HR Manager, APSC

HR Manager, APSC

The Human Resources (HR) Manager provides advice and counsel on all human resources management issues to ensure best practices are established in the Faculty of Applied Science (APSC). Participates in the development of various HR programs and policies, working closely with the Director HR, APSC, ensuring HR initiatives support the strategic goals of the Faculty.

Organizational Status: Reports to the Director, Human Resources, APSC and is a member of the Central HR Advisory Services team. Works closely with HR Manager, APSC on complex files and special projects for the Faculty. Provides consultation to Sr Leadership within the Dean's Office, Heads, Directors and Administrators within the Faculty's department and schools on Human Resources matters within the Advisory portfolio. Works closely with Central HR teams: Employee Relations, Learning and Talent Development, Health & Wellbeing, Pension & Benefits and Total Compensation. Provides direction to Human Resources Associates.

Work Performed: Works in collaboration with the HR Director, HR Manager and the APSC leadership team to develop HR strategic goals, including practices that foster and sustain a respectful, safe and vibrant workplace culture that enhances the critical contributions of staff and student employees within the Faculty of Applied Science.

Consult with and coach clients in Dean's office, Departments, Schools and Programs on all human resources management issues pertaining to staff employees so as to ensure human resource best practices are established within all units. To ensure business partnerships are developed and maintained by regularly meeting with Administrators, Heads, Directors and management staff.

Provide leadership and participate in the Focus on People plan and Workplace Engagement Survey initiatives so as to support units in their identified strategies.

Develop and maintain partnerships with programs, departments and schools across the Faculty so as to provide advice into their strategic business plans by participating in the review of organizational structures, performance and change management issues and conflict resolution opportunities.

Provides interpretation and advice regarding collective agreements, government legislation and University policies, procedures, practices and guidelines.

Attends disciplinary meetings with various employment groups. Meets with union business agents, department managers, and employees to resolve issues, disputes and grievances by gathering information, documenting processes, negotiating and participating in recommendations as applicable.

Resolve various case issues, grievances and disputes by researching, documenting processes, participating in discussions, recommending solutions and negotiating settlements as applicable. Provide thorough overview of case with recommendations directly to Employee Relations Manager. Consult with Employee Relations Managers prior to advising on appropriate disciplinary action. Ensure Director, HR APSC is kept informed on case management.

Oversees and coordinates return to work processes in conjunction with Workplace Health Services Case Advisors to develop action plans to accommodate an employee returning to work into a suitable position. Provides advice and assistance to departments, schools and programs including meeting with employee, Workplace Health Services Case Advisors and union representatives to facilitate a successful placement. Complex duty to accommodate cases consults with Director, HR APSC.

Using a coach approach, advise units on career development, recruitment practices, succession planning, compensation and performance management and other human resource practices.

Chairs and/or participates regular Dean's Office Sr Staff Leadership and APSC Administrative Managers Meetings to provide a forum for discussion of human resource issues and provide new and revised human resource practices.

Participates in regular Central Services meetings

Advises, coaches and supports client departments regarding performance management practices up to and including terminations. Attends disciplinary and terminations when required.

Responsible for advising and facilitating all not-for-cause appointment notice meeting.

Oversees the staff performance management processes; 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

Researches and provides recommendations on the development of HR programs and practices and participates with implementation plans and projects resulting from the strategic plans set out by the Faculty.

Reviews and establishes workload and workflow procedures with recommendations to ensure smooth operation within the Faculty including Dean's Office. Establishes and sets work priorities, assesses efficiencies of work processes; responsible for reallocating staff resources to other projects as needed.

Answer a wide range of general employment related enquiries from internal and external community.

Participate in a wide range of various projects and committees.

Performs other related duties as required.

Consequence of Error/Judgement: The decisions and recommendations of the Human Resources Manager has or may have legal, financial, contractual and operational implications for the University, Human Resources, the Faculty of Applied Science. Implications of decisions or advice may result in legal and/or financial liability, restrictions on operations, damage to credibility, and poor relations with unions and employees. Supervision Received: Works under direction within broad objectives. Reports to the Director HR APSC. Supervision Given: Provides direction to Central HR Associates as required. Provides guidance to Administrators within the six Departments and three Schools of the Faculty; along with Administrators within the Research clusters.

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: Undergraduate degree in a relevant discipline. Degree in business administration or human resource management with generalist human resources experience, preferably in a unionized environment.

Minimum of five to seven years of related experience or the equivalent combination of education and experience.

Experience in the administration of collective agreement and labour relations in a complex unionized environment. Thorough knowledge of current Human Resources management practices, related provincial and federal legislation, and employee development theories and practices. Knowledge of UBC policies and procedures.

Proven ability to lead, direct and collaborate with diverse teams and staff to establish and maintain effective working relationships.

Experience supervising and leading a staff team.

Up to date knowledge of Human Resources Management practices inclusive of recruitment, change management, conflict resolution, and intercultural understanding strategies.

Knowledge of provincial and federal legislation governing employers Human Resource practices especially as they relate to discrimination, bullying and harassment.

Knowledge and experience in using a coaching model to influence and advise clients.

Demonstrated oral and written communication, presentation, facilitation, analytical and problem-solving skills.

Ability to establish and maintain supportive working relationships with clients.

Ability to develop and implement strategies to meet the needs of clients.