LOCATION
Dease Lake, BC
STATUS
Full Time
CLOSING DATE
Open until filled.
SALARY
$85,000 - $100,000
POSITION SUMMARY
Reporting to the Vice President, Workforce Empowerment Coordinator TNDC Partnerships is responsible for maximizing workforce outcomes for Tahltan people across TNDC's partnership portfolio. The role is the portfolio lead for the Workforce Empowerment pillar of TNDC's Tahltan Prosperity Metrics, with a focus on employment, training, retention, career advancement, and leadership development.
The successful candidate will work directly with Tahltan employees, partner organizations, TCG, training providers, agencies, and other stakeholders to improve access to job opportunities and close barriers to hiring and advancement. The role will establish and monitor individual career and training plans, advocate for meaningful progression, and help partners turn workforce commitments into measurable outcomes.
This is a relationship-driven and field-oriented position. Semi-regular travel to mine sites, project locations, partner operations, and Tahltan communities will be required. When workforce activity permits, the role will also support the Vice President, Partnerships with general partner management, reporting, and governance activities.
TNDC's partnerships are intended to create long-term prosperity for Tahltan people. Workforce empowerment means more than job counts. It means helping Tahltan people access opportunities, build skills, complete training, take on greater responsibility, and progress into supervisory, management, and leadership roles.
RESPONSIBILITIES:
Workforce Empowerment Leadership
- Lead the
Workforce Empowerment pillar within TNDC's Tahltan Prosperity Metrics
framework.
- Establish
practical annual workforce objectives and action plans with partner
organizations.
- Monitor
workforce outcomes across the partnership portfolio and identify where
intervention is required.
- Provide
recommendations to the Vice President, Partnerships on workforce risks,
barriers, and opportunities.
Employment and Recruitment Advocacy
- Collect, coordinate, and improve the visibility
of partner job postings and upcoming workforce opportunities.
- Connect qualified and interested Tahltan
candidates with partner recruitment teams and hiring managers.
- Advocate for fair consideration of Tahltan
candidates while maintaining appropriate hiring standards.
- Identify recurring recruitment barriers and
coordinate with TCG, agencies, training providers, and partners to close
readiness gaps.
- Encourage partners to plan workforce needs early
so Tahltan candidates have time to prepare.
Career Planning, Training and Development
- Ensure the partner creates and maintains
individual career and training plans.
- Coordinate with the partner to access
certifications, technical training, mentorship, job shadowing, and
leadership development opportunities.
- Monitor participation and progress in
partner-sponsored or external training programs.
- Escalate stalled commitments, unresolved
barriers, or gaps in agreed development plans.
Advancement and Leadership Pathways
- With the partner, identify Tahltan employees who
are ready for increased responsibility, acting opportunities, promotion,
or leadership development.
- Work constructively with partners to define the
skills and experience required for advancement.
- Advocate for transparent career pathways and
meaningful consideration for promotions.
- Encourage succession planning that increases
Tahltan representation in skilled, supervisory, management, and leadership
roles.
- Track advancement outcomes, including expanded
duties, acting assignments, promotions, and job-title progression.
Partner Management and Accountability
- Build effective relationships with partner
employees who have the ability to empower Tahltans with workforce related
value creation (HR, Site Supervisor, Indigenous Relations, etc).
- Make workforce empowerment a regular topic in
partner reviews and governance discussions.
- Monitor partner workforce commitments and support
practical corrective actions where results are below expectations.
- Support the Vice President, Partnerships with
general partner oversight, meeting preparation, follow-up, reporting, and
relationship management.
- Help partners understand how stronger Tahltan
employment and advancement outcomes support long-term partnership success
and how it’s the highest impact value driver to the Tahltan nation.
Partner Management and Accountability
- Build effective relationships with partner
employees who have the ability to empower Tahltans with workforce related
value creation (HR, Site Supervisor, Indigenous Relations, etc).
- Make workforce empowerment a regular topic in
partner reviews and governance discussions.
- Monitor partner workforce commitments and support
practical corrective actions where results are below expectations.
- Support the Vice President, Partnerships with
general partner oversight, meeting preparation, follow-up, reporting, and
relationship management.
- Help partners understand how stronger Tahltan
employment and advancement outcomes support long-term partnership success
and how it’s the highest impact value driver to the Tahltan nation.
Site and Community Engagement
- Conduct semi-regular visits to mine sites,
project locations, partner operations, and Tahltan communities.
- In relation to the TNDC Partnerships scope, meet
with prospective Tahltan employees to understand their experience,
aspirations, and barriers to advocate for their potential employment with
a partner.
- Engage with site and partner leadership to
validate opportunities and follow through on agreed actions.
- Maintain productive relationships with TCG
employment coordinators, community agencies, educational institutions, and
workforce-development organizations.
Data, Reporting and Continuous Improvement
- Maintain accurate workforce records covering
employment, roles, worksites, training, certifications, development plans,
promotions, and other advancement outcomes.
- Prepare concise quarterly and annual workforce
empowerment reports for TNDC VP of Partnerships.
- Track partner-level performance and identify
trends, gaps, leading practices, and opportunities for collaboration.
- Improve the systems, templates, and processes
used to manage a large and growing workforce portfolio.
- Handle employee information with care and in
accordance with applicable TNDC policies and privacy requirements.
QUALIFICATIONS AND EXPERIENCE
- 5+ or more
years of relevant experience in Indigenous employment, workforce development,
human resources, training, community relations, partnership management, mining
operations, construction, or a related field.
- Demonstrated
experience coordinating employment, training, career-development, or
employee-advancement initiatives.
- Strong
relationship-building skills and the confidence to work with employees,
community members, partner executives, human resources teams, and operational
leaders.
- Ability to
manage a large portfolio, maintain reliable records, and follow through on
multiple commitments.
- Excellent
judgment, discretion, communication, advocacy, and problem-solving skills.
- Ability and
willingness to travel regularly to remote sites and communities and to meet
site-access requirements.
- Knowledge of
Tahltan communities, values, priorities, and economic-development objectives is
a strong asset.
- Experience in
mining, construction, transportation, logistics, or industrial work
environments is an asset.
Core Competencies
- Tahltan-centered
service
- Relationship
and trust building
- Advocacy with
sound judgment
- Portfolio and
case management
- Workforce
planning and career development
- Partner
influence and accountability
- Data discipline
and executive reporting
- Field presence
and follow-through
MEASURE OF SUCCESS
- Improved
visibility and coordination of partner employment opportunities.
- More qualified
Tahltan candidates connected to relevant opportunities.
- Individual
career and training plans established and actively monitored.
- Increased
completion of training, certifications, mentorship, and development programs.
- Greater
movement of Tahltan employees into skilled, supervisory, management, and
leadership roles.
- Clear partner
workforce action plans, follow-up, and accountability.
- Accurate and
timely workforce data for leadership and board reporting.
- Positive,
trusted relationships with Tahltan employees, partners, TCG, and workforce
agencies.
ROLE BOUNDARIES TO CONFIRM
- The role
advocates and coordinates but does not replace a partner’s hiring authority or
human-resources responsibilities.
- The role
supports Tahltan employees but should not manage workplace complaints or
investigations outside established TNDC and partner processes.
- Employee
participation in career planning should be voluntary, documented, and handled
with appropriate privacy controls.
- Portfolio
targets should distinguish TNDC influence from decisions controlled by partner
employers.
- Caseload,
travel frequency, administrative support, and systems access should be reviewed
after the first operating period.
Proposed First 90-Day Priorities (Maximize
Tahltan Workforce Empowerment in the TNDC Partnership Portfolio)
- Build the baseline
- Confirm the
partnership and Tahltan workforce roster.
- Document
existing roles, sites, training, certifications, and advancement interests.
- Identify urgent
vacancies, expiring certifications, and immediate advancement opportunities.
- Establish the operating rhythm
- Create standard
partner workforce check-ins and action logs.
- Set a simple
intake and referral process for jobs, training, and career-planning requests.
- Confirm working
relationships with TCG, agencies, partners, and training providers.
- Launch targeted plans
- Prioritize a
manageable first group of employees and partners for development planning.
- Agree on
measurable actions, owners, and follow-up dates.
- Produce an
initial dashboard and recommendations for the Vice President, Partnerships.
MENTORSHIP AND KNOWLEDGE SHARING
Provide guidance, training, and mentorship to team members, especially local Tahltan workers, by sharing technical skills, safety practices, and industry knowledge in a respectful and culturally aware manner. Uphold Tahltan values and principles by fostering a work environment built on respect, teamwork, and mutual learning. Support the growth of the Tahltan workforce by helping build capacity, promoting safe and effective work practices, and ensuring that knowledge is passed on to strengthen both the team and the broader Tahltan community for the benefit of current and future generation.
CONDITIONS OF EMPLOYMENT
- Pass mandatory pre-employment drug and
alcohol screening and fitness for work assessment
- Extended
hours may be required during major pursuits and project planning activities
- Hybrid
- with a minimum of three days per week in office
- Willingness
to sign an Oath of Confidentiality
- Valid
class 5 driver’s license required
Indigenous Hiring Preference
As a Tahltan-owned organization, TNDC is committed to creating meaningful employment and career development opportunities for Tahltan Nation members and Indigenous Peoples. In support of this commitment, preference may be given to qualified applicants who are Tahltan Nation members, followed by qualified applicants who identify as Indigenous.
All applicants are encouraged to apply. Hiring decisions will consider the qualifications, skills and experience required for the position, together with TNDC’s commitment to increasing Indigenous participation in our workforce.