Human Resources Coordinator

POSITION SUMMARY

Reporting to the Human Resources Manager, the Human Resources Coordinator supports the coordination and implementation of human resources programs, systems, and practices within The Society’s People and Culture department. This role supports recruitment, onboarding, orientation, employee relations administration, performance development, retention, succession planning, training coordination, HRIS maintenance, and personnel documentation.

As part of The Society’s Growing Our People strategic direction, the Human Resources Coordinator helps strengthen employee belonging, workforce capacity, leadership development, and organizational consistency. The position is intentionally cross trained across both traditional human resources functions and Culture Training and Development functions, allowing the role to support core HR operations while also contributing to culturally grounded employee learning, onboarding, and development initiatives.

OVERVIEW OF DUTIES & RESPONSIBILITIES

• Support the day-to-day administration and coordination of Human Resources programs, systems, and processes.
• Coordinate recruitment activities, including job postings, applicant tracking, interview scheduling, candidate communication, and reference check administration.
• Support onboarding and orientation processes for new employees, ensuring all required documentation, resources, and systems access are completed.
• Maintain employee personnel files, HR databases, training records, and Human Resources Information Systems (HRIS).
• Assist with the administration and implementation of Human Resources policies, procedures, forms, and employment practices.
• Track probationary periods, annual performance reviews, and employee development activities, providing administrative support to leaders as required.
• Coordinate employee training, workshops, certifications, conferences, and professional development opportunities.
• Support the development and delivery of employee learning, onboarding, and training materials in collaboration with the Culture Training and Development Team.
• Maintain training participation records, monitor certification renewals, and prepare training and workforce development reports.
• Assist with employee engagement, recognition, retention, service awards, surveys, and Growing Our People initiatives.
• Support benefits administration, employment documentation, reporting, and HR-related employee inquiries.
• Promote culturally grounded, trauma-informed, and strengths-based Human Resources practices that reflect nłeʔkepmx and syilx values and teachings.
• Ensure confidentiality and security of employee information in accordance with legislation, organizational policies, and professional standards.
• Build and maintain respectful relationships with employees, applicants, Member
• Communities, educational institutions, and external partners.
• Participate in recruitment events, community outreach activities, employee engagement initiatives, and workforce development projects as assigned.

JOB REQUIREMENTS

• Strong knowledge of Human Resources principles, employment legislation, confidentiality requirements, and HR best practices.
• Knowledge of recruitment, onboarding, employee relations administration, performance management support, and workforce development processes.
• Sensitivity to the historical and ongoing impacts of colonization, including residential schools and child welfare systems, and the ability to apply this understanding within Human Resources practices.
• Strong interpersonal, communication, facilitation, and customer service skills.
• Demonstrated ability to handle confidential and sensitive employee information with professionalism and discretion.
• Strong organizational skills with the ability to manage multiple priorities, deadlines, and competing demands.
• Proficiency in Microsoft Office applications, Human Resources Information Systems (HRIS), databases, and virtual learning platforms.
• Ability to work independently while maintaining effective collaboration with leaders, employees, Elders, and community partners.
• Must be able to obtain and maintain a clear Criminal Record Check and Ministry of Children and Family Development (MCFD) Prior Contact Check.
• Must possess and maintain a valid Class 5 BC Driver's License and provide a current driver's abstract.
• Willingness to travel to Member Communities and participate in occasional evening recruitment, training, orientation, or employee engagement activities.

EDUCATION & EXPERIENCE

• Diploma in Human Resources, Business Administration, Public Administration, Organizational Development, Adult Education, or a related field, or an equivalent combination of education and experience.
• Minimum two (2) years of experience in Human Resources, administration, recruitment, training coordination, learning and development, or a related field.
• Experience coordinating recruitment, onboarding, employee development, training programs, or workforce planning activities is considered an asset.
• Experience working within an Indigenous organization, social service agency, Delegated Aboriginal Agency, or First Nations environment is considered an asset.
• Experience supporting Human Resources administration, employee engagement, retention, or performance management processes is considered an asset.
• Experience developing or coordinating learning materials, presentations, workshops, or professional development resources is considered an asset.
• Demonstrated willingness and ability to develop competency in training facilitation, employee development, leadership support, and organizational capacity-building functions.
• Demonstrated experience working collaboratively with multidisciplinary teams, community partners, educational institutions, and service providers.
• Demonstrated knowledge and professional or personal practice of nłeʔkepmx and syilx traditional values, cultural practices, and protocols is considered an asset.

MINIMUM REQUIRED COMPETENCIES

• Indigenous Knowledge: Applied understanding of Indigenous histories, cultures, values, and the impacts of intergenerational trauma; knowledge of nłeʔkepmx and syilx teachings and protocols is an asset.
• Critical Thinking: Ability to analyze information, identify issues, evaluate options, and recommend practical solutions while considering diverse perspectives.
• Human Resources Acumen: Working knowledge of Human Resources principles, employment practices, workforce development, employee engagement, and organizational effectiveness.
• Communication: Strong verbal, written, facilitation, presentation, and interpersonal communication skills.
• Relationship Building: Ability to establish, maintain, and strengthen respectful and collaborative relationships with employees, leaders, community members, and external partners.
• Confidentiality and Professionalism: Demonstrates sound judgment, discretion, and professionalism when handling sensitive information.
• Time Management: Highly organized with the ability to prioritize competing demands, coordinate multiple projects, and consistently meet deadlines.
• Adaptability and Learning Orientation: Demonstrates initiative, flexibility, and a commitment to continuous learning, professional growth, and workforce development.

The Society is committed to providing fair and equitable compensation that reflects a candidate's education, experience, skills, and overall qualifications. Most successful candidates can expect to be placed between the minimum and midpoint of the salary range at the time of hire.

Placement above the midpoint may be considered for candidates who bring significant directly related experience, specialized expertise, and a demonstrated ability to perform all core aspects of the role with minimal orientation or training.

The maximum of the salary range is generally reserved for candidates who closely match or exceed all preferred qualifications, possess extensive relevant experience, demonstrate exceptional competency in the position's key responsibilities, and can make an immediate contribution at a highly proficient level.

Salary placement decisions are made in a manner that supports internal equity, market competitiveness, and The Society's compensation philosophy.