The Port of Prince Rupert is located on the scenic North Coast of British Columbia. As Canada’s second largest West Coast port, the Port is strategically situated on the Pacific Rim, with the deepest natural harbour in North America and direct connections to the North American continent by CN Rail’s network reach. Its facilities include modern, high-throughput coal and grain terminals, two cruise terminals and an innovative, intermodal container terminal anchoring the fastest and most reliable trade corridor on the West Coast.

Prince Rupert is home to amazing wildlife and wilderness adventures, unique history and cultural experiences, and the spectacular scenery of the rugged Coast Mountain Range and the Great Bear Rainforest. Easily accessible by air, rail, cruise ship, ferry or car, Prince Rupert’s attractions include First Nation cultural works of art, fine North Coast galleries and boutiques, parks and walking trails, restaurants and coffee shops. A balanced lifestyle might include enjoying a round of golf or spending time out on the water kayaking, fishing, or taking in the scenery. Additionally, there are organized sports, volunteer opportunities, modern recreation facilities, community groups and festivals all contribute to a comfortable and fulfilling lifestyle for those living in this community.

Watch video clip of Prince Rupert at:


The Manager, Human Resources assists the Director, Human Resources in developing, deploying, and administering key corporate HR initiatives, and policies and programs which are aligned with, and supports the achievement of the Port’s strategic objectives.  

In particular, the incumbent provides expert consultation, delivery and support for the full spectrum of human resources management, including Recruitment and Retention, Employee Communications, Talent Development, HR Policy Development, Performance Planning and Evaluation, Compensation and Benefits, Organizational Diversity, Employee Relations, Succession Management, Employee Welfare, Reward & Recognition, Change Management, Employee Health and Safety, HR Budget management and  Strategic Human Resources Management.


Recruitment & Retention

  • Leads Recruitment and ensures the attraction, motivation, and retention of a competent workforce which meets the current and future needs of the organization.

Employee Communications

  • Supports the HR Team by development and implementation of best practice employee communication programs, for example, annual Employee Engagement Survey, Employee Council outcomes.
  • Liaisons with Communications Department to support internal communications via “Compass” PRPA’s internal intranet, internal town hall meetings.

Talent Development

  • Supports the Director, Human Resources with the development and implementation of a comprehensive talent development strategy for the organization.

HR Policy Development

  • Develops, implements and maintains PRPA ‘s HR policies and procedures which aligns with PRPA’s purpose and values.
  • Ensures HR policies and procedures are in strict compliance with all provincial and national labour legislation that apply to PRPA.

Performance Management

  • Supports supervisors and managers in matters pertaining to staff performance, including PRPA’s Variable Incentive Pay Program.
  • Assists in developing, mentoring, coaching, and evaluating the HR team into the next generation of PRPA Leaders.

Compensation & Benefits

  • Liaisons with Payroll in matters pertaining to employee’s compensation and benefit programs.
  • Develops and implements appropriate job design and job analysis programs to ensure internal equity.

Organizational Diversity

  • Supports the efforts to develop a workplace which is inclusive, welcoming, and professional.
  • Assist HR Team to implement organizational diversity programs which embraces workforce diversity and inclusion and makes diversity intentional.

Employee Relations

  • Interfaces with employees at all levels in the organization with the understanding HR is an internal service provider and must maintain superior customer service to employees and managers.
  • Proactively collaborates with supervisors/managers to minimize employee relations concerns, work performance issues, and employee complaints.

Succession Management

  • Assists the Director, Human Resources with the continued development of an integrated Succession Management Program.

Employee Wellness

  • Works closely with the Manager, Occupational Health and Safety to support all aspects of Employee Wellness, including the support of a comprehensive mental health framework.
  • Provides support in the administration of employee health and safety programs.

Reward & Recognition

  • Develops, implement, and administers the organization’s Reward & Recognition Program.

Strategic Human Resources Management

  • As a senior member of the HR Team supports the development of HR strategic plans which are in alignment with the Port’s short-range and long-range business plans.


  • Works predominantly in an office environment.
  • Regular, full-time position. Regular working hours are Mondays to Fridays, 8:00 AM to 4:30 PM with 1-hour lunch break (unpaid).
  • Some work outside regular work hours is expected.


Formal Education

  • Preferably a University Degree, majoring in Business or Human Resources Management.
  • Valid Chartered Professional in Human Resources (CPHR) professional accreditation is an asset.

Related Experience

  • 5 to 7 years of extensive, broad-based HR experience.
  • Experience in attracting, retaining top talent.
  • Experience recruiting candidates to a remote work location is an asset.
  • Experience working in a federally regulated environment is an asset.

Other Requirements

  • Demonstrated broad knowledge of “best practices” in human resources management areas such as Talent Development, Job Analysis, Job Evaluation, Organizational Diversity, Change Management, Human Resources Planning, Performance Management, and Leadership Development.
  • Willing to attend to hands-on operational HR work.
  • Intimate working knowledge of provincial and national labour and related legislation.
  • Self-directed individual.
  • Values people and demonstrates genuine concern for others.
  • Manage multiple projects concurrently and to effectively handle changing priorities.
  • Thrives in high-paced entrepreneurial environment.
  • Strategic and visionary thinker. Demonstrates commitment to the Port’s Vision.
  • Proficient in Microsoft Word, Excel, and PowerPoint.
  • Possess valid Class 5 Driver’s License.
  • Able to obtain security clearance under Transport Canada’s Security Clearance Program.
  • Demonstrated ability in the following:
    • Communication (verbal and written), analytical, problem solving, and organizational skills.
    • Leadership and management skills.
    • Consultation, facilitation, and coaching skills.
    • Judgment and tact in dealing with sensitive issues and confidential information.
    • Relationship building skills. Able to establish and maintain effective working relationship with all employees.
    • Attention to detail.
    • Resiliency.
    • Energetic, enterprising, and independent.
    • Embraces and thrives on change.

Individuals of Indigenous descent are strongly encouraged to apply.

Interested candidates are requested to submit their application in confidence by October 22, 2021 (Friday) to:

Director, Human Resources
Prince Rupert Port Authority
200 – 215 Cow Bay Road
Prince Rupert, B.C., V8J 1A2
Fax: (250) 627-8980

No telephone inquiries please.


Interested candidates are requested to submit their application in confidence by Friday, October 22, 2021.


Other career opportunities


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Vice President, People, Performance & Culture

The Vice President, People, Performance & Culture will be responsible for leading the organizational development that supports the growth of both employees and the organization. This role reports to the President & CEO regarding development and implementation of people strategy, policies, practices, and programs for employment, recruitment, compensation, benefits, and employee development.

Vice President, People, Performance & Culture

The Vice President, People, Performance & Culture will be responsible for leading the organizational development that supports the growth of both employees and the organization. This role reports to the President & CEO regarding development and implementation of people strategy, policies, practices, and programs for employment, recruitment, compensation, benefits, and employee development.

The Vice President, People, Performance & Culture will enforce compliance to labour laws and regulations pertaining to staff and will lead organizational development by building the right capability and capacity to adapt and change to achieve greater effectiveness through internal strategies, structures, capabilities, processes, and systems.


Prince Rupert, British Columbia.
PRPA is open to considering a hybrid model for the right candidate, which would include a mix of an in-office and remote environment.


People strategy
‒ Provide strategic leadership and consulting support to company executives and management for setting people-driven strategic plans and goals aligned to PRPA’s Corporate Strategic Plan.
‒ Participate in planning for strategic training and organizational talent development.
Performance management
‒ Develop, maintain, and administer employee performance planning and evaluation systems.
‒ Oversee compensation programs to ensure regulatory compliance and competitive salary levels.
‒ Ensure adherence to organization policy for promotions, filling new positions, upgrading existing positions, and processing annual salary adjustments.
‒ Ensure all supervisors and managers are equipped with the skills required to provide effective staff performance management.
‒ Consult with supervisors and managers on issues pertaining to employee performance.

People policies, business practices, and guidelines
‒ Ensure all Human Resources policies, programs, and practices are compliant with applicable labour legislation.
‒ Develop and implement best practices in people policies and procedures.
‒ Ensure people processes and practices are streamlined and robust to ensure efficiency, accuracy, and confidentiality.

Continuous Improvement/Business Transformation
‒ Participate in streamlining business processes to ensure efficiency in the organization.
‒ Provide change management strategies for organizational development.
‒ Lead cross functional teams to deliver key projects related to continuous improvement in areas such as process & systems, document management, and decision-making rights.
‒ Accountable for addressing risks identified in the Port’s risk register.

Recruitment and retention
‒ Create company strategic recruitment and retention plan, including setting of equal opportunity and diversity goals.
‒ Ensure the attraction, motivation, and retention of a competent workforce which meets the current and future needs of the organization.
‒ Develop and implement appropriate job design/analysis programs to ensure internal equity.
‒ Ensure the depth and capability of the organization is managed by developing and implementing an integrated succession planning program which includes deliberate hiring and selection, assessment of individual potential, professional development, and retention of the talent pool.

Total rewards
‒ Advise the organization on appropriate compensation and benefits strategy and philosophy.
‒ Align the Port’s compensation and benefits with its business plan and long-term strategy.
‒ Ensure external competitiveness by participating regularly in external compensation and benefits surveys.

Organizational culture strategy
‒ Assess company culture and employee morale and provide recommendations on changes to accomplish company goals and objectives.
‒ Lead the efforts to develop a workplace which is inclusive, welcoming, and professional.
‒ Implement organizational diversity programs which embraces workforce diversity and make diversity intentional.
‒ Actively seeks out employees to develop and promote trust and team spirit in the organization.
‒ Proactively collaborate with managers to minimize employee relations concerns, work performance issues, and employee complaints.

Human resources management
‒ Assess and make recommendations for outsourced HR services.
‒ Develop and manage annual budgets for HR and perform periodic cost and productivity analyses.
‒ Ensure confidentiality of employee files, all salary information, disability information, personal issues, terminations, recruitment information, and health benefit data.
‒ Evaluate procedures and technology solutions to improve human resources data management and ensure adequate staff related data management systems are in place.
‒ Recommend and maintain an organizational structure and staffing levels to accomplish company goals and objectives.
‒ Maintain knowledge of industry trends and employment legislation and ensure compliance.
‒ Supervise the staff of the Human Resources Department including Health & Safety.
‒ Participate on committees and special projects.


‒ Ensure human resources alignment within PRPA by developing and operationalizing a clear strategic vision to realize PRPA’s growth goals.
‒ Demonstrate strong leadership, business acumen, and influencing skills to optimally position the PRPA workforce to achieve the organizations strategy on schedule and within budget, by leading and influencing HR functional teams and the broader leadership group.
‒ Foster a deep, trusted relationship with PRPA’s leadership team and members of the organization so the individual is seen as the ‘go to’ for the tough, high-level strategic HR issues, ensuring that Human Resources is a valued player at the table.
‒ Develop an understanding and appreciation for the industry, culture, organizational dynamics, current situation, and strategic objectives of PRPA.


A leader in their field, the successful candidate for the Vice President, People, Performance & Culture will possess a combination of the following education, skills, knowledge and experience, leadership competencies and personal characteristics to add value as a key member of the Prince Rupert Port Authority leadership team.


‒ Bachelor’s degree in Human Resource Management, Business Administration, Commerce or other related discipline.
‒ An MBA and/or professional CPHR designation or equivalent would be considered an asset.


‒ 10 to 15 years of relevant experience
‒ Minimum 3 years in a leadership position in a company of a similar size required.
‒ Demonstrated ability to manage HR strategy, organizational development, and change.
‒ Demonstrated knowledge of design, development, and implementation of compensation administration plans and benefit programs.
‒ Able to analyze and assess training and development needs.
‒ Able to analyze and re-engineer operations, procedures, formulate policy as well as develop and implement new strategies and procedures.
‒ Demonstrated knowledge of continuous improvement and lean management methodologies.
‒ Effective presentation and communication skills, both written and verbal, in order to communicate with all levels of the executive team and individuals at all levels of the organization.
‒ Politically and culturally sensitive.
‒ Able to provide leadership and support for managers to enable them to properly manage their employees to drive results and achieve top performance.
‒ Computer literacy, including effective working skills of MS Word, Excel, PowerPoint required.
‒ Able to build and maintain lasting relationships with corporate departments, and other internal and external stakeholders.
‒ Excellent time and project management skills.
‒ Strong problem identification and problem resolution skills.
‒ High level of critical and logical thinking, analysis, and/or reasoning to identify underlying principles, reasons, or facts.
‒ Strong morals and ethics, along with a commitment to staff privacy.


‒ Developer: Attracts, hires, and retains top talent; continually elevates performance by leveraging constructive feedback, accurate assessment of individual capabilities, coaching, and development opportunities to improve self and others.
‒ Relater: Purposefully builds positive working relationships internally at all levels as well as alliances and partnerships externally by fostering trust, collaboration, and teamwork; demonstrates sensitivity and openness to others’ views; uses EQ to adapt interpersonal style to relate well to others.
‒ Strategist: Uses foresight, environmental awareness and thought leadership to create a compelling vision for the future and develop distinctive strategies to achieve desired business outcomes; fosters new ways of thinking and drives needed change to transform the business.


‒ Professional and polished, this individual must have the presence required to work closely with and command respect from both internal and external members of the organization.
‒ Flexible and nimble, this individual must be broad in their thinking, amenable to differing opinions, and able to make recommendations and adapt to the go-forward approach decided upon at the executive leadership table.
‒ Engaging, inspirational, and motivational, this individual must be seasoned as a Human Resources professional, able to create effective programs in support of business objectives.
‒ With excellent judgment, this individual must be able to assess situations and read audiences as well as demonstrate the ability to identify priorities and emerging issues.
‒ Hands-on, this individual must take a hands-on approach as a leader who can guide and contribute to the implementation of effective, standardized programs in support of business.

Send resumes or nominations as soon as possible to:

office number: 1 604 629 7159

office number: 1 403 537 5678

office number: 1 604 629 7153

Project Coordinator
office number: 1 604 629 7158