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. 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; performance management and staff development; employee engagement. This position is also responsible for providing general Human Resource related services, including support to managers on recruitment, selection and strategy.

This position will provide support on HR initiatives that benefit both the External Relations and Development & Alumni Engagement (DAE) 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

•  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; 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

• 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.

Job End Date

Feb 28, 2026

This is a 14-month term role, with a possibility for extension.

Equity and diversity are essential to academic excellence.  An open and diverse community fosters the inclusion of voices that have been underrepresented or discouraged.  We encourage applications from members of groups that have been marginalized on any grounds enumerated under the B.C. Human Rights Code, including sex, sexual orientation, gender identity or expression, racialization, disability, political belief, religion, marital or family status, age, and/or status as a First Nation, Metis, Inuit, or Indigenous person.