British Columbia · Metro Vancouver
Fractional HR leadership for Vancouver companies
Coverage
Vancouver · Burnaby · Richmond · Surrey
Typical size
20–500 employees
Deployment
2–3 business days
Vancouver companies grow quickly and hire across borders earlier than almost anywhere else in Canada. That combination — a small local team, remote people in three provinces, and a US parent or US customers — is what makes the HR file complicated, and why an experienced senior leader is needed long before a full-time one is affordable.
Pay transparency changed the posting
British Columbia now requires publicly advertised roles to carry a pay range, which means your internal band decisions are visible to every candidate and every employee who searches. A range that was invented for the posting is a promise you will be held to.
We build the range from the structure — levelling, internal equity, competitiveness in the local market — so the number you publish is one you can defend in an offer conversation, a review cycle and a retention conversation.
Distributed teams, one policy
A Vancouver-headquartered team with employees in Alberta, Ontario and Washington does not have one set of employment rules. It has four, plus a contractor population that may not be classified correctly.
We map who is employed where, which obligations follow, and which single set of expectations can apply across all of it without creating liability in any one jurisdiction.
Hiring in a market that never got easy
Senior operators in Vancouver are recruited constantly, and the cost of living makes a weak offer an obvious one. Companies lose candidates late in the process for reasons that have nothing to do with money: a slow loop, an unclear scope, or an interview panel that never agreed what good looked like.
We scope the role before it opens, write the scorecard, coach the interviewers, and give the offer a defensible structure — which is usually what closes the gap.
What we see in Vancouver
The four patterns behind most Vancouver engagements
01
Cross-border before it feels ready
US customers, a US parent or a first American hire arrive early. Contractor and employee classifications are where this usually goes wrong first.
02
BC Employment Standards, quietly different
Overtime, statutory holiday pay and termination notice rules differ from what a founder learned in Ontario or the US.
03
Cost of living is a retention issue
Commuting distance and housing cost drive resignations that read as performance problems in the exit interview.
04
Project-based sectors churn
Film, games, agency and tech teams scale in bursts. Hiring and exiting in rhythm with the work needs a structure, not a scramble.
Where we would start
The engagements most Vancouver companies begin with
FAQ
Vancouver questions we get asked
Do you support companies with employees outside BC?
Yes. Distributed Canadian teams and US employees are common in our Vancouver engagements. We map which jurisdiction's rules apply to which person before recommending a policy.
Can you help with pay transparency compliance?
Yes. We build ranges from an internal levelling structure so published ranges match how you actually pay people, and we align them with what British Columbia requires of advertised postings.
Do we need to be based in Vancouver?
No. We work with companies across Metro Vancouver and the Fraser Valley, and delivery is remote-first with on-site work where the diagnosis needs it.
What does it cost to start?
The strategic diagnosis is $1,750 fixed for six hours. Fractional leadership begins with a $100 executive session, then a retainer scoped to workload.
Fractional HR in other cities
Not in one of these cities? The work is delivered remotely across Canada and the United States, with on-site diagnosis where it is needed — tell us where you are.
Next step
Tell us what is happening in your Vancouver team
Bring the situation, not a scope. We will tell you what it actually needs — a diagnosis, a fractional leader, a system, or nothing at all.