Executive Profile

Greater Vancouver Food Bank Society

DIRECTOR OF HUMAN RESOURCES AND VOLUNTEER

ENGAGEMENT

DIRECTOR OF HUMAN RESOURCES AND VOLUNTEER ENGAGEMENT 1

DIRECTOR OF HUMAN RESOURCES AND VOLUNTEER ENGAGEMENT

OVERVIEW Reporting to the Chief Executive Officer (CEO), and serving as a member of the Executive Team, the Director of HR and Volunteer Engagement(HRVD) will play an integral role in championing an environment of operational excellence and high performance. This role is highly visible, and requires a passion for implementing HR strategy and fostering a positive organizational culture. The HRVD will showcase their leadership talent, business and people skills through establishing or improving systems, processes, information flow, reporting and policies in support of the long-term vision and mission of the Greater Vancouver Food Bank Society.

The HRVD will be a hands-on and people-centered professional who has the agility to focus on individual people and actions creating a positive environment, yet is able to see the big picture and act as an expert advisor to the CEO and executive leadership team.

empowering environments

that provide and promote

access to healthy food,

education and training.

DIRECTOR OF HUMAN RESOURCES AND VOLUNTEER ENGAGEMENT 2

Key Statistics • GVFB has approximately 43 Full time employees plus part time and casual

workers. We also have over 900 active and engaged volunteers at any one time • Employees and Volunteers work from both the head office currently at Raymur

Avenue as well as 13 different direct distribution Food Locations • Employees are engaged in transportation, distribution, warehouse as well as

direct member services and community food programs. • Volunteers support 13 direct food distribution locations, the warehouse, office

projects and are a key component of the events team. The events team runs over 50 activities during the year including the large Santa Clause Parade and CANstruction.

Key Elements of role • Support the Leaders, Employees and Volunteers to create empowering

environments for all. • With your team - Recruit, hire, and onboarding of staff and volunteers. • Develop systems for making the HR and Volunteer processes more effective

and scalable

Strategic Leadership

• Work closely with the CEO, and collaboratively support the GVFB executive leadership team

• Drive business results by ensuring HR strategies and plans are translated into concrete actions and tangible outcomes

• Serve as advisor and confidante to the CEO and executive team on all people related matters to ensure the GVFBS has the talent, processes/systems, and policies necessary to support our strategic and financial goals

• Shape, influence, formulate and implement HR functions and people strategies to support organizational objectives

• Work creatively and collaboratively with the executive leadership team on all initiatives related to scaling our growing organization and impact

• Use people-related data to drive better decision making and develop key metrics to measure employee performance, engagement, and retention

Functional Leadership

• There are two key elements to this role: Recruitment and HR Generalist for Employees and Volunteers.

• Recruitment • 50% of time in HRVD role will be spent on recruitment based activities for

both employees and volunteers. • Approximately 30 employee positions are hired each year as well as 900+

volunteers are recruited to work for the GVFB. • Manage full-cycle recruiting process for all positions; sourcing candidates,

reviewing applications, conducting individual interviews, selecting candidates for hire, and communicating offers of employment

• Build talent capacity in consideration of current and future needs of the organization.

• Create and update job descriptions; develop creative and engaging job postings

DIRECTOR OF HUMAN RESOURCES AND VOLUNTEER ENGAGEMENT 3

• HR Generalist for Employees and Volunteers • Deliver all HR functions including all people movement, recruitment/hiring

(GVFB employees and volunteers), succession planning, benefits execution, performance management, compensation management and all people-related functions: • Implement position and competency frameworks and design motivational

career paths; • Promote a culture of high performance and continuous improvement that

values learning and commitment to quality. • Introduce, execute and support the longevity of a performance

management system throughout the organization with a focus on inspiring and rewarding excellence and driving continuous, transparent feedback • Serve as the main source of knowledge for compliance, laws, policies, and

procedures • Execute and support a compensation structure, benefits program and

succession planning throughout the GVFB in concert with the senior leadership team. • Develop a Human Resources communications plan for internal staff

reporting on key issues and bridging leadership and staff • Lead management and compliance in relation to WorkSafe BC and

Employment Standards BC • Implement and execute an onboarding program for all employees and

volunteers • Incorporate the organization’s values into every aspect of onboarding

(employees and volunteers), talent development and employer branding

People Leadership

• Champion culture by aligning people with the organization’s mission, vision and values; • Contribute to a dynamic, highly-engaged, productive team environment within the

leadership group and across the organization, always focused on continuous improvement, interdepartmental relationships and operational excellence • Provide for all staff a strong day-to-day leadership presence and bridge

communication, collaboration and teamwork across the organization. • Provide advice, training, and counsel for employee and volunteer relations issues • Lead and inspire direct reports • Coach and manage staff on performance related matters • Develop, introduce and manage a leadership greenhouse, creating a platform of

training and growing new emerging leaders within the organization. • Identify and drive initiatives that will foster an inclusive and diverse organization.

Financial Accountabilities

• Determine budgetary needs in order to effectively and efficiently deliver on the strategic and operational HR objectives • Provide accurate and timely reporting to the Finance Department of income and

expenditures in relation to the set and approved department budget. • Oversee and guarantee department financial record keeping

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REPORTING RELATIONSHIPS Reports to: • Chief Executive Officer Relates to:

• Chief Operations Officer • Chief Development Officer • Chief Financial Officer • Payroll • HR Generalist - Volunteers • Volunteers • All employees

Direct Reports: • HR Generalist - Volunteers (2)

• External recruiter (1)

GENERAL The ideal candidate is a dynamic and people-centric professional with superb communication skills and a passion for building trust and developing meaningful relationships. Accustomed to working with a team, the HRVD will be extremely familiar & comfortable within a fast-paced and constantly-changing environment. Critical to success is a progressive and innovative attitude in balancing people programing and best practices.

SPECIFIC REQUIREMENTS Education

• Bachelor’s degree and CPHR strongly preferred Experience

• 7-10+ years direct People (Human Resources) experience, with 5+ years leading People (HR) teams in high-growth environments. • Proven success in developing a wide range of initiatives while providing leadership

and consultation to the executive leadership team • A track record of using an analytical and evidence driven approach • Keen understanding of market trends relating to attraction of top candidates.

Relationship Skills

• Proven track record in developing and maintaining productive and sustainable working relationships • Is skilled in relationship management and has proven team building skills. A mentor

of people and a motivator through leadership by example. • Collaborative and comfortable dealing and interacting with volunteers throughout

the entire organization. • Demonstrates an effective and positive management style of people and issues. • Possesses exceptional interpersonal skills necessary to establish and sustain

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relationships and rapport. Communication Skills

• Demonstrates a high level of diplomacy and discretion in all interactions. • Possesses strong knowledge of employment branding principles and marketing

strategies in raising the profile of an organization. • Understands the need to integrate valuable data with excellent written and verbal

communication skills • Has strong experience using social media, website communication and database

programs • Is familiar with HRIS systems

PERSONAL ATTRIBUTES • Values-based professional that believes all people should have dignified access to

healthy, safe and nutritious foods. • An inspiring, compassionate and persuasive leader, communicator and motivator. • Committed to high ethical and professional standards, and embodies them within

the organization • Passionate about creating empowering environments that support individual health

and wellness and overall community capacity building. • Socially and intellectually agile; open to ideas and input of others. • Superior ability to build trust, confidence and credibility with people at all levels • Thrives working within a results-driven, progressive not-for-profit organization. • Energetic self-starter who thrives on seeing other team members thrive • Expects to be held accountable for the attainment of their performance goals and

objectives. • Flexible with the ability to respond to immediate issues and get prompt resolution.

HOW TO APPLY To apply or refer a candidate, please submit your complete application package to Ann Leckie at Annl@foodbank.bc.ca or HR@foodbank.bc.ca