Human Resources Manager

Staff - Non Union

Job Category
M&P - AAPS

Job Profile
AAPS Salaried - Human Resources, Level B

Job Title
Human Resources Manager

Department
Administrative Management | Department of Pathology and Laboratory Medicine | Faculty of Medicine

Compensation Range
$6,068.92 - $8,724.25 CAD Monthly

The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Posting End Date
April 22, 2024

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

Job End Date

This position is located within a health-care facility. Therefore, this positions requires successful verification of full vaccination against Covid-19 provided prior to the start date, as required by the provincial health mandate.

The anticipated start date for this position is May 1, 2024.

In your application please include (1) a cover letter, and (2) a CV or resume.

At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career. 

Job Summary
The position is responsible for planning and coordinating the effective and efficient infrastructure of the human resources activities for the Department of Pathology and Laboratory Medicine. Responsible for the operational management of all human resource activities including assessment of human resource needs, drafting position descriptions, hiring, reclassifications, and terminations.
 

Responsible for managing faculty, staff and student recruitment and faculty appointment, reappointment, promotion and tenure. This position coordinates and attends the Department s Academic Faculty Appointment, Reappointment, Promotion and Tenure (ARPT) Committee, the Summative Peer Review of Teaching (SPROT) Committee, and Faculty Renewal Committee meetings. In addition, the incumbent will establish strong relationships with human resources personnel in the Faculty of Medicine and Central Human Resources.
Organizational Status
Reports to the Director, Human Resources and Administration. Liaises with the Department Head and Program Directors for the medical undergraduate program, and the pathology residency program.
Internal
Meets regularly with Director, Human Resources and Administration and the Department Head to exchange information and works collectively on projects and specifics goals. Interacts with Department Head, the academic and clinical faculty program leads, all faculty, and all levels of staff within the Department as required.
Interacts regularly with Department, faculty and all levels of staff within the Department of Pathology and Laboratory Medicine. The Human Resources Manager provides direction and training to the Department s staff members in human resources matters and oversees the work of staff who provide HR assistance.
External
Regularly liaises with UBC staff outside the Department such as central Human Resources, Faculty Relations, Financial Services, Faculty of Medicine Deans Office, and MedIT. Also liaises with external organizations, including academic and health care institutions.
Work Performed
- Works collaboratively with the Director, by participating in setting and implementing the Department strategic plans, goals and objectives for Human Resources.
- Responsible for the operational management of all human resources activities and processes for the Department including the review, development, monitoring, implementation and continued improvements/updates to internal processes and systems to support these activities in an effective and efficient manner.
- Interprets and implements up-to-date knowledge of: human resources legislation and management practices, and of UBC policies, procedures, collective agreements and other HR-related commitments by the University.
- Manages the recruitment processes for all staff, student, postdoctoral fellow, and research associate hires in the Department.
- Responsible for finalizing job descriptions including classifying Management and Professional, Non Union Technician and CUPE 2950 positions; advises and/or assists supervisors with preparing job descriptions or generates job description in compliance with UBC benchmarks; determines or obtains classification per UBC procedures; posts and/or advertises positions.
- Manages the recruitment, advertising, immigration, and appointment of all faculty members in the Department, including working with Centers, Institutes, recruitment partners, etc. to ensure that required procedures have been followed and that applicants invited for interviews are provided with information for them to make an informed decision if offered a position.
- Plans and facilitates the overall faculty recruitment process by creating terms of reference, apprising and advising search committees, developing questionnaires (interview and referee) for stakeholders and independently concluding the search process without any procedural errors.
- Manages the complex verification (H index, citation publications) and analysis of database on faculty publications, grants, awards and teaching accomplishments for Seniors Appointment Committee (SAC). This is critical for the department to make an informed and accurate decision on faculty promotion and tenure.
- Conducts analysis with the Director of HR & Administration on all financial recruitment requirements, including salaries, benefit costs, start-up funds, housing costs, etc.
- Provides senior level advice on the annual faculty merit ranking, outstanding academic performance, distinguished achievement awards and recommends processes by working with the Merit Ranking Committee, Department Head, and the Director of HR & Administration.
- Acts as communications coordinator for the Department in disseminating human resources information.
- Responsible for developing a performance review system for the administrative office staff, including identifying opportunities for employee growth and career development; disseminates related information to managers.
- Oversees the coordination of leave management records for all staff, including accurate accounting of absences and identifying patterns of sick leave usage.
- Advises supervisors on issues regarding absences and provides them with tools to manage records of vacation, leaves, and medical absence for their staff.
- Participates in University and Faculty of Medicine working groups and committees concerning HR policies and procedures, including the Department s Appointment, Reappointment, Tenure and Promotion Committee, Department SPROT Committee, and Faculty Search Committees.
- Responds to, and provides senior advice and consultation to, faculty members, laboratory supervisors, work area managers, etc. with human resource issues such as grievances, disciplinary issues, employee job performance, leave management, and conducting relevant discipline investigations including the causes of conflict in collaboration with Director HR and Administration.
- Protects the integrity and confidentiality of the Department s personnel records and systems.
- Manages orientations for new faculty and staff members.
- Regularly checks with HR Assistants regarding reappointments and notice periods for staff, postdoctoral fellows, and research associates.
- Ensures there are current documented standard operating procedures for staff and faculty appointments, and determining notice period requirements.
- Ensures the workplace meets UBC standards for occupational safety.
- Serves as the Acting Director of Administration in the Directors absence.
- Performs other responsibilities as required.
Consequence of Error/Judgement
Exercises considerable judgment initiating and carrying through activities important to the functioning of the Department in the absence of established policies, procedures and guidelines. Inappropriate, untimely, or inadequate actions concerning formal reviews along career paths of faculty and staff members, and regarding labour relations, may significantly compromise the Department s and University s ability to recruit and retain individuals and could result in grievances or other formal proceedings against the Department and the University. The role has access to a significant number of highly confidential, personal and sensitive records concerning faculty, staff, HR and financial strategies and plans. Erroneous, inappropriate or unethical disclosure or use of this information may significantly compromise the Department s strategic objectives, critical funding opportunities, relationships and reputation, and can cause embarrassment to the Department Director, the Dean and the University.
Supervision Received
The Director of HR & Administration provides general and functional direction. The Human Resources Manager works independently within UBC, Faculty of Medicine and the Department policies, procedures, objectives and goals, exercising substantial discretionary judgment and tact. Expected to work under limited supervision and exercise considerable judgment and initiative in duties and responsibilities.
Supervision Given
The Human Resources Manager directly supervises two Human Resources Assistants. May supervise work-study students and/or temporary staff as required. Provides advice and assistance to the Department Director, ARPT Committee, SPROT Committee, Faculty Renewal Committee, faculty members and other relevant stakeholders regarding appointments, re-appointments, promotions and tenure related files, resources and systems. The Human Resources Manager provides functional management of human resources matters for the Department s staff, providing guidance and advice that is consistent with legislation, University agreements and policies, and best practices in human resources.
Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of three years of related experience, or the equivalent combination of education and experience in human resources advisory or generalist services is required.
- 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

-Knowledge of and experience with human resources management, related laws and regulations and the ability to communicate and explain complex information to diverse individuals and groups is required.

-Knowledge of University policies, procedures, governance and administrative systems is an asset.

-Demonstrated ability to supervise, train and motivate staff.

-Demonstrated experience in fostering positive, productive working relationships with internal and external stakeholders.

-Proven ability to exercise judgment, tact, discretion, and diplomacy.

-Proven experience in exercising insightful analysis, strategic thinking, and effective problem-solving and organizational skills.

-Demonstrated proficiency in working with the UBCs human resource and administrative systems would be an asset, including Workday and Human Resource Management System HRMS.

-Experience in the public or educational sector is an asset.

-The individual must have demonstrated strengths in operational planning skills and teamwork.

-Ability to work both independently and in a team environment and to work under pressure to meet deadlines.

-Ability to contribute creatively, resourcefully and effectively within a strong operational team.

-Ability to identify and solve problems, especially those not contemplated under existing procedures.

-Ability to take initiative in improving processes or developing new processes within the Department to meet changing conditions.

-Strong communication, interpersonal and conflict resolutions skills with a wide variety of individuals at varying levels of financial sophistication.

-Demonstrated commitment to ongoing personal development.

-Ability to effectively use word processing, spreadsheet, and database applications.