Located in beautiful Vancouver, BC, Langara College, the college of higher learning, is one of BC’s leading undergraduate institutions. Started in 1965 as part of Vancouver Community College, Langara was established as an independent public college under the Provincial College and Institute Act in 1994 and today provides University Studies, Career Studies, and Continuing Studies programs and courses to more than 23,000 students annually. The College is also known as snəw̓eyəɬ leləm̓, house of teachings, a name given to the College by the Musqueam First Nation, on whose unceded traditional territory Langara is located.
Reporting directly to the Vice President, People and Culture, the Director, HR Services (Director) is responsible for Strategic HR planning, administration, and, in collaboration with the Director, HR Programs, Systems, and Payroll, overseeing the Talent Management programs and services that support HR operations including employee and labour relations, recruitment and retention, performance management, classification, HR consultancy, and Human Rights.
The Director is responsible for leading and implementing HR strategies and practices to support Equity, Diversity, and Inclusion, and for the leadership of all Human Rights policies, and procedures. The incumbent is responsible for managing all aspects of grievances arising from collective agreements and liaises with the Post-Secondary Employers’ Association and the Public Sector Employer’s Council with respect to contracts, policies, and judicial proceedings. As a senior member of the People and Culture Leadership team, the Director provides support and guidance on strategic initiatives undertaken by the department and liaises with the College’s legal counsel on personnel, Human Rights, and labour relation matters.
The ideal candidate will be a proven strategic business partner and human resource practice leader with deep experience stewarding the human resource function of large, complex, multi-union organizations and administering and negotiating collective agreements. A critical thinker who has demonstrated success building solid relationships with all levels of an organization, the Director will be a dynamic voice at the leadership table and will have implemented actions to move complicated issues forward in pragmatic and sustainable ways. In addition, the incumbent will possess superb strategic, negotiation, and dispute management and resolution skills and be able to see the ‘whole picture’. Strong business and financial acuity for effective decision making will be critical. Systems implementation experience is considered an asset.
Langara College hires on the basis of merit and is strongly committed to equity and diversity within its community. The College welcomes applications from visible minority group members, women, indigenous people, persons with disabilities, persons of minority sexual orientations and gender identities, and others with the skills and knowledge to productively engage with diverse communities. All qualified candidates are encouraged to apply; however, Canadians and permanent residents will be given priority.
Knowledge and Skills
Expert knowledge and experience with the principles and
practices associated with HR functions such as: labour
relations and collective bargaining, compensation, job
evaluation, recruitment, organization development, and
• Knowledge in the principles of contract interpretation and
labour, employment, human rights, and related legislation
• Understanding of the complexity of HR management
in a multi union environment; able to develop effective
partnerships with unions and association leaders that are
grounded in respect.
• Understanding of issues involved in moving towards
equity, diversity, and inclusion. Adopts an enhanced
sensitivity of cultural diversity. Champion for collaboration
• Knowledge of BC Human Rights legislation and processes.
• Knowledge of WorkSafe BC regulations.
• Knowledge of the BC Labour Code.
• Excellent leadership skills, including the ability to coach
and mentor employees.
• Superior ability to make sound decisions by exercising
judgment, diplomacy, tact, and discretion in a fast-paced
environment with changing and conflicting priorities.
• Strong strategic-thinking, organizational, analytical, and
• Strong presentation skills.
• Strong interpersonal skills as demonstrated through
negotiation, conflict resolution, and mediation.
• Able to develop, interpret, and apply policies, procedures,
Duties and Responsibilities
Provides strategic and day-to-day leadership in HR
planning, policies and procedures, and strategic advice to
» Leads strategic Talent Management planning activities
including defining key HR issues and consultancy
service protocols for departments and the College;
develops strategies to assess and determine
appropriate actions to meet short and long-term
organizational and departmental goals.
» Provides strategic advice and legal interpretations to
managers regarding collective agreements, contract
interpretation, and/or employment-related issues
in a multi-union environment. Provides leadership
and guidance to the HR team and managers in the
development of creative solutions to workplace
» Researches, develops, implements, and monitors HR
policies and guidelines on behalf of the Vice-President,
People and Culture. Conducts regular reviews, updates,
and maintenance of policies and/or guidelines to
facilitate the development of relevant and effective HR
» Ensures the Vice-President, People and Culture is kept
informed on issues affecting the department and the
College. Identifies areas of legal exposure and obtains,
where appropriate, legal advice or liaises with Risk
Management on matters within the organizational risk
» Collaborates with the Director, HR Programs, Systems,
and Payroll in the integration of HR and Payroll
Services, ensuring smooth communication flows and
that operational transactions support consulting and
advisory services. Collaborates with internal members
in leading HR process improvements, including but
not limited to: planning, evaluating and implementing,
and maintaining procedures or processes that cross
between HR business units.
» Works with the Vice President, People and Culture
and the Director, HR Programs, Systems, and
Payroll to ensure the ongoing rollout of Workday is
done efficiently and effectively. In consultation and
conjunction with others, optimizes the use of Workday
across the College.
• Leads HR Talent Management programs that support
talent acquisition, retention, performance management,
classification, disability management and attendance
promotion, and HR consultancy services.
» Strategic Employee Planning: Aligns organizational
strategic plans with Talent Management programs.
» HR Consultancy: Provides leadership, guidance,
direction, and/or support to the HR consultancy
team in resolving complex issues ranging from labour
relations and recruitment challenges tor disability
» Talent Acquisition and Retention: Develops,
implements, and delivers a comprehensive talent
acquisition strategy to attract and retain talent across
all employee groups, including programs related to
indigenous peoples. Works closely with the Recruitment
team in developing talent pipelines, succession
plans, the evaluation of recruitment process, and the
deployment of new recruitment technology. Leads the
talent acquisition continuum ranging from workforce
planning, sourcing, and selection, to onboarding and
» Performance Management: Leads the development,
implementation, and evaluation of performance
management programs across all employee groups.
» Classification: Oversees the management of the job
evaluation and classification process for unionized
and administrative staff and related plans for excluded
management and bargaining positions.
» Disability Management and Attendance Promotion:
Leads attendance promotion and disability
management programs, workplace accommodations,
and workplace reintegration promotion.
• Responsible for employee and labour relations including
the administration of collective bargaining, collective
agreements, and terms of employment for academic,
support staff, and excluded management group. Oversees
all aspects of grievance management. Works closely
with HR Partners in providing guidance and expertise in
areas of investigations, jurisprudence, case management,
and collective agreement interpretation and settlement.
Manages and oversees implementation issues arising out
» Develops and maintains cooperative relationships
with the unions. Develops and prepares long-range
planning initiatives to make service improvements that
support labour relations and College objectives.
» Negotiates, interprets, and administers collective
agreements on behalf of administration. Acts as
a spokesperson and/or participates in negotiating
collective agreements between unions and the College.
Conducts research on bargaining issues and prepares
bargaining proposals in support of College long-term
goals and objectives.
» Provides leadership to management during job
action by negotiating essential services, preparing the
management team and executive to manage strike
issues, and preparing College strike contingency plans.
» Leads the HR team and managers in the development of
creative solutions to workplace problems. Responsible
for ensuring that all negotiated settlements to labour
relations disputes are consistent with the College’s
overall human resource strategy.
» Interprets and applies the terms and conditions of the
Langara College Administrator Association (“LCAA”)
Terms of Employment and contractual obligations for
all excluded employees.
• Responsible for the management of employee and student
Human Rights affairs, policies, and procedures, and
the development and implementation of HR strategies
» Responsible for the development, maintenance,
interpretation, and application of the College’s Human
Rights Policy and related processes. In compliance
with legislation, regulations, and policies, directs the
human rights complaints process for the College.
Complainants may be students, staff, or other
constituents of the College. Arranges for an external
investigator or mediator if required.
» Responsible for the development, interpretation,
and application of Respectful Workplace policy and
» Ensures that all issues related to human rights are
addressed by the College and represents management
at the various stages of the complaint process and in
accordance with the provincial Human Rights Code
and College policies.
• Financial leadership.
» Monitors and approves of departmental expenditures
within assigned budget authority. Approves of the
preparation and implementation of department
budgets and spending priorities. Assists the Vice-
President, People and Culture with the preparation and
management of the departmental budget.
• Acts in the absence of the Vice-President, People and
Culture or the Director, HR Programs, Systems, and
Payroll as delegated/required.
• Assumes other related responsibilities as assigned.
Graduate degree in a related field such as human
resources, law, or commerce.
Minimum eight (8) years of senior managerial experience
in human resources with a labour relations focus,
preferably in a public sector environment.
Experience administering and negotiating collective
agreements in a multi-union environment.
Experience administering grievance and arbitration
processes, performance management, and attendance
Experience preparing and managing budgets and
demonstrated financial acumen.
CPHR designation is considered an asset.
Experience implementing and optimizing an HRIS, ideally
Workday, is considered an asset.
An equivalent combination of education and experience
may be considered.
How to Apply