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University of British Columbia

Human Resources Advisor

Posted on Nov. 29, 2024

Vancouver, Canada
0 - 0 USD (yearly)

Full Time

Staff - Non Union

Job Category

M&P - Excluded M&P

Job Profile

XMP - Human Resources, Level C

Job Title

Human Resources Advisor

Department

Human Resources Academic Team | VP Academic | Central Human Resources

Compensation Range

$7,622.83 - $11,886.67 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

December 8, 2024

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

Job End Date

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 Description Summary

The Human Resources Advisor provides strategic counsel and advice on human resources management issues to executives or senior leaders, supervisors and managers across multiple faculties and departments, ensuring alignment in approach and practice with the unit’s strategic goals as well as University’s stated values, policies and strategies. They provide leadership in the development and implementation of strategic human resources programs, practices and policies within their portfolio, and participate in the development, launch and standardization of campus wide advisory resources and initiatives.

The Human Resources Advisor is responsible for managing critical HR and LR issues, providing both timely management of emerging and critical issues, as well as leadership on broader issues such as respectful environment and an engaging workplace .

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Organizational Status

Reports to the Director, Staff Relations Academic Portfolio. Provides consultation to Senior Leaders, Senior Faculty Human Resources Managers and Department Heads, Directors and Managers and Supervisors. Provides direction to Human Resources Associates and Administrative Staff.

Work Performed

Cultivates an environment of sound HR management by providing coaching and counsel to clients with regard to various human resources management issues such as: organizational development; recruitment; leadership planning; performance management; organizational change; conflict resolution; personal harassment issues; crafting a respectful workplace; equity, diversity, and inclusion initiatives, university policies and procedures, and applicable government legislation.

Provides strategic HR advice to each Faculty or departments’ respective Managers, Directors, and Senior Leaders. Provides senior leadership with the advice and counsel necessary to effectively support the department’s strategic objectives within the context of the University and HR’s strategic objectives. Builds relationships and partnerships with portfolio clients by regularly meeting with them to discuss current issues and strategic initiatives. Advocates for consideration of human resources issues, in order to promote a culture that is people-focused and that provides an exceptional workplace for staff, faculty, and students to engage and develop.

Provides guidance and counsel to Senior HR Leaders and other HR practitioners within portfolio on emerging and critical issues. Provides comprehensive advice and identifies both opportunities and risks, including risk mitigation. Provides interpretation and advice regarding collective agreements, contracts, government legislation and University policies, procedures, practices and guidelines.

This position is also responsible for collaborating to develop resources and educate HR professionals within their portfolio in an effort to increase and improve the HR capacity, capabilities and skill of the client department HR managers, administrators and their management teams. Creates and delivers professional standards guides in a variety of formats as appropriate including toolkits, training sessions, professional forums, etc.

Provides HR leadership to the unit Directors and senior leaders in the development of strategic human resource plans for each unit in line with the Focus on People and Equity, Diversity & Inclusion plans, and the requirements of each business unit. Supports HR programs, practices, policies, and initiatives crafted to promote the Vision and Values of UBC and ensure they are aligned with client departments Strategic Plan.

Provides HR leadership during departmental transitions including change management and processes related to organizational transformation. Advises on organizational structures that align with the strategic goals of the departments, working in collaboration with senior management.

Provides leadership regarding standard methodologies in the performance review process, coaching and mentoring, hiring, disciplining, and terminating both union and non-union staff.

Collaborates with Case Managers and Return to Work Coordinators in Workplace Health Services to develop action plans for returning employees to the workplace. Provides advice on complex accommodations with regard to: the return to work of staff, the ability to remain at work for injured or disabled staff; duty to accommodate issues; substance abuse issues; illness due to environmental factors and performance related issues involving illness or disability. Ensures Human Rights concerns and obligations are met and that actions are aligned with university values and interests.

Manages employee relations issues including: contract and collective agreement interpretation; grievance handling to Step 2; progressive discipline; investigations; terminations; return to work and accommodation initiatives. Works with clients to develop and draft letters of agreement, responses to issues and grievances (up to and including Step 2), and termination letters.

Represents the University, Human Resources, and the client departments when meeting with the unions and various employee group representatives.

Represents the University, Human Resources, and the client departments when meeting with the unions and various employee group representatives. Consults with Employee Relations Managers prior to advising on serious disciplinary action.

Remains current with new HR practices, management philosophies, techniques and tools. Researches, develops, and promotes human resources standard methodologies and ensures that consistent and appropriate communication occurs.

Participates in a wide range of various projects and committees.

Other initiatives and tasks as required.

Consequence of Error/Judgement

The decisions and recommendations of the Human Resources Advisor has or may have legal, financial, contractual and operational implications for the University, the faculties and departments, and employees, both in the short and long term. Errors in judgement may affect credibility and integrity of the client organization. Failure to accurately assess team and client needs, exercise appropriate judgement and foresight may impact on the ability of the University, Human Resources Department, client departments and employees in achieving their objectives or goals.

Supervision Received

Reports to the Director, Staff Relations Academic Portfolio. Works with a high degree of independence; work is reviewed in terms of achievement of broad goals.

Supervision Given

Manages HR Coordinators, and provides guidance in matters of professional practices. Coaches and advises HR Advisors.

Does not formally manage staff. Provides leadership and direction in matters of professional practices to the client HR teams. Provides advices and support to HR Associates and takes the lead on advice and direction to clients.

Minimum Qualifications
University degree in a relevant discipline. Minimum of 5 to 7 years of related experience including at least three years of experience in 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

Experience in administration of collective agreements and labour relations in a sophisticated unionized environment. Demonstrated experience and knowledge in human resources management, conflict management, equity, diversity, and inclusion, human resources legislation, learning and development, problem solving, organizational change, strategy and planning, advising, project development, implementation and completion. CPHR designation is an asset. Thorough knowledge of current Human Resource Management standard methodologies. Knowledge of provincial and federal legislation governing employers Human Resource practices. Knowledge and experience in using a coaching model to influence and advise clients. Ability to strategically plan, analyze, implement and review a variety of projects and assignments. Ability to create and implement strategies to meet the needs of clients as well as university strategic objectives. Ability to analyze and interpret data, determine implications, and provide recommendations. Ability to establish and maintain supportive working relationships with clients and team members. Ability to effectively facilitate groups to achieve appropriate outcome. Ability to analyze problems, identify key information and issues, and effectively resolve. Ability to mentor and coach other HR professionals as well as to design and deliver effective training programs. Ability to compose professional written documentation including written reports, discipline letters and change management plans. Demonstrated ability to adapt to changing priorities, set work priorities, work in a high-paced environment and meet targets. Ability to exercise tact, discretion and judgment.

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