Fascinating and relevant, very knowledgeable.
- Manager, People Effectiveness
House of Commons

Human Resource Management for Indigenous Communities

September 17, 18 and 19, 2019  ·  Vancouver, British Columbia
Day One Program Agenda: Tuesday, September 17, 2019
8:00 - 9:00        Registration and Continental Breakfast
9:00 - 9:10
Welcome and Opening Remarks from the Chair
Dena Zavier, Human Resource Consultant to Yukon First Nations, Summit Vision Communication
9:10 - 10:00
The Federal Public Service and Indigenous Strategies

10:00 - 10:15        Networking Break
10:15 - 11:15
Compassionate Leadership - Supervising in an Environment Impacted by Intergenerational Trauma
Dena Zavier, Human Resource Consultant to Yukon First Nations, Summit Vision Communication
  • Traditional vs. western organizational structures/processes
  • Impact on employee performance
  • Performance management: mediation vs. discipline
  • Going beneath the obvious to address foundational issues around performance
  • Difficult conversations - practical communication methods to get the desired results
  • Techniques for harnessing the observer effect - the impact of noticing
11:15 - 12:15
Indigenous Legal Considerations for Human Resources Management
Darwin Hanna, Partner, Callison & Hanna Indigenous Advocates

12:15 - 1:15        Luncheon Break
1:15 - 2:15
Culture Eats Strategy for Breakfast
Cori Maedel, CEO, Jouta Performance Group
  • Exploring the impact of HR not being aligned to your intentional organizational culture
  • Integrating community culture into your organizational culture
  • Creating policy within a cultural framework
  • Managing within a cultural framework
2:15 - 3:15
Strategic HR Planning, Strategy Development & Execution for Indigenous Communities
Kerry A. Jothen, CEO & Principal, Human Capital Strategies
  • Determining where you are, where you are going and how you are going to get there are critical questions to answer before Indigenous communities take action on HR and workforce priorities
  • Working in a respectful, trusting way with Indigenous communities and taking the time to learn and understand their governance, history, language, culture are the first requirement in building capacity and an effective strategic approach to HR and workforce strategy
  • Information - data and knowledge collection, information management and utilization - is a key part of Indigenous capacity building and HR and workforce strategy development. This has to be conducted in a culturally sensitive way, adhering to CAPTM principles
  • Execution of Indigenous HR and workforce strategy requires a solid implementation plan that clearly articulates leadership, project management, roles, resources, timelines and phasing, monitoring and reporting, evaluation, etc. of the HR and workforce strategy
  • Accountability for use of resources on and results of HR and workforce strategy and execution are critical. Having a clear logic model, data tracking/monitoring/reporting procedures, clear, relevant KPIs, and reliable performance evaluation will give Indigenous governments', community members', funders' and partners' needs confidence in your accountability
3:15 - 3:30        Networking Break
3:30 - 4:30
First Nation Employee Income Taxation: a Guide for First Nation Employers and Employees
Maxime Faille, Partner, Gowling WLG, Indigenous Law Group
  • A brief history of the Indian Act Tax Exemption
  • Legal update
  • How to structure your operations to allow First Nation employees to be tax exempt
  • Managing risk & uncertainty surrounding the tax exemption
  • Managing re-assessments and disputes with CRA
4:30        End of Day One



As a Human Resources Manager your job is to strengthen the skills, competencies and abilities of the employees who are critical to the success of your organization, minimize conflict that can undermine that success and comply with a myriad of complex workplace laws just waiting to trip you up. You can't reach your organizational goals if your workforce is not functioning effectively, conflict is rumbling below the surface or time, money and resources are being wasted fighting time-consuming, expensive legal challenges.

Formidable barriers stand in your way. To achieve organizational goals, you need to understand the dimensions of your role, follow a well thought-out strategic plan, assist employees in achieving their goals and engage employees so they are not just putting in time. You need to understand and manage the conflicts that are inevitable in any organization and confidently hold even the most difficult conversations. Of equal importance, you have to be on top of a whole lot of complex laws that can undermine your effectiveness.

That's why we created Human Resource Management for Indigenous Communities, a program specifically designed to provide the HR essentials required to address the unique challenges facing aboriginal organizations. The program will provide the in-depth information, strategies and techniques you need to effectively manage performance, engage employees, and productively deal with conflict to avoid the pernicious effects of festering negativity. Experts will explain workplace legislation so it makes sense to you and address the steps you must take to ensure compliance. You will return to your organization having made an invaluable investment in your professional ability and your organization's future.

Take a few moments to review the jam-packed agenda and imagine the leg-up the information throughout will give you. This is a not-to-be-missed opportunity to learn from and network with other first nations HR managers, leading consultants and the most well-informed lawyers you will find anywhere. Then register immediately to avoid disappointment.

We look forward to seeing you.

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