee confidence during transitions.
- Build systems for HR data, reporting, documentation, and decision support while maintaining confidentiality and professional standards.
- Promote a proactive HR service model that is responsive, trusted, solutions-focused, and grounded in care for people and organizational excellence.
Qualifications and Experience:
- CPHR designation.
- Master's Degree in Human Resources, Business Administration, Public Administration, Organizational Development, Indigenous Governance, or a related field; an equivalent combination of education and senior experience may be considered.
- Minimum of 8 to 10 years of progressive human resources leadership experience, including senior-level responsibility for strategy, employee relations, policy, compensation, workforce planning, and organizational development.
- Demonstrated experience leading HR in a First Nations, Indigenous, public sector, non-profit, or complex community-serving organization is a strong asset.
- Strong knowledge of employment legislation, HR best practices, respectful workplace principles, privacy, occupational health and safety, and performance management.
- Proven ability to advise executives and senior leaders with sound judgment, discretion, diplomacy, and courage.
- Experience developing and updating HR policies, job descriptions, systems, templates, and processes that are practical, fair, and legally sound.
- Demonstrated ability to lead culture change, build trust, resolve conflict, and support leaders through sensitive people matters.
Core Competencies:
- Strategic and systems thinking
- Cultural safety, humility, and respect for Indigenous governance
- Exceptional communication, facilitation, and listening skills
- High emotional intelligence and conflict resolution ability
- Policy development and practical implementation
- Leadership coaching and organizational development
- Sound judgment, confidentiality, and professional integrity
- Change leadership and continuous improvement
- Service excellence and community-minded decision-making
- Ability to inspire accountability, trust, and pride in the workplace
PREFERENCE
The Lower Nicola Indian Band (LNIB) follows Section 25 of the Human Rights Code, giving preference to Indigenous applicants where applicable.
