Senior Human Resources Manager, Vpfo HR

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Job Profile

Job Title

Department

Compensation Range

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Posting End Date

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

Job End Date

Job Summary

The Senior Human Resources Manager, VPFO, provides strategic HR advice and is responsible for the development and implementation of strategic human resources programs, practices, and policies for departments within the VPVO. This includes development of organizational structures that align with the strategic goals of the departments. The senior HR manager works in collaboration with VPFO senior management to provide HR and ER advice and counsel in order to effectively support the portfolio's strategic objectives.

This position is responsible for working with senior level VPFO leadership and their management teams to provide strategic advice, counsel and supports in all human resources and employee relations areas. The senior HR manager is also responsible for managing critical HR and LR issues, such as those associated with the proper management and relationship with employees.

This position is also responsible for developing and leading strategic HR and LR projects and initiatives within the VPFO HR team in order to ensure a high quality of sustainable HR supports and high quality client service. These initiatives are designed to increase and improve the capacity, capabilities and skill of the HR team and ensure alignment with the VPFO specific needs.

The Senior Human Resources Manager is also responsible for the proper operations of the HR team as a whole and directs the activities of the HR team, including providing support, direction and advice to the HR team on HR issues. The senior human resources manager is responsible for ensuring positive team health and operations and is responsible for the professional development and career advancement of the HR team.

Organizational Status

Reports directly to the Director, Human Resources for the VP Finance and Operations portfolio. Provides consultation to the senior leaders for the different departments within the VPFO. The Senior Human Resources Manager functions as a key member of each department's senior team and provides senior-level advice and coaching. This position works in partnership with Employee Relations Managers, Organizational Development and Learning Practitioners, Compensation Associates/Consultants, Workplace Health Services Case Managers, Pension Administrators and Benefit Administrators and other management teams within Central HR.

Work Performed

Cultivates an environment of sound HR management by providing coaching and counsel to clients with regard to various sophisticated human resources management issues such as: organizational development; recruitment; leadership planning; performance management; organizational change; conflict resolution; personal harassment issues; crafting a respectful workplace; equity, diversity, and inclusion initiatives, university policies and procedures, and applicable government legislation.

Provides strategic HR advice to each department's respective Managers, Directors, and Senior Leaders. Provides senior leadership with the advice and counsel necessary to effectively support the department's strategic objectives within the context of the University and HR's strategic objectives.

Builds relationships and partnerships with unit Directors by regularly meeting with them to discuss current issues and strategic initiatives.

Identifies, develops and plans HR initiatives and projects across VPFO. Advocates for consideration of human resources issues, in order to promote a culture that is people-focused and that provides an exceptional workplace for staff, faculty, and students to engage and develop.

Provides HR leadership to the unit Directors and senior leaders in the development of strategic human resource plans for each unit in line with the Focus on People and Equity, Diversity & Inclusion plans, and the requirements of each business unit. Builds and implements HR programs, practices, policies, and initiatives crafted to promote the Vision and Values of UBC and ensure they are aligned with client departments Strategic Plan.

Provides HR leadership during departmental transitions. Advises on organizational structures that align with the strategic goals of the departments, working in collaboration with senior management.

Provides leadership regarding human resources strategies, standard methodologies in the performance review process, coaching and mentoring, hiring, disciplining, and terminating both union and non-union staff.

Leads a portfolio of VPFO HR operations, including identifying and leading process improvements to meet the strategic needs of the VPFO.

Manages a team of Human Resources professionals. Advises team on all human resources related issues, and is the first point of contact for complex issues which require escalation.

Provides guidance to HR team who are addressing employee relations issues including: contract and collective agreement interpretation; grievance handling to Step 2; progressive discipline; investigations; terminations; return to work and accommodation initiatives; letters of agreement, responses to issues and grievances (up to and including Step 2), and termination letters.

Provides direction to the HR team on researching and ensuring efficient processes, engaging in productive discussions, making recommendations and solutions and collaborating settlements as applicable. Ensure a high quality of case recommendations are provided to the Employee Relations Department. Resolves high risk and critical issues, grievances and disputes.

Represents the University, Human Resources, and the client departments when meeting with the unions and various employee group representatives. Consults with Employee Relations Managers prior to advising on serious disciplinary action.

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

Establishes links and partnerships with clients by regularly visiting units on site and meeting with functional department leaders to discuss current issues and critical initiatives.

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.

Develops return to work strategies that are aligned with the strategies of Case Managers and Return to Work Coordinators in Workplace Health Services. Advises the HR team on how to develop action plans for returning employees to the workplace. Ensures the VPFO HR team is providing high quality and efficient accommodation process that addresses 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. Researches, develops, and promotes human resources standard methodologies and ensures that consistent and appropriate communication occurs.

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 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 Finance and Operations portfolio. Works with a high degree of independence; work is reviewed in terms of achievement of broad goals.

Supervision Given

Manages HR Coordinators, and provides guidance in matters of professional practices. Coaches and advises HR Advisors.

Provides leadership in matters of professional practices to the greater VPFO Human Resources team.

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.