Human Resources Manager

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.

Job End Date

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

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 Description Summary
The position will provide HR Manager support for the departments/units within the Provost and VP Academic portfolio and the Vice-President, Research and Innovation portfolio. Responsibilities will include providing faculty, senior management and staff with the advice and counsel necessary to effectively support the units’ strategic objectives.
Organizational Status
Reports directly to the Director, HR and Executive Administration, President’s Office, VPA, and VPRI portfolios. Provides consultation to Senior Executives within Office of the Provost and Vice President Academic and Offices of the President and VP Research & International. In addition, provides consultation to Supervisors, Department Managers, Directors, Managing Directors and Department Heads on Human Resources matters within Advisory portfolio. Works with Employee Relations Managers, Learning and Talent Development Practitioners, Pension Administrators and Total Compensation. Provides direction to Human Resources Associates and Administrative Secretaries.
Work Performed

• Consult with and coach clients on all human resources management issues pertaining to staff employees so as to ensure human resource best practices are established within all units. To ensure business partnerships are developed and maintained by regularly visiting units on site and meeting with functional unit leaders.
• Provide leadership and participate in the Focus on People document and Workplace Engagement Survey initiatives so as to support units in their identified strategies.
• Develop and maintain partnerships with client units so as to provide advice into their strategic business plans by participating in the review of organizational structures, performance and change management issues and conflict resolution opportunities.
• Provides interpretation and advice regarding collective agreements, contracts, government legislation and University policies, procedures, practices and guidelines.
• Resolve various case issues, grievances and disputes by researching, documenting processes, participating in discussions, recommending solutions and negotiating settlements as applicable. Provide thorough overview of case with recommendations directly to Employee Relations Manager. Consult with Employee Relations Managers prior to advising on appropriate disciplinary action.
• Collaborates with Return to Work & Accommodations Advisors in Workplace Health Services to develop action plans for returning employees to the workplace. Oversees accommodation process identified with Human Resources Specialists.
• Participate in the development, community roll-out and maintenance of attendance management programs. Deliver training sessions and provide guidance and support to address specific attendance management issues.
• Identify unit development needs, collaborate with advisory services team members to determine training requirements community wide, participate in program development and deliver training sessions in support of University initiatives.
• Using a coach approach, advise units on career development, recruitment practices, succession planning, compensation and performance management and other human resource practices. Partnering with Career Transition and Navigation Consultant to assist in facilitating the possibility of retaining Management and Professional employees terminated from the University.
• May support the Director, HR and Executive Administration, Associate Director, Human Resources, and Senior HR Manager with the senior appointment process for Dean’s, Associate Vice-Presidents, and other senior level appointments.
• Collaborates with Human Resource Specialists on functional work assignments as required.
• Chairs and/or participates regular meetings in order to provide a forum for discussion of human resource issues and provide new and revised human resource practices.
• Regularly participates in HR Networks Meetings and presents topics at Round Tables and/or participates in Round Table discussions.
• Answer a wide range of general employment related enquiries from internal and external community.
• Participate in a wide range of various projects and committees.
• Performs other related duties as required.

Consequence of Error/Judgement
Implications of decisions or advice may result in legal and/or financial liability, restrictions on operations, damage to credibility, and poor relations with unions and employees.
Supervision Received
Reports directly to the Director, HR and Executive Administration, President’s Office, VPA and VPRI portfolios.
Supervision Given
Provides functional work assignments to HR Specialists.

Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of five to seven years of related experience, 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
Experience in administration of collective agreements and labour relations in a complex unionized environment. Thorough knowledge of current Human Resource Management practices. Knowledge of provincial and federal legislation governing employers Human Resource practices. Knowledge and experience in using a coaching model to influence and advise clients. Effective oral and written communication, presentation, leadership, organizational, analytical and problem-solving skills. Proven ability to establish and maintain supportive working relationships with clients and team members. Proven ability to develop and implement strategies to meet the needs of clients. Knowledge of the electronic recruiting systems an asset. Ability to travel to on and off-site unit locations.