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Human Resources Manager

2 months ago

Vancouver, British Columbia, Canada UBC Full time
Job Summary

The Human Resources Manager is a trusted strategic partner who takes a proactive approach to align talent strategies with business and organizational objectives. The HR 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.

Key Responsibilities
  • Provides strategic human resources advice to staff and senior/executive and managers;
  • Develops, manages and implements human resource programs and initiatives to ensure each unique unit meets their strategic and fiscal objectives;
  • Builds relationships and partnerships with internal clients by ensuring regular discussions with operating units and leaders to discuss current issues, strategic initiatives and provide advice on new and revised human resource practices;
  • Answers a wide range of general employment related enquires from internal and external community;
  • 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
  • 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;
  • Provides advice on career path planning and management, including professional development for staff.
Workforce Planning
  • In conjunction with the Talent Acquisition and Engagement Specialist, establishes recruiting and hiring policies and practices necessary to recruit a superior workforce;
  • Supports 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 their absence, directing HR staff in the management and delivery of human resources and labour relations to the DAE portfolio;
  • Performs other responsibilities as required.
Requirements
  • 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
  • Demonstrated experience and knowledge in current human resources management best practices, including: human resources legislation, 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 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;
  • Strong management and leadership skills with the ability to coach, support and guide 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.