Human Resources Manager
Job Category
M&P - Excluded M&PJob Profile
XMP - Human Resources, Level CJob Title
Human Resources ManagerDepartment
DAE Talent Management and ODCompensation Range
$7,400.83 - $11,540.42 CAD MonthlyThe 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
May 18, 2024Note: Applications will be accepted until 11:59 PM on the day prior to the Posting End Date above.
Job End Date
Jun 23, 2025At 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 Human Resources Manager is responsible for providing senior level advice, counsel and service on human resources management issues to certain divisions and units within Development and Alumni Engagement and External Relations. This includes providing counsel and recommendations on human resources management issues in the areas of: talent management and planning; employee relations (contract interpretation and grievance handling to step 2); recruitment and retention strategies; succession planning; performance management and staff development; employee engagement; learning and development; and policy development. This position is also responsible for providing general Human Resource related services, including support to managers on full cycle recruitment, selection and strategy.
This position will provide support on HR initiatives that benefit both Development & Alumni Engagement (DAE) and External Relations portfolios, with the intention of capitalizing on benefits of a shared services model.
Organizational Status
Reports to the Director, Human Resources (DAE). The HR Manager works directly with senior management and staff in departments of Development and Alumni Engagement and External Relations. Plays a key role of DAE HR team and as a member of Human Resources Advisory Services, works closely with Employee Relations Managers, Workplace Learning and Engagement, Compensation Associates/Consultants, Return to Work Coordinators, Pension Administrators and Benefit Administrators at all UBC campuses.
Work Performed
Strategic Human Resource Advice and Program Delivery
-Manages the overall human resources functions for certain divisions and units in the departments of Development and Alumni Engagement and External Relations, providing strategic human resources advice senior/executive and managers;
-Provides expertise, guidance, strategy and support to the managers within portfolios on all human resources related matters including: retention and recruitment; performance management; succession planning; organizational development; employee engagement; training & development; compensation/classification matters; employee development; harassment issues; creating a respectful workplace; university policies and procedures; and applicable government legislation;
-Develops, manages and implements human resource programs and initiatives to ensure each unique unit meets their strategic and fiscal objectives (this includes leveraging HR programs and projects in place at DAE);
-Balances department/unit objectives within context of university wide human resource strategies. Information provided by this position is used in making managerial and policy decisions at a strategic and senior level. Accuracy and consistency is critical as information supports decisions with long-term impact;
-Builds relationships and partnerships with clients by ensuring regular discussions with business units and leaders to discuss current issues, strategic initiatives and provide new and revised human resource practices;
-Answers a wide range of general employment related enquires from internal and external community, and
-Meets regularly with colleagues in Human Resources Advisory Services to ensure consistent HR professional practices are explored by researching and identifying options, sound solutions and action plans, and to engage in team related professional development.
Employee Relations
-Provides guidance and direction in handling employee relations issues including: contract interpretation; grievance handling to Step 2; progressive discipline; investigations; terminations; and return to work and accommodation initiatives;
-Ensures compliance with collective agreements and UBC practices, collaborates with Central Human Resources as appropriate;
-Collaborates with Return to Work Coordinators 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;
Talent Management and Organizational Development
-Leads the development and implementation of the performance management process which includes performance development plans. Promotes and creates an environment of continuous coaching, feedback and development; provides advice and consultation to managers on how to conduct performance reviews for individual performance goals; and provides advice, interpretation and counsel on managing employee performance concerns;
-Develops and manages units organizational development that addresses succession planning, workforce development, employee retention, organizational design and change management;
-Develops and manages employee orientation program, new hire follow-up program and employee exit interview process;
-Provides advice on career path planning and management, including professional development for staff.
Recruitment
-Establishes and leads the recruiting and hiring policies and practices necessary to recruit a superior workforce;
-Oversees and manages the departmental recruitment cycle process from recruitment through to selection. Partners with hiring managers to drive and sustain a high quality of recruitment activity for all open positions;
-Advises Managers in the development of job descriptions, working with them to ensure existing job descriptions reflect and are aligned with position responsibilities;
-Reviews and assess job descriptions and classification levels ensuring equity among positions in the department and portfolios. Consults with Compensation Associates/Consultants in Central Human Resources where appropriate;
-Ensures a positive candidate experience by ensuring that all candidates have positive interaction with UBC at all stages of the recruitment process;
-Conduct assessments, make recommendations for improving our recruitment approach, initiate and evaluate opportunities for developing and implementing departmental recruitment best practice tools and resources;
-Researches salary implications of the competitive recruitment market; reviews annual need for market adjustments if necessary for units.
Compensation and Benefits
-Oversees compensation matters and supports departmental managers on implementation of salary administration for all staff groups including probationary period, progression to
midpoint and merit increases;
-Advises on and authorizes forms relating to processing employee items ensuring accuracy is maintained (e.g. change in salary, change in position, transfer and severance, etc.).
Management
-Manages the HR Assistant position, and provides coaching, support and day-to-day work direction to the HR team;
-May assume role of Director, HR in his/her absence, directing HR staff in the management and delivery of human resources and labour relations to the DAE portfolio; and
-Performs other responsibilities as required.
Consequence of Error/Judgement
Decisions and recommendations may have legal, financial, contractual and operational implications for the University, the organization, departments and employees. Failure to accurately
assess client needs, exercise appropriate judgment and foresight may impact the ability of the University, Human Resources Department, client departments and employees in achieving their objectives or goals. Poor working relationships may contribute 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.
Supervision Received
Reports to the Director, Human Resources (DAE). Works with a high degree of independence; work is reviewed in terms of achievement of broad goals.
Supervision Given
Provides direction to and manages at least one Human Resources Administrative Assistant. Provides guidance in matters of professional practices to the DAE HR administration team.
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
CPHR designation an asset. Demonstrated experience and knowledge in current human resources management best practices, human resources legislation, including: performance management and coaching; learning and development; workforce planning and recruitment; employee engagement; change management; and salary administration. Critical thinking and analytical skills with the ability to analyze problems, interpret data, determine implications, identify key information and issues, and effectively develop and implement strategies to meet the needs of the client. Ability to strategically plan, analyze, implement and review a variety of initiatives simultaneously. Experience in the administration of collective agreements and labour relations in a complex unionized environment. Excellent relationship building skills that includes strong oral and written communication, and conflict resolution skills. Excellent interpersonal, problem solving, judgment and organizational skills. Ability to establish and maintain supportive working relationships with clients and team members. Experience in using a coaching model to influence and advise clients. Excellent management and leadership skills with knowledge and. Proven ability to coach, support and guide the human resources function. Ability to mentor and coach staff, and act as a resource. Proven ability to work calmly under pressure of critical deadlines or heavy volumes during peak periods. Proven ability to adapt to changing priorities. Ability to exercise tact, discretion and judgment. Competence in office software, including spreadsheets (advanced level), word processing, e-mail, presentation software (PowerPoint), database software (MS Access). Ability to travel to on and off-site departmental unit locations.