Senior Human Resources Manager – Advisory, VPFO HR

Senior Human Resources Manager – Advisory, VPFO HR

The Senior Human Resources Manager – Advisory provides leadership and oversight for the design, implementation, and continuous improvement of strategic human resources programs within the VP Finance & Operations (VPFO) portfolio. The role is responsible for advancing strategic workforce planning, talent management, organizational development, performance enablement, employee engagement, labour relations and equity, diversity, and inclusion initiatives to build a high-performing, future-ready organization.

Reporting to the Director, HR, VPFO, the Senior Manager collaborates closely with the Senior Human Resources Manager – Performance, Central HR teams, and senior leadership across the VPFO to translate university-wide strategies into tailored programs and practices. This role partners with department leaders to identify organizational needs, develop strategic HR solutions, and build leadership and staff capabilities in alignment with UBC's mission, vision, and values.

The Senior Manager leads a team responsible for the design and delivery of strategic HR initiatives and serves as an advisor and change agent across the portfolio. Reports to the Director, Human Resources, VP Finance & Operations. Serves as a key member of the VPFO HR leadership team and works in partnership with managers, directors, and senior leaders across VPFO. Collaborates closely with Employee Relations, Talent Management and Learning, Talent Acquisition, Equity & Inclusion Office, Mental Health & Wellbeing, and other Central HR functions to ensure alignment and integration of strategic HR initiatives.

Work Performed

• Provides leadership and strategic direction for the development and implementation of HR programs and initiatives that advance workforce planning, labour relations, talent management, employee engagement, organizational development, and equity, diversity, and inclusion across the VPFO.
• Provides leadership, mentorship, performance management and career development for HR Advisors and Organizational Development staff responsible for labour relations and delivering strategic HR initiatives.
• Supports the HR Director and collaborates with the Senior Manager – Operational HR to translate VPFO and University-wide people strategies into strategic programs, resources, and initiatives that advance organizational capability and culture.
• Leads the development and execution of strategic workforce planning processes, including environmental scanning, skills gap analysis, forecasting, and succession planning to support long-term capability.
• Provides strategic advice on labour relations including non-disciplinary, investigations, disciplinary, grievances and collective bargaining. Participates in collective bargaining as required.
• Provides strategic advice and support on organizational development initiatives, including organizational design, culture, and change management to build readiness and resilience.
• Oversees the design and continuous improvement of the performance management framework, and provides strategic guidance to leaders to support effective goal setting, feedback practices, performance review process and performance development initiatives.
• Leads the evaluation of employee engagement and well-being programs, including survey analysis, action planning, and follow-up.
• Champions equity, diversity, inclusion, and belonging by embedding inclusive practices into HR programs, resources, and advice provided to leaders and teams.
• Contributes to the design and implementation of learning strategies, leadership development programs, and mentoring initiatives that build capability and support career progression across the portfolio.
• Provides expert advice and guidance to managers, directors, and senior leaders on talent management, organizational development, engagement strategies, and workforce planning.
• Leads continuous improvement efforts to optimize HR programs, processes, and resources in alignment with organizational needs and best practices.
• Builds and maintains effective working relationships with Central HR teams, senior leadership, and union representatives to ensure alignment and collaboration across all HR activities.
• Remains current with emerging trends, legislation, and best practices in HR strategy, organizational development, and workforce planning, applying this knowledge to guide initiatives and advise leaders.
• Performs other related duties as required.

Consequence of Error/Judgement

Errors in judgment or advice may result in missed strategic objectives, ineffective programs, or diminished trust in HR leadership. Poor alignment with institutional goals or inadequate planning may negatively impact employee engagement, organizational capability, and compliance with employment legislation.

Supervision Received

Reports to the Director, Human Resources, VP Finance & Operations. Works independently within broad strategic goals. Work is reviewed in terms of achievement of objectives and contribution to overall HR strategy.

Supervision Given

Manages a team of HR Advisors and Organizational Development and Engagement Specialists, including performance management, professional development and coaching/mentorship, and provides leadership and guidance to strategic HR initiatives.

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 this 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

• Substantial experience in strategic human resources leadership within a complex, unionized environment.

• Chartered Professional in Human Resources (CPHR) designation is preferred

• Demonstrated experience leading strategic HR initiatives such as workforce planning, labour relations, talent management, organizational development, and employee engagement in a large, complex organization.

• Proven ability to design and implement HR strategies and programs that align with organizational goals and culture.

• Strong skills in consulting, advising, and influencing senior leaders on HR strategy and organizational change.

• Experience overseeing strategic HR projects and managing teams responsible for program delivery and implementation.

• Knowledge of employment legislation, collective agreements, and their impact on strategic HR practices.

• Demonstrated commitment to equity, diversity, inclusion, and well-being in HR strategy and culture initiatives.

• Excellent analytical and critical thinking skills, with the ability to interpret data and develop insights to support decision-making.

• Strong verbal and written communication skills, including the ability to prepare reports, presentations, and recommendations for senior audiences.

• Experience using HR information systems (e.g., Workday) and reporting tools to inform strategy and measure results.

• Knowledge of generative AI and agentic AI uses cases for HR is an asset

• Ability to manage multiple strategic projects and priorities in a dynamic environment.