Metro Vancouver / Lower Mainland

BC Society for Policy Solutions: Operations Manager Job Posting

Position: Operations Manager
Organization: BC Society for Policy Solutions

Permanent, Full-Time (35 hours/week), on call, some evenings and weekends
Reports to: Executive Director
Direct Reports: 1-2 team members (subject to change)
Location: Primarily from home, with occasional on-site work required in the Lower Mainland (and ability to backfill for on-site operations colleague); possibility of occasional travel
Salary: $85-95,000/yr
Management or Bargaining Unit role: Management

The Opportunity:

This new role will manage operations for the recently launched BC Society for Policy Solutions, guiding the evolution of its systems, practices and policies as it matures from a start-up to a well-established progressive public policy research think tank. As part of the three-person management team in our unionized workplace, this role will work closely with the Executive Director to manage the organization’s finances and lead a small operations team to oversee people operations/human resources systems and policies, information technology, and procurement. We are seeking a skilled manager with expertise in building infrastructure and organizational culture in small, values-based organizations. Non-profit and/or mid-stage start-up experience would be an asset.

The ideal candidate is passionate about strengthening systems that help organizations and individuals thrive. You are dedicated to creating socially just, inclusive, and resilient organizations, and have experience bringing an equity lens to managing people and operational systems. You are a collaborative and thoughtful leader who is fair, communicates clearly and honestly, and engages others in planning and decision-making. We are seeking a leader who is committed to making a lasting impact with a 2+ year commitment.

Application deadline: Thursday May 1st, 2025
Desired start date: early July 2025

BC Society for Policy Solutions is committed to ensuring that equity, diversity, and inclusion are valued in our decision-making, in our internal work, and in our work across British Columbia. We recognize that people from communities that experience marginalization (e.g., on the basis of ethnicity, citizenship/immigration status, gender, sexual orientation, ability, socioeconomic status, etc.) bring valuable lived experience to our organization. We strongly encourage you to apply if you have a passion for our mission and meet the core requirements below.

About BCSPS: The BC Society for Policy Solutions is a progressive public policy research institute that looks at issues facing British Columbia and proposes bold and achievable policy solutions that centre social, economic, environmental and racial justice. Together with community partners and collaborators, our work addresses many of the most pressing issues facing people in BC including climate and energy policy, labour precarity and workers’ rights, decolonization, housing, living wages, poverty and welfare, tax fairness, health care, seniors care, education and many more.

We acknowledge that we work for a more just future on the lands of many Indigenous nations. Our head office is located on the lands of the shared, unceded, ancestral territories of the xʷməθkʷəy̓əm (Musqueam), Sḵwx̱wú7mesh (Squamish), and səlilwətaɬ (Tsleil-Waututh) Nations. We affirm our belief that progressive policy solutions can only be truly just and effective when designed and implemented in right relationship with Indigenous nations, peoples, and rights holders.

DUTIES & RESPONSIBILITIES

Role Purpose: The Operations Manager oversees the day-to-day operations of the BC Society for Policy Solutions, working closely with the Executive Director on financial management, people & culture management, and compliance/risk management. Managing a small team, this role is responsible for the effectiveness of the organization’s day-to-day finances, people and culture operations, information technology, and internal systems. As a member of the management team, this role plays a vital role in enhancing operational effectiveness, maintaining financial health, and risk management. The Operations Manager works with the management team to integrate an intersectional equity lens to all areas of the organization.

Manage the Operations Portfolio

• Collaborates with the Executive Director on strategy, planning, risk management, evaluation, and troubleshooting for the organization’s finances and people & culture needs.
• Leads strategy development, planning, risk management, evaluation, and troubleshooting for the organization’s technology, procurement, internal systems, infrastructure, and other operations as needed.
• Upon request, provides operations-related recommendations to the Executive Director, management team, and Board of Directors.
• Manages key relationships on behalf of the organization, e.g. bookkeeper, vendors, service providers, funder administration contacts and others.
• Develops relationships with peers at similar organizations.

Financial Management

• Collaborates with the Executive Director, management team, and Senior Fundraising Coordinator to ensure the financial health of the organization.
• Partners with the Executive Director on budgeting and financial strategy.
• Manages day-to-day financial operations, including accounts payable, accounts receivable, credit cards, financial statements, financial policies and controls, and funder invoices.
• Providing support and direction to the Operations and Administrative Specialist and external bookkeeper as needed.
• Partners with the Executive Director and project leads on grant applications and administration, with a focus on budgeting and financial reporting.

Procurement Oversight

• Oversees vendor relationships, contracts, and purchasing agreements.
• Establishes procurement guidelines, policies, and/or preferred suppliers (using an equity lens).
• Oversees capital asset (e.g. office equipment) planning, acquisition, maintenance and disposal.

People & Culture Operations

• Works strategically and collaboratively with management team and bargaining unit on organizational culture, management culture, recruitment and retention strategies, training and professional development planning, bargaining, and other people & culture matters as they arise.
• Ensures HRIS (currently, Rise), extended health benefits plan, and HR policies, procedures, and processes meet the organization’s needs and are implemented effectively.
• Provides support to hiring managers throughout the full employee cycle including hiring, onboarding, performance management, and offboarding as well as managing leaves of absence, paid time off and other related matters.

IT and Systems

• Ensures that technology systems, software, hardware, training, and digital security practices meet organizational needs.
• Manages relationship with external IT service provider(s).
• Develops and maintains capital asset plans for laptops and other capital equipment.
• Collaborates with communications and fundraising staff regarding systems for communicating with supporters, donation processing, and tax receipting.

People Management

• Manages operations team (currently one direct report, but the number of reports could increase).
• Models a healthy workplace culture, including (1) a commitment to justice, equity, diversity, decolonization, and inclusion, and (2) a commitment to healthy work/life boundaries and rhythms of rest and recovery.

Risk management and compliance

• Collaborates with the Executive Director to hold an organization-wide view of risk management, including organizational insurance and organization-wide safety and emergency planning.
• Collaborates with the Executive Director to ensure required Canada Revenue Agency, BC Societies, WorkSafe, and other compliance filings are submitted in an accurate and timely manner.

QUALIFICATIONS & ATTRIBUTES

We strongly encourage you to apply if you have a passion for our mission and meet the below core requirements:

• A strong passion and alignment in values with our work.
• 3+ years financial management experience and the ability to manage multiple restricted grant funding streams.
• Strong people management abilities and human resources knowledge in a non-profit or community-serving environment, or other transferable context.
• Strategic thinker with the ability to identify and develop new approaches to organizational challenges.
• Strong judgment and problem solving related to operational decisions and risk management.
• Highly organized, detail-oriented and reliable; excel at troubleshooting operational issues.
• Ability to work effectively and collaboratively with others, including problem solving, delegating, coaching, conflict resolution, and other interpersonal skills.
• Ability to communicate clearly and build relationships of trust, including with people with different identities and life experiences from you.
• Strong professional aptitude for technology, including Google Workspace, Microsoft Office Suite, small office technology, HRIS (currently, Rise People) and Customer/Client/Constituent/Contact Relationship Management systems; ability to evaluate and use new technologies.
• Ability to use Excel/Sheets to prepare and manage budgets.
• Ability to operationalize your commitment to justice, equity, diversity, decolonization, and inclusion in an organizational context.
• Ability to take responsibility for the position responsibilities identified above, including identifying where you will need additional training or external assistance to succeed.
• Ability to research in order to learn new skills and knowledge.

Additional assets (we do not expect any one candidate to have all of these!):

• Management experience, especially in a non-profit or community-serving context.
• Experience working and/or managing people in a unionized environment.
• Experience managing risk in an organizational context.
• Experience negotiating or managing vendor/service provider contracts.
• Experience developing and implementing organizational policies and processes.
• Experience developing organizational budgets in a collaborative way.
• Experience overseeing payroll, reviewing financial statements, and/or using QuickBooks Online.
• Experience holding human resources and/or management responsibilities with employees covered by BC’s Employment Standards Act (or similar legislation in another jurisdiction).
• Experience managing human resources / people operations systems (e.g. HRIS, timesheets, time off tracking, emergency contacts, etc).
• Experience managing IT/technology in an office or non-profit setting; knowledge of digital security best practices; knowledge of IT capital asset planning and procurement.
• Experience with non-profit governance (paid or volunteer) and/or typical compliance requirements.
• Experience in any other area related to the job responsibilities outlined above and/or BCSPS’s work
• Formal education related to accounting, business administration, human resources, financial management, fundraising, non-profit management, public policy, or another area of BCSPS’s work.

COMPENSATION

• The salary range for this position is $85,000-95,000 annually. The starting salary will depend on the successful candidate’s skills and experience.
• Paid time off in accordance with time off provided to bargaining unit staff, currently:
  • Vacation starting at 4 weeks annually and increasing up to 6 weeks annually, with a bonus 2 weeks off every five years.
  • 18 sick days annually
  • 12 special leave/family illness days annually
  • Complete office shutdown for 2 weeks during Winter Break (matching the 2 week closure in the K-12 school system)
• Extended health benefits
• Pension plan
• Modest eco-transit benefit

HIRING PROCESS

Please apply here by 11:59 pm, Thursday May 1st: https://careers.risepeople.com/bcpolicysolutions/

In your cover letter, please specifically address your approach to managing your priorities, how your professional and lived experience prepare you for this role, and the values you bring to this kind of work.

Please mention you saw this at GoodWork.ca.

Questions? If you have carefully reviewed this posting and have outstanding questions, please contact hiring@bcpolicy.ca

While we may adapt the hiring process to support our ability to effectively assess candidates, we currently anticipate that our selection process will include:

• Mid-May: An initial phone call
• Late May: A time-limited practical exercise (honorarium provided)
• Early June: An interview with our hiring committee
• Early-mid June: A meet & greet conversation with the staff team (final two candidates only)
• Early-mid June: Reference checks (please be prepared to provide three professional references)

The hiring team intends to contact all candidates who submit a complete application with updates on their progress through our selection process. We ask that candidates do not call the office. Thank you to all candidates for your interest in joining our team.