Salary Range: $108,147-$155,461/year. The starting salary for this position would be determined with consideration of the successful candidate’s relevant education and experience, and would be in alignment with the provincial compensation reference plan. Salary will be prorated accordingly for part time roles.

 

You’re a strategic project leader who seamlessly blends project management discipline with deep expertise in talent acquisition to design and deliver sustainable talent pipelines. With a background in talent acquisition or human resources, and ideally PMP-certified, you bring strong change management capability, financial acumen, and the ability to inspire and mobilize others around shared goals.

 

You’re known for seeing the big picture while staying grounded in the details, translating complex workforce needs into structured, actionable recruitment and pipeline strategies. Your project portfolio demonstrates success in streamlining hiring processes, improving efficiency, and enabling organizational growth through a client‑centric, positive hiring experience for candidates, hiring leaders, and partners alike. This work is grounded in your knowledge of and commitment to supporting an Indigenous‑specific anti‑racism environment and advancing equity‑centered workforce planning.

 

If you want to play a meaningful role in securing a cancer‑free future, helping thousands more British Columbians survive their cancer diagnosis, and extending both the duration and quality of life, this role is for you.

What you’ll do

 

 

The Project Manager, Talent Acquisition (TA) reports to PHSA’s Director of Talent Acquisition and partners with BC Cancer’s HR Director and the Manager, BC Cancer Talent Acquisition team. This role will support BC Cancer’s HHR Redevelopment and play an integral role on the planning for the new Nanaimo Centre (expected opening July 2028) and Kamloops Centre (expected opening September 2028 as well as the new Surrey BC Cancer Centre (Cloverdale – expected to open in Fall 2030).The Manager will work closely with cross-functional teams to develop talent pipelines and foster relationships with key partners to lead recruitment efforts for BC Cancer.

 

This role will have oversight of workforce planning for staffing at the 3 new regional cancer centres. This portfolio requires extensive project management and leadership, while also leaning on a thorough understanding of talent acquisition strategies that will support growth while nurturing a culture of excellence, within the team as well as across the organization. Key accountabilities include, but are not limited to:

 

• Manage a team, set goals and objectives and assess/manage performance outcomes.
• Leverage project management methodologies to enhance talent acquisition strategies.
• Track project progress according to project plan and identified metrics. Monitor and report on the status of projects and major barriers encountered and implement or contribute to the implementation of effective processes to assess project risks, identify risk mitigation strategies and monitor risk throughout the project lifecycle. You will ensure that deliverables are completed on time and on budget, as identified in the project plan.
• Provide leadership to the larger HR team in best practice by developing strategies and implementing new or revised processes to provide service to clients and other HR business streams.
• Represent PHSA at a variety of forums including provincial and regional meetings/conferences, Ministry of Health initiatives, senior leadership committees, regulatory bodies, academic organizations and other health partners / Health Authorities, advocating for PHSA interests and maintaining and developing networks.

• Develop and monitor recruitment project budgets within the context of operational demands and environmental and resource constraints and use best practice methods to thoroughly monitor and adhere to allocated budgets. Responsibilities include reporting variance, planning and adjusting recruitment related activities to meet projections and annual targets, approving expenditures and preparing summaries and is accountable for its own redevelopment recruitment budget.

 

What you bring

 

Qualifications

• A level of education, training, and experience equivalent to a bachelor’s degree in health services administration, business administration, human resources or relevant health care discipline
• 7+ years’ recent, related experience in project management and progressively more senior experience, including 3+ years at a leadership level.
• 7 - 10 years’ recent, related experience in health care recruitment.
• Project Management Professional designation is considered an asset
• Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples within social and health contexts. This includes significant understanding of Indigenous-specific mandates and a commitment to addressing and mitigating Indigenous-specific racism and discrimination. The role involves actively embedding Indigenous Cultural Safety and Humility into daily practices and fostering a diverse and inclusive team environment. Additionally, it requires practical expertise in engaging with diversity, promoting equity, and advancing inclusion (DEI) initiatives.
• Demonstrated practical knowledge and understanding of legislative obligations and provincial commitments relevant to BC Cancer, based on foundational documents such as the Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place: Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, Anti-Racism Data Act, and the BC Human Rights Code. This includes understanding how these obligations intersect across the healthcare system and applying this knowledge to support team compliance and operational effectiveness.

 

Core Competencies

• Possesses a strong understanding of Indigenous-specific racism and broader systemic racism within the colonial health care structure. Demonstrates practical leadership in identifying and addressing barriers, promoting an environment of belonging, and ensuring Indigenous Cultural Safety. Actively engages in action-oriented practices to address Indigenous-specific racism and dismantle systems of oppression, while also confronting broader issues of racism and discrimination. Exhibits strong DEI and anti-racism skills to lead by example, fostering a culture of continuous learning, equity, inclusion, and belonging within their team.
• Knowledge of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (the Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).

 

Skills & Knowledge

• Facilitating and managing consultation processes with a wide range of interested parties/organizations.
• Experience or working knowledge of quality improvement methodology, change management and strategic planning are key to the success of this role.
• Excellent communication skills to function within a complex interdisciplinary environment including ability to communicate with the physician community.
• Computer literacy with word-processing, spreadsheet, presentation, project management and database applications.
• Demonstrated deep understanding of their personal learning/unlearning journey in relation to Indigenous-specific racism and dismantling systems of oppression, as well as addressing racism more broadly. Able to articulate and share this journey to motivate and inspire others, enhancing a culture of learning/unlearning and self-reflection.
• Demonstrated knowledge of the social, economic, political realities of settler-colonialism and impacts on Indigenous peoples in social and health contexts as well as knowledge and understanding of, and commitment to upholding legislative obligations and provincial commitments in the foundational documents: Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, and the Distinctions Based Approach.