Project Lead

Job Title: Project Lead

Department: Organization-Wide Mandate

Location: Remote, with occasional travel to the CCHPBC office as required

Status: Temporary 12-Month Contract, 22.5 hours per week (0.6 FTE)

Help Us Build Something That Lasts

At CCHPBC, we are committed to advancing reconciliation and fostering a culture where Indigenous Peoples and all communities experience respect, inclusion, belonging, and cultural safety.

We describe this work through our "cupcake analogy." Reconciliation, anti-racism, and anti-discrimination cannot simply be the icing on top. Icing can be scraped away. Meaningful and lasting change happens when these values are baked into the batter from the beginning and become part of how an organization operates, makes decisions, and serves others every day.

As part of this commitment, we are seeking a Project Lead to support and guide our ongoing learning and organizational development journey. This role will work collaboratively across the organization to foster dialogue, strengthen relationships, build capacity, and identify opportunities to integrate culturally safe and inclusive practices into everyday work.

This is not a traditional project role. Rather than leading a single initiative or owning reconciliation work independently, the successful candidate will support employees, leaders, committees, and the Board in strengthening their confidence, knowledge, and accountability. The focus is on creating sustainable change that becomes embedded across the organization and continues beyond the term of the contract.

We recognize that reconciliation is a shared responsibility and an ongoing process. Success in this role will be measured not by how much responsibility remains with the Project Lead, but by how deeply this work is integrated throughout the organization.

All College staff contribute to a public protection mandate, delivering efficient and responsive services that align with the Declaration on the Rights of Indigenous Peoples Act (DRIPA) and broader commitments to reconciliation, while supporting the College in meeting its regulatory, strategic, and operational goals.

Reporting Relationships

Reports to:

Registrar & CEO

Direct Supervision:

None

What Success Looks Like

At the conclusion of the 12-month contract:

Reconciliation, cultural safety, Indigenous anti-racism, anti-bias, and anti-discrimination principles are more deeply embedded within organizational culture, programs, policies, processes, and decision-making, and progress is determined and monitored on an ongoing basis.

Employees, leaders, committees, and Board members demonstrate greater confidence, knowledge, and accountability in applying inclusive and culturally informed practices.

Sustainable tools, frameworks, and resources are in place and documented to support ongoing growth and learning.

Relationships with Indigenous communities, organizations, Elders, Knowledge Keepers, and partners have been strengthened through respectful, reciprocal, and meaningful engagement.

Employees across the organization demonstrate a growing understanding of their role in supporting reconciliation, cultural safety, and inclusive practices within their areas of responsibility. Evidence of progress may be reflected through employee feedback, organizational learning outcomes, and other indicators of growth and engagement.

Organizational capacity has been strengthened to the point where the work continues without reliance on a dedicated advisor position.

A foundation has been established that will continue to influence the organization long after the contract has ended.

Key Accountabilities

Organizational Leadership & Culture Change

Advise and support employees, leaders, committees, and the Board in strengthening their understanding and application of reconciliation, cultural safety, Indigenous inclusion, anti-racism, anti-bias, and anti-discrimination within their areas of responsibility.

Participate in leadership discussions and provide insights, perspectives, and recommendations that support informed decision-making and organizational priorities.

Work collaboratively across the organization to identify opportunities to embed these principles into policies, processes, programs, decision-making, and workplace culture.

Foster curiosity, reflection, learning, and accountability in ways that support meaningful and sustainable organizational growth.

Relationship Building & Engagement

Foster respectful and reciprocal relationships across the organization and support engagement with Indigenous communities, organizations, Elders, Knowledge Keepers, and partners, as appropriate.

Support teams in strengthening their confidence and capability to build and maintain relationships that contribute to reconciliation and culturally safer practices.

Help create opportunities for dialogue, collaboration, and shared learning that deepen understanding and trust.

Sustainability & Shared Ownership

Support the development of approaches, resources, and practices that enable the organization to continue advancing this work beyond the term of the position.

Encourage shared ownership and accountability so that responsibility for reconciliation and cultural safety remains embedded throughout the organization.

Provide advice, observations, and recommendations that support ongoing learning, continuous improvement, and long-term organizational sustainability.

Qualifications

Education & Experience

Relevant post-secondary education in Indigenous Studies, Community Development, Education, Social Sciences, Human Resources, Equity, Diversity and Inclusion, or a related field, or an equivalent combination of education, lived experience, and professional experience.

Demonstrated experience working in Indigenous engagement, reconciliation, anti-racism, equity and inclusion, organizational development, community engagement, or change management.

Experience building and maintaining respectful relationships with Indigenous communities, organizations, Elders, Knowledge Keepers, and partners.

Experience facilitating learning, mentoring individuals and teams, and supporting organizational culture change.

Experience working with governance bodies, advisory committees, leadership teams, or Boards is considered an asset.

Knowledge and Skills

Deep understanding of Indigenous histories, cultures, perspectives, and contemporary realities.

Knowledge of anti-racism, anti-discrimination, reconciliation, cultural safety, cultural humility, and equity-informed practices.

Exceptional relationship-building, facilitation, consultation, and communication skills.

Ability to influence change and inspire action without direct authority.

Strong project management and organizational skills.

Ability to navigate complex and sometimes difficult conversations with empathy, patience, and respect.

Strong mentoring and coaching abilities that support confidence-building and learning.

Core Competencies

Cultural Humility & Reflective Practice

Relationship Building & Trust

Facilitation & Collaborative Learning

Influence & Sustainable Change

Compensation and Perks

The full-time equivalent salary range for this position is $150,000 to $175,000 per year , prorated to a 0.6 FTE schedule . Starting salary will be determined based on the candidate's qualifications, relevant experience, internal equity considerations, market conditions, and other job-related factors.

CCHPBC offers a competitive compensation package, including health and dental benefits, employee assistance program, and paid time-off package.

Other perks include professional development opportunities, and office closures for the 11 statutory holidays in B.C., as well as Easter Monday and Boxing Day.

Application Process

If you are interested in joining our team and contributing to this important organizational journey, please submit your resume and cover lett