Human Resources Manager

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 position is expected to be filled by promotion/reassignment and is included here to inform you of its vacancy at the University.

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 Human Resources (HR) Manager is responsible for managing, planning, leading, and coordinating the day-to-day operations of all human resource activities across the Dean's Office units in the Faculty of Medicine (FoM). The HR Manager provides strategic advice, recommendations, and procedures to faculty and staff in human resources policies processes and practices.

Organizational Status

Our Vision: To Transform Health for Everyone

Our Values: Respect, Integrity, Compassion, Collaboration and Equity.

Ranked among the world's top medical schools with the fifth-largest MD enrollment in North America, the UBC Faculty of Medicine is a leader in both the science and the practice of medicine. Across British Columbia, more than 11,000 faculty and staff are training the next generation of doctors and health care professionals, making remarkable discoveries, and helping to create the pathways to better health for our communities at home and around the world.

The Faculty — comprised of approximately 2,200 administrative support, technical/research and management and professional staff, as well approximately 650 full-time academic and 8,500 clinical faculty members — is composed of 19 academic basic science and/or clinical departments, 3 schools, and 24 research centres and institutes. Together with its University and Health Authority partners, the Faculty delivers innovative programs and conducts research in the areas of health and life sciences. Faculty, staff and trainees are located at university campuses, clinical academic campuses in hospital settings and other regionally based centres across the province.

Work Performed

• Works collaboratively with the Senior Manager, Human Resources by participating in setting and implementing Human Resource strategic plans, goals and objectives.
• Responsible for developing and implementing human resource best practices and initiatives for day-to-day operations in units across the Dean's Office.
• Collaborate with leadership teams to understand strategic goals and develop and recommend HR strategies that support them.
• Manages and advises managers on conducting employee performance reviews and in addressing performance concerns, attendance issues, conflict resolution, disciplinary actions and grievances in consultation with HR Central Advisory Services and/or Senior HR Manager. Develops or provides advice for developing performance review systems, including identifying opportunities for employee growth and career development; disseminates related information to managers.
• Responsible for operational management of all human resources activities and processes for the Dean's office units including the review, development, monitoring, implementation and continued improvements/updates to internal processes and systems to support these activities in an effective and efficient manner. Ensuring consistency with UBC policies and procedures.
• Provides advice on University and FOM policies, procedures, practices, Employment Standards and Equity Diversity and Inclusion (EDI) principles to managers, faculty and staff. Interprets agreements and handbooks governing conditions of employment for all employee groups.
• Maintains, interprets, and implements up-to-date knowledge of human resources legislation and practices, EDI principles and of UBC policies, procedures, collective agreements and other HR-related commitments by the University.
• Manages and advises on the full life cycle of HR activities related to inclusive recruitment, appointment, re-appointment, termination, leaves, immigration, reorganizations, workforce planning, salary administration etc. of all staff, students, and faculty. Works with the Faculty HR team on difficult and/or unusual circumstances related to administrative leadership recruitment, appointments and reappointments.
• Manages and advises all aspects of on-boarding for new staff, faculty and student employees. Advises and ensures supervisors are aware of their responsibilities, including providing appropriate orientation, developing resource materials, providing information to new staff and faculty related to access to UBC systems, performance reviews, salary progression increases for staff, managing employee leaves and notice obligations, etc. and providing tools to assist them.
• Working with Organizational Development team to recommend and implement approved initiatives for staff and faculty engagement within the Dean's office units.
• Identify training needs, and participate in the design and delivery of workshops, presentations, meetings, and project initiatives with respect to staff and faculty human resources, appointment and recruitment matters within Dean's Office units.
• Responsible for the integrity, confidentiality and security of all faculty and staff personnel records, documents and file system. Ensures faculty personnel files are compliant with FOIPOP guidelines and record management procedures are adhered. Analyzes HR data and creates reports as needed.
• Coordinates and/or provides support to special projects and initiatives that enhance HR practices, as required. Participates in University and Faculty of Medicine working groups and committees concerning HR policies and procedures.
• Oversees the management of staff records, payroll and employee information. Ensure compliance with the Freedom of Information/Protection of Privacy legislation
• Provides coaching, guidance, training and mentorship to the Assistant Manager, Human Resources and Human Resources Assistants.
• Performs other HR administration duties as required.

Consequence of Error/Judgement

Provision of accurate advice and information in a timely manner enhances the effective and efficient operations. Work requires the incumbent to exercise tact, diplomacy, confidentiality and understanding of the complexities of the FoM. Exercises judgment based upon a thorough knowledge of procedures, guidelines, agreements and regulations. Exercises initiative and independence to address standard and at times unusual situations. The incumbent must use strong organizing and prioritizing skills to effectively and efficiently manage the area of Human Resources relating to all employee groups at the University of British Columbia. Communications can be sensitive and confidential therefore, the incumbent must utilize thorough knowledge of HR standard methodologies, effective communication and interpersonal skills to respond effectively in each situation.

Inappropriate or delayed actions and if critical information has been overlooked or procedures have not been followed, could adversely affect the credibility of the Dean's Office, the FoM and the University. Errors could have a significant impact on our ability to attract and retain talented, excellent faculty members. Incorrect approvals of actions or inappropriate advice can have financial and legal implications to University. Misinterpretations of policy or collective agreements can be precedent setting and lead to appeals and grievances.

Supervision Received
The incumbent reports to the Senior Manager, Human Resources. Works with the Director, Human Resources to formulate policy on complex or controversial administrative issues.

Supervision Given
Manages/Supervises M&P HR Assistant Manager, CUPE 2950 staff and/or work study students. Takes a leadership role in collaborating with Dean's Office managers and directors to ensure consistent practices across all Dean's Office units.

Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of three 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

At least 3 years experience in human resources advisory or generalist services is required.

Thorough knowledge of University of British Columbia's business procedures and practices preferred.

Experience in a health care, educational or unionized environment preferred. Thorough knowledge of current Human Resources Management practices. Knowledge of provincial and federal legislation governing HR policies and practices. Experience working with Human Resources systems Workday,

Microsoft Office Suite and ability to learn new systems. Excellent verbal and written communication skills. Ability to build and maintain excellent working relationships with internal and external partners on matters requiring cooperation and of mutual interest. Ability to be flexible, open and aware of own biases when collaborating with partners with unique background and different perspectives. Ability to exercise tact and judgment. Ability to make thoughtful, informed and thorough decisions. Ability to maintain accuracy and attention to detail. Willingness and ability to investigate and resolve conflicts in a professional manner. Ability to take initiative in decision-making and in resolving problems not clearly covered by guidelines. Ability to devise new methods of procedures to meet changing conditions. Ability to analyze problems, investigate key information and issues and effectively resolve. Ability to be creative and proactive, to prioritize, meet deadlines and work effectively under pressure to meet deadlines. Ability to interpret and apply collective agreements, policies and procedures in a complex, unionized environment. Ability to work as part of a team and individually. Ability to provide effective and appropriate guidance and counsel on HR related matters. Demonstrated ability to supervise, train and motivate staff.