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If you are looking for an opportunity to contribute your experience, knowledge, and passion in a meaningful way, CLBC is the place for you!

Term/Status: Permanent, Full-time
Salary: Management Band 3, starting at $84,942 - $106,177 annually
Team: Indigenous RelationsLocation: Any CLBC office (Hybrid - 1 day per week in office)

At CLBC, we are committed to fostering a diverse, equitable, inclusive, and accessible workplace. We encourage applications from all people with relevant skills, including women, Indigenous peoples, persons with disabilities, racialized people, and those who identify as 2SLGBTQ2+IA. For accommodation needs, please contact [email protected] at any stage of the hiring process.

Visit our Careers at CLBC page to learn more about working at CLBC, what we offer, and tips for the interview process.

The purpose of the Indigenous Relations Department is to plan, support, coordinate and advance Cultural Safety through research & development, continuous business improvement initiatives, and priorities identified by Indigenous Advisory Committee, Leadership, or provincial mandate.

About the opportunity:

As the Manager, Indigenous Strategic Initiatives at CLBC, you will manage a growing team with the responsibility of advancing reconciliation with stewardship over four broad areas: (1) Organizational & Team Leadership; (2) Implementing and managing the Indigenous Relations workplan deliverables, including reporting on workplan items, and the creation and review of Indigenous policies and supporting documents (3) Interest-holder Engagement and Partnership framework development (4) Service Design & Improvement to meet Indigenous Priorities within our mandate & sector, including quality improvement activities; trainings, change management, research & evaluation, and advising CLBC on smooth implementation. .

Key responsibilities:

• Support divisional and organizational priorities within the CLBC Strategic Plan, Service Plan, and provides support to the Indigenous Advisory Committee
• Manage projects end-to-end with strategic planning, proactive risk management, and clear communication with all stakeholders.
• Supports strategic level of initiatives to influence change towards strategic vision of trusting relationships with Indigenous people and our actions align with the Rights of Indigenous people.
• Works in consultation with the Director, Cultural Safety & Humility, to develop strategic intent documents identifying strategic improvement opportunities spanning a multi-year period, including continuous improvement and projects.
• Ensure the experiences of individuals living with developmental disabilities are integrated as appropriate in strategic change initiatives and projects
• Establish strong relationships with interest-holders within and outside CLBC including senior leadership, managers, staff, community and community leaders, government partners, and others.
• Actively and visibly participates through the change process, engaging with project teams, gathering feedback from interest-holders and sponsoring/reinforcing changes.
• Support staff to explore, evaluate, adopt and share practices to increase the organization's efficiency and effectiveness with regards to community engagement
• Assess service effectiveness, cultural safety, demands, trends, and needs with respect to Indigenous individuals, families and communities and CLBC Policy Frameowrk and related documents.

You will directly supervise approximately six staff on the Indigenous Relations team. Responsibilities include recruitment, onboarding, and supervision. You will also manage a budget, including human resources, of approximately $2,500,000.

What you will bring:

• A diploma or bachelor's degree in public or business administration, policy, social services, or a related field or equivalent demonstrated experience. or related field
• A minimum of 5 years of directly related experience
• Direct experience leading teams (including strong project leadership) in both the Indigenous Services sector and the Community Living sector
• To reduce barriers to the application process, we welcome a combination of transferable skills, knowledge, lived experience, and comparable qualifications for consideration
• Experience in a public sector organization is an asset

We're also looking for:

• Understanding of public policy, Indigenous governance structures, and provincial mandates related to Indigenous rights and reconciliation
• Ability to navigate complex organizational and cultural change processes with sensitivity and strategic insight
• Knowledge of organizational development, quality improvement, and change management processes
• Ability to act as an advisor and subject matter expert on reconciliation, cultural safety, and Indigenous engagement within a broader organizational context
• Project and workplan management skills, including tracking deliverables, evaluating outcomes, and reporting to leadership
• Policy analysis and development skills, particularly concerning Indigenous relations and reconciliation initiatives
• Ability to design and deliver training, evaluation processes, and service improvements grounded in Indigenous priorities

Benefits: A rewarding career at CLBC comes with great benefits, including:

• Employer-paid extended health and dental plan
• A BC Public Service Pension plan with employer contributions
• Generous vacation plus additional personal days
• Paid maternity/parental/adoption leave
• Life insurance, paid sick days, and, if needed, long-term disability
• Wellness supports, including an Employee and Family Assistance Program
• Professional development funds and resources to encourage continuous learning and skill development
• Access to government discounts on travel, cell phones, and more!

Travel: Occasional overnight travel (e.g. to communities within the catchment area of the CLBC office as well as to CLBC head office in Vancouver)

Additional Info:

• Successful applicants are subject to a criminal record review check
• At CLBC, we are committed to providing equitable compensation, recognizing that salary negotiation can be a barrier for some groups. We will engage in an objective analysis to determine a starting salary that is grounded in principles of equity and fairness

Closing date: May 27, 2025