City : Vancouver

Category : Full time

Industry : Educational Services

Employer : University of British Columbia

Job Category

Job Profile

Job Title

Department

Compensation Range

The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Posting End Date

Note: Applications will be accepted until 11:59 PM on the Posting End Date.

Job End Date

This is a 12-month leave replacement opportunity with a possibility of extension.

At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career. 

Job Summary
The Senior Human Resources Manager provides leadership in a number of areas including HR Administration, Strategic Recruitment Leadership, and HR programs for a number of units within the VP Students Portfolio: VP Students Office, Student Affairs, UBC Career Centre and Athletics & Recreation. The incumbent provides strategic senior level HR counsel and advice on human resources management issues to each department’s respective executive or senior leader, supervisors and managers to ensure optimum professional development of employees, consistency in philosophical approach and practice, efficient and effective client services, and timely strategic planning and development.

Organizational Status

Reports directly to the Director, Human Resources for the VP Students portfolio. Provides consultation to and works closely with executive and senior leadership within the VP Students Office, Student Affairs, UBC Career Centre and Athletics & Recreation.

Works with Employee Relations Managers, Organizational Development and Learning Practitioners, Compensation Associates/Consultants, Workplace Health Services Case Managers, Pension Administrators, Integrated Service Centre leaders and Benefit Administrators at all UBC campuses.

Work Performed

The Senior Human Resources Manager is responsible for a number of HR programs and initiatives, including leadership of HR Administration, Strategic Recruitment Leadership, HR Programs as well as providing senior HR advice and counsel:

HR Administration and Staff Management

• Leads the development of systems to support the effective and consistent management of staff administration

• Leads HR Administration, analyzing and optimizing administrative processes, plans, and procedures for strategic and proactive support

• Regularly reviews HR operational and administrative support, adjusting processes and practices in order to best align with client and departmental needs

• Manages a team of HR professionals, providing guidance and counsel for human resources related issues, and is the first point of contact for sophisticated issues which require greater concern.

• Partners with various stakeholders across the University to implement staffing changes (new classifications, collective bargaining impacts etc) into Workday, leading on the HR administrative components that are relevant to the portfolios supported

• Chairs and/or participates in regular departmental meetings and business unit meetings in order to provide a forum for discussion of human resources issues and provide new and revised human resources practices.

• In collaboration with VPS Organizational Development and Learning colleagues, develops content for and supports employee orientation and training programs. Facilitates the programs as required.

Strategic Recruitment Leadership

• Develops, guides and implements strategies to optimize the efficacy of strategic recruitment support

• Works with senior leaders and executives on prioritizing and defining recruitment needs and the support required

• Leads the development of new programs targeted to increasing staffing levels for hard-to-fill positions, consulting with applicable unions or associations, as required.

• Responsible for ensuring best practices related to equity, diversity and inclusion, are embedded in departmental recruitment processes.

HR Advisory

• Crafts an environment of sound HR management by providing coaching and counsel to executive and senior leaders with regard to various sophisticated human resources management issues, standard methodologies in the performance review process, coaching and mentoring, hiring, disciplining, and terminating both union and non-union staff.

• Provides guidance and advice on organizational structures that align with the strategic goals of the departments, working in collaboration with senior management.

• Provides HR leadership to executives, unit Directors and senior leaders, advocating for and representing a human resources lens within the client departments, in order to promote a culture that is people-focused and that provides an exceptional workplace for staff to engage and develop.

• Establishes and fosters partnerships with executives and senior leaders, supporting current issues and critical initiatives. Provides advice and counsel vital to effectively support the strategic objectives within the context of the University and HR’s own strategic objectives.

• Manages employee relations issues including: contract and collective agreement interpretation; grievance handling to Step 2; progressive discipline; investigations; terminations; return to work and accommodation initiatives. Works with clients to develop and draft letters of agreement, responses to issues and grievances (up to and including Step 2), and termination letters.

• Represents the University, Human Resources, and the client departments when meeting with the unions and various employee group representatives.

• Resolves various issues, grievances and disputes by researching, detailing processes, participating in discussions, recommending solutions and collaborating settlements as applicable. Provides a detailed overview of cases with recommendations directly to the Employee Relations Manager. - Consults with Employee Relations Managers prior to advising on appropriate disciplinary action.

• Collaborates with Case Managers and Return to Work Coordinators in Workplace Health Services to develop action plans for returning employees to the workplace. Oversees accommodation process with regard to: the return to work of staff, the ability to remain at work for injured or disabled staff; duty to accommodate issues; substance abuse issues; and other performance related issues involving illness or disability.

• Remains current with new HR practices, management philosophies, techniques and tools. Working with colleagues, researches, develops, and promotes human resources standard methodologies and ensures that consistent and appropriate communication occurs.

• Answers a wide range of general employment related inquiries from internal and external community.

• Participates in a wide range of various projects and committees.

• Other initiatives and tasks as required.

Consequence of Error/Judgement
The decisions and recommendations of the Senior Human Resources Manager has or may have legal, financial, contractual and operational implications for the University, the organization, departments and employees, both in the short and long term. Inadequate planning for the department may result in staff morale issues, compromise departmental integrity, affect financial viability of the units and as a result impact the UBC community. Poor working relationships may lead to lower staff morale and have a negative impact on the reputation of the University and the Human Resources Department and affect relations with various contacts. Failure to accurately assess team and client needs, exercise appropriate judgment and foresight may impact on the ability of the University, Human Resources Department, client departments and employees in achieving their objectives or goals.

Supervision Received
Reports to the Director, Human Resources for the VP Students portfolio. Works with a high degree of independence; work is reviewed in terms of achievement of broad goals.

Supervision Given
Manages Human Resources Coordinator and Recruitment Specialist and provides leadership and guidance in matters of professional practice and standards.

Minimum Qualifications
University degree in a relevant discipline. Minimum of seven to eight years of related experience including at least three years of experience in area of specialization, or the equivalent combination of education and experience.

- Willingness to respect diverse perspectives, including perspectives in conflict with one’s own

- Demonstrates a commitment to enhancing one’s own awareness, knowledge, and skills related to equity, diversity, and inclusion

Preferred Qualifications

CPHR designation is an asset. Experience in administration of collective agreements and labour relations in a sophisticated unionized environment. Demonstrated experience and knowledge in human resources management, conflict management, equity, diversity, and inclusion, human resources legislation, learning and development, problem solving, organizational change, strategy and planning, advising, project development, implementation and completion. Thorough knowledge of current Human Resource Management standard methodologies. Knowledge of provincial and federal legislation governing employers Human Resource practices. Knowledge and experience in using a coaching model to influence and advise clients. Ability to strategically plan, analyze, implement and review a variety of projects and assignments. Ability to create and implement strategies to meet the needs of clients. Ability to lead change by creating a vision and taking appropriate action to ensure acceptance and support. Ability to analyze and interpret data, determine implications, and provide recommendations. Ability to establish and maintain supportive working relationships with clients and team members. Ability to effectively facilitate groups to achieve appropriate outcome. Ability to analyze problems, identify key information and issues, and effectively resolve. Ability to negotiate effective settlements. Ability to mentor and coach staff, and act as a leader. Ability to communicate effectively verbally and in writing. Proven track record to design and deliver effective training programs. Ability to compose professional written documentation. Knowledge of the electronic recruiting systems an asset. Ability to travel to on and off-site departmental unit locations. Demonstrated ability to adapt to changing priorities, set work priorities, work in a high-paced environment and meet targets. Ability to exercise tact, discretion and judgment.