Human Resources Coordinator

Staff - Non Union

Job Category
M&P - AAPS

Job Profile
AAPS Salaried - Human Resources, Level B

Job Title
Human Resources Coordinator

Department
Human Resources Support | Student Housing and Community Services

Compensation Range
$5,468.83 - $7,878.17 CAD Monthly

Posting End Date
August 14, 2022

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

Job End Date

Job Summary
The Human Resources Coordinator provides advice and recommendations on a wide range of human resources management issues for the Student Housing and Community Services portfolio. Responsible to assist the managers in the portfolio to undertake recruitment activities; proactively recruit and maintain an ongoing reserve of candidates; perform staff retention pattern analysis and make recommendations; coordinate employee performance management and training programs; work with managers to assess and address employee relations issues; periodically review and update staff orientation programs; and, ensure accurate preparation of all documents related to employment offers.
Organizational Status
Reports to the HR Manager, Recruitment & Attendance in Student Housing and Community Services. Partners with client departments. Works collaboratively with Human Resources Associates in central Human Resources.
Work Performed

• Provides advice and support to managers in all recruitment related activities such as identifying core competencies for the position; coordinating and facilitating approved recruitment strategies including advertising; utilizing the on-line application system (Workday) such that resumes can be reviewed by the appropriate manager, and any pre-screening is conducted.
• Reviews job descriptions with department managers and discusses classification levels ensuring equity among positions in SHCS; consults with Compensation Associates/Consultants in Human Resources where appropriate. 
• Assists in the development of interview questions; schedules and participates in interviews; evaluates candidates against identified core competencies; makes selection recommendations; conducts reference checks; issues letters of regret, makes offers of employment and verifies qualifications. Creates and maintains an ongoing reserve of candidates. Works with managers to create/ensure career paths for current staff. 
• Works with managers to assess successful candidates training needs, and the resources necessary to meet these needs.
• Proactively sources staff through a variety of strategies to create and maintain an ongoing reserve of candidates.
• Ensures accurate preparation of all documents related to employment offers.
• Manages all aspects of on-boarding processes for new employees. 
• Works with managers to identify career paths for current staff.
• Analyzes staff retention patterns in relation to HR plan and makes recommendations.
• Coordinates employee performance management and training programs, with special emphasis on core competency requirements. Participates in the delivery of training programs as required.
• In collaboration with HR Manager, works and meets with union representatives, department managers, employees and to resolve issues and disputes by reviewing and documenting processes and recommending solutions.
• Coordinates the preparation, research and submission of department information for arbitration and reviews with HR Manager.
• Participates in investigative interviews as appropriate; reviews questions and strategies with HR Manager.
• Interprets collective agreements and Frameworks of Agreement for managers and staff. 
• Manages and periodically reviews and updates staff orientation programs.
• Assists with the implementation plan and projects resulting from the Human Resources Plan for University Community Services; and 
• Performs other HR administration duties and HR 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.
Supervision Received
Works under the general supervision of the HR Manager, Recruitment & Attendance and in accordance with established principles and methods. Assess situations and identifies needs and problems, and takes timely and appropriate corrective actions in consultation with the HR Manager.
Supervision Given
May supervise temporary staff as required.

Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of three years of related experience, or the equivalent combination of education and experience.

Preferred Qualifications

Experience:

• Degree in business administration or human resource management with generalist human resources experience, preferably in a unionized environment. 
• Business experience or the combination of education and experience, preferably at UBC.
• Experience in the administration of collective agreement and labour relations in a complex unionized environment.
• Familiarity with Workday, PeopleSoft FMS, and HRMS applications is an asset.
• Knowledge of current Human Resources management practices, related provincial and federal legislation, and employee development theories and practices.
• Knowledge of UBC policies and procedures.
• Designation or working towards Certified Human Resources Professional (CHRP) an asset.

Skills:

• Computer experience is required (Microsoft Office Suite, HRMS).
• Effective oral and written communication skills.
• Proven ability to work in a team and collaborate with others.
• Ability to negotiate and to deal with issues involving conflict.
• A high degree of initiative and integrity required on the job in dealing frequently with confidential material and inquiries from management, staff, and the general public.
• Demonstrated ability to establish and maintain supportive working relationships with all levels of management, staff, Directors, associations, and bargaining unit representatives.
• Ability to exercise tact, discretion, and judgment required.
• Demonstrated ability to develop and implement human resources and training programs.
• Ability to work effectively under pressure and to make effective decisions in a diverse, fast-paced, and changing environment.
• Ability to deal with a diversity of people in a calm, courteous, and effective manner.
• Ability to effectively manage multiple tasks and priorities.
• Ability to interpret and apply complex legislation, policies, regulations, and technical information.

Ability to analyze problems, identify key information and issues, and effectively resolve.