Recruitment Specialist

3 weeks ago

Vancouver, Canada University of British Columbia Full time

Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Human Resources, Level B2

Job Title

Recruitment Specialist

Department

Administrative Support | Human Resources | VP Students

Compensation Range

$6,378.58 - $9,189.17 CAD Monthly

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

January 3, 2023

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

Job End Date

Feb 1, 2025

Job Summary

This position partners with senior leadership to provide strategic recruitment support. They will lead all aspects of recruitment with a specific focus on strategic and proactive talent sourcing initiatives. The will develop and implement innovative best practices related to recruitment and actively champion and demonstrate a commitment to the principles of diversity, equity and inclusion in their work.

Organizational Status

Reports to the Human Resources Manager and works collaboratively with other members of the VPS HR Team. May provide work guidance to the HR Coordinator.

Works closely with VPS management and leadership.

Work Performed- Provides leadership and strategic advice in the management of the recruitment process from vacancy identification through to selection and onboarding. This includes:
- Building strategic partnerships with hiring managersReviewing and assessing job descriptions and classification levels, ensuring equity across positions within the department and PortfolioFostering strong partnerships with various professional associations and educational institutions, as required- Participating in interviews for senior level positions-
- Providing guidance and advice on complex unionized recruitment initiatives-
- Ensuring accurate preparation of all documents related to employment offers-
- Provides expertise in the area of recruitment best practices and innovative recruitment strategies, making recommendations to enhance recruitment and retention initiatives based on a deep understanding of the labour market for vacant positions. This includes:
- Evaluating current recruitment strategies in order to make recommendations to improve the department’s recruitment approach-
- Conducting thorough assessments and needs analyses-
- Developing and implementing innovative recruitment strategies-
- Developing recruitment best practice tools, resources and templates used throughout the recruitment process-
- Supports the development of recruitment best practices as it relates to the principles of equity, diversity and inclusion-
- Leading projects related to enhancing recruitment in the department-
- Contributing to the creation and implementation of wider employer branding initiatives to support recruitment across the Portfolio-
- Ensures hiring manager and search committee preparedness during the interview process. This includes:
- Ensuring that recruitment processes and initiatives are objective, fair and inclusive-
- Actively championing and demonstrating a commitment to the principles of diversity, equity and inclusion-
- Ensuring that assessments and selection processes are conducted fairly, professionally and in accordance with applicable principles, polices and regulations. Examples include, diversity hiring training, bias assessments in the recruitment process, collective agreements, applicable legislation etc.-
- Providing general advice on pertinent legislation and University policies, procedures and practices relating to recruitment, referring highly sensitive matters to a Human Resources Manager for advice and guidance-
- Performs other duties and projects as required.

Consequence of Error/Judgement

Inappropriate advice or inaccurate information provided to client may result in the filing of grievances, arbitration processes, or the initiation of litigation. Any of these outcomes may have significant financial consequences for client departments, may have a negative impact on the University’s relationship with unions and associations and/or may contribute to an unfavorable public image of the University. Failure to deliver services to departments in a timely manner may result in a disruption of client department operations. If confidentiality is mishandled or breached, professional careers may be affected. Providing incorrect data could have adverse budgetary consequences.

Supervision Received

Works autonomously under the general guidance of the HR Manager. Assesses situations and identifies needs and problems, and takes timely and appropriate corrective actions.

Supervision Given

May supervise temporary staff and/or consultant

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