Senior Manager, Faculty HR

Staff - Non Union

Job Category
M&P - AAPS
Job Profile
AAPS Salaried - Human Resources, Level D

Job Title
Senior Manager, Faculty HR

Department
Faculty Affairs | Administration and Operations | Faculty of Medicine

Compensation Range
$8,810.92 - $13,202.50 CAD MonthlyThe 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
October 22, 2026
Note: Applications will be accepted until 11:59 PM on the Posting End Date.

Job End Date
Ongoing

This position will be filled internally. It is posted for informational purposes only.

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

Working with the Director, Human Resources, the Senior Manager assists in the development of labour relations strategies and policies affecting faculty in the Faculty of Medicine (FoM). This position advises and works closely with senior leadership, the Faculty HR team of management and support staff, as well as FoM Departments, Schools and Centres on all matters relating to Labour Relations management; and develops effective working relationship with UBC Faculty Relations.
The position has Faculty-wide scope and contributes to the Faculty’s strategic activities, plans and objectives by identifying issues and objectives, evaluating organizational impact, introducing new initiatives to move the strategic plans forward. This position participates in establishing Faculty-wide practices and procedures within the portfolio and in collaboration with the Director, HR, leads the development of strategic initiatives that are complex in scope.

Organizational Status

The University of British Columbia is a global centre for research and teaching, consistently ranked among the top 20 public universities in the world. Since 1915, UBC’s entrepreneurial spirit has embraced innovation and challenged the status quo. UBC encourages its students, staff and faculty to challenge convention, lead discovery and explore new ways of learning. At UBC, bold thinking is given a place to develop into ideas that can change the world. 

Our Vision: To Transform Health for Everyone. 

Ranked among the world’s top medical schools with the fifth-largest MD enrollment in North America, the UBC Faculty of Medicine is a leader in both the science and the practice of medicine. Across British Columbia, more than 12,000 faculty and staff are training the next generation of doctors and health care professionals, making remarkable discoveries, and helping to create the pathways to better health for our communities at home and around the world. 

The Faculty—comprised of approximately 2,200 administrative support, technical/research and management and professional staff, as well approximately 650 full-time academic and over 10,000 clinical faculty members—is composed of 19 academic basic science and/or clinical departments, 3 schools, and 25 research centres and institutes. Together with its University and Health Authority partners, the Faculty delivers innovative programs and conducts research in the areas of health and life sciences. Faculty, staff and trainees are located at university campuses, clinical academic campuses in hospital settings and other regionally based centres across the province.

The UBC Vancouver Campus is located on the traditional, ancestral, and unceded territory of the xʷməθkʷəy̓əm (Musqueam) people. The City of Vancouver is located on Musqueam, Squamish, and Tsleil-Waututh First Nations territory. 

Work Performed

Provides expertise and advises on faculty issues including: interprets and administers the Collective Agreement and other agreements and policies governing conditions of employment for faculty at the University; grievances handling; investigations; and terminations. Works closely with the Senior Managers, Faculty Relations and legal counsel for the University at grievances and arbitration hearings. Works with academic units and Faculty Relations to develop and draft letters of agreement. Participates in reviewing Letters of Understanding in settlement of issues.

Represents the Faculty, the Departments, Schools, and Centres/Institutes when meeting with Faculty Relations and the Faculty Association (if required). Resolves various issues, grievances and disputes by researching past practices, assessing impacts and exposures, detailing processes, participating in discussions, recommending solutions and collaborating settlements as applicable. Participates in the preparation of grievance and arbitration cases with Faculty Relations. Participates in negotiation meetings with Faculty Relations and Faculty Association to resolve disputes prior to formal hearings where possible. Attends various meetings with Faculty Relations, Faculty Association, academic unit representatives and faculty to resolve disputes.

Leads the FoM Searches and Reviews team, providing mentorship, coaching, feedback and development opportunities to build capacity. Continuously assess the staff work load and flow to best support human resources and senior leader clients for the Faculty. Directs and provides operational leadership on all aspects related to senior leader recruitments, appointments, and reappointments in the Faculty including the internal and external review processes for Departments, Schools, Research Centres, Institutes, and decanal appointees. Develops best practices for all aspect of the searches and review portfolio and improves efficiencies and streamlines processes on a continuous basis.

Supports an environment of sound HR management and practices by providing coaching and counsel to Faculty of Medicine leadership with regards to various sophisticated faculty issues of bargaining and non-bargaining faculty members such as: performance management; organizational change; conflict/dispute resolution; bullying & harassment issues; investigation files.

Provides consultation and advice to FoM senior leaders, Administrators of FoM Departments, Schools, Centres/Institutes, and Dean’s Office service units on all matters relating to Labour Relations management. Recommends strategies to support FoM units. Provides a detailed overview of cases with advising on appropriate disciplinary action.

Provides direction to Heads/Directors and Administrators of Departments, Schools and Centres in the interpretation of University policies, procedures, and practices and their application to the work place; and in the interpretation of legislation governing employment practices at the University (e.g. Employment Standards, Human Rights Code and Freedom of Information).

Identifies training needs and creates educational materials and delivers seminars and workshops relating to labour relations for faculty with the intention to promote a culture that is people-focused and that provides an exceptional workplace for staff, faculty, and students employees to engage and develop.

Maintains current knowledge and awareness of labour relations standards practices and legislative changes to advise the University community and ensure compliance.

 
Provides leadership within the Faculty of Medicine to implement HR initiatives. Collaborates with the Director, HR to develop and implement organizational changes to meet the new initiatives and evolving needs of the Faculty and to enhance productivity and streamline business processes for the Faculty and its Units. Participates in the development and implementation of innovative programs, practices and policies to improve day-to-day and long-term operations and processes efficiencies and quality across the Faculty.

Provides guidance to support the continuing development and implementation of Faculty-wide HR practices that align with UBC and Faculty of Medicine’s strategic goals, including policies and practices that aligns with the Faculty of Medicine’s academic mission.

Provides coverage for the other Senior Manager, Faculty HR as needed. Works jointly on various Faculty-wide projects and initiatives.

Develops and implements reporting framework of HR metrics as related, and subsequent analysis and evaluation.

Participates in a wide range of various projects and committees. Represents FoM on various University committees.

Other initiatives and tasks as required.

Consequence of Error/Judgement

 
As a key position in the Faculty of Medicine, this position has a significant influence on the quality and effectiveness of the HR services provided to the Dean and to the senior leadership team. Errors in this portfolio affect the credibility and integrity of the Faculty of Medicine and UBC. Consequences of error of the impact of poor or inappropriate decisions could have negative results on employee careers as well as legal and financial implications.

Supervision Received

 
Reports to the Director, HR and works closely with the Managing Director, Faculty Affairs, Vice-Dean, Academic Affairs, Dean and other senior leadership within the Faculty. Works with a high degree of independence and responsibility.

Supervision Given

Directly responsible in conjunction with other Senior Manager, Faculty HR, for the management and overall performance of the Faculty HR team in Faculty Affairs by providing direct leadership, coaching and performance development.

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 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

Prior experience in HR management in a University setting or in a multi-unionized environment required.

Demonstrated experience in strategic planning, development and implementation. Advanced knowledge of current Human Resource management practices, including in organizational development, and a demonstrated ability to lead and develop staff. Ability to adapt to changing priorities and set work goals. Ability to work under pressure and meet deadlines. Effective oral and written communication skills, negotiation, interpersonal, conflict resolution, problem solving and organizational skills. Ability to establish and maintain effective working relationships with a wide variety of academic and ancillary units on campus. Ability to exercise tact, discretion and sound judgment to foster a respectful workplace and culture. Possesses strong interpersonal skills and a high level of integrity; values people and their contributions.