Manager, Hr Operations Band 3

The Office of the Auditor General (OAG) serves and reports to the Legislative Assembly of B.C. by providing independent assessments of the provincial government’s operations and financial statements. Staff assists the Auditor General in fulfilling that mandate.
The work of the Auditor General spans all provincial government ministries, as well as Crown corporations, and the broader public sector. The Auditor General’s reports are presented to the Legislative Assembly and made public. Through these reports, the Auditor General assists the elected Members of the Legislative Assembly to hold government accountable and improve the delivery of services to the public.
JOB OVERVIEWReporting to the Director, Human Resources, the Manager, HR Operations oversees and delivers on human resources services across the organization, with accountability for talent acquisition, disability management, job evaluation, and HR systems administration for the organization.
The Manager leads the HR Operations team and is responsible for oversight, delivery, and continuous improvement of HR processes that support organizational effectiveness and compliance. The role provides professional expertise and guidance to leadership and employees on human resources matters, ensuring alignment with OAG policies and B.C. public service standards.
This position also performs full-cycle recruitment for competitions, partnering directly with hiring leaders to plan, coordinate and execute staffing processes. The Manager provides guidance and direction to the HR Coordinator and HR Operations Assistant, ensuring integrated service delivery and consistent application of HR practices.
ACCOUNTABILITIESTalent AcquisitionLeads the planning, design, and delivery of the organization’s talent acquisition strategies, ensuring alignment with OAG goals, values, and B.C. public service standards.
Provides strategic direction and expert advice to hiring managers on staffing approaches, compensation, and selection decisions.
Performs full-cycle recruitment for assigned competitions, advising hiring leaders, and coordinating all stages of the process.
Reviews and approves competition documentation, including postings, assessments, and offers of employment.
Identifies and implements process improvements to enhance efficiency, candidate experience, and procedural consistency.
Lead implementation and integration of new HR technologies (e.G., applicant tracking system, assessment tools) by collaborating with IT and other teams to ensure seamless deployment, and alignment with OAG strategic goals.
Advises leaders on staffing strategies, classification alignment, and workforce planning considerations.
Provides advice and guidance regarding meritorious hiring practices;
follows up and providesadvice and recommendations to executives resulting from Merit Commissioner reports.
Manages engagement with third-party recruitment agencies, including initiating requests, reviewing proposals, recommending vendors, and providing consultation throughout the process.
Job Evaluation and Organizational DesignSupports the job profile design, revision, and classification process to ensure consistency, equity, and organizational alignment.
Oversees the administration and continuous improvement of job evaluation, position management, and organizational design processes.
Coordinates with external consultants to facilitate job evaluation recommendations, providing insight and recommendations through position development and change.
Reviews and approves job profiles, ensuring alignment with organizational standards and classification frameworks.
Disability ManagementOversees the administration of workplace accommodation and return to work programs, ensuring compliance with policy and legislative obligations.
Provides consultation and direction to leaders on complex accommodation and medical-related cases.
Coordinates with B.C. Public Service Agency regarding Short-Term Illness and Injury Leave (STIIP), Long-Term Disability (LTD), and return to work administration, seeking guidance and support from the Director, Human Resources as required.
Reviews and approves accommodation plans, liaising with employees and managers to ensure effective implementation.
Monitors case management trends and identifies opportunities for proactive intervention and prevention strategies.
Employee RelationsProvides advice and guidance to managers and employees on policy, legislation, and organizational procedures with the support of the Director, Human Resources.
Provides consultation and coaching to leadership on complex and sensitive employee matters.
Ensures consistency and fairness in the interpretation and application of HR policy, legislation, and organizational procedures.
Supports leaders in addressing workplace issues proactively through advice, facilitation, and capacity building.
HR Operations Team LeadershipLeads and develops a team of professional HR operations staff, fostering a collaborative, high-performing culture.
Oversees the implementation, administration, and continuous improvement of HR systems and processes.
Establishes performance goals and monitors workload distribution across the HR Operations team.
Leads process improvement initiatives to enhance efficiency, compliance, and employee experience.
Ensures the effective integration of HR operations with learning and organizational development programs and initiatives.
Represents the office by recruiting, selecting, developing, mentoring, and assessing staff.
Manages employee conduct, performance, and attendance and fosters a safe, positive work environment.
JOB REQUIREMENTSEducation & ExperienceA bachelor's degree in human resources management or a related field.
A minimum of five (5) years progressive experience in human resources management, including talent acquisition, disability management, employee relations, job evaluation, employee relations and other related experience.
Demonstrated human resources supervisory and/or leadership experience.
Equivalency may be considered for a Diploma in Human Resources Management or a related field and additional related experience.
PreferencesPreference may be given for additional related education in Human Resources, CPHR designation, or additional related post‑secondary education.
Experience working in a comparable public sector human resources environment is considered an asset.
Preference may be given for experience with administering PeopleSoft, Applicant Tracking Systems, and other related HRIS.
BEHAVIOURAL COMPETENCIESLeading Self and OthersDeveloping Self and OthersInvolves a genuine intent to foster the long‑term learning or development of others through coaching, managing performance, and mentoring. Its focus is on developmental intent and effect rather than on a formal role of training. For this competency to be considered, the individual’s actions should be driven by a genuine desire to develop others, rather than by a need to transfer adequate skills to complete tasks. This also involves proactively taking actions to improve personal capability and being willing to assess one's own level of development or expertise relative to one's current job, or as part of focused career planning.
LeadershipImplies a desire to lead others, including diverse teams. Leadership is generally, but not always, demonstrated from a position of formal authority. The “team” here should be understood broadly as any group with which the person interacts regularly.
Achieving Business ResultsProblem Solving and JudgementIs the ability to analyze problems systematically, organize information, identify key factors, identify underlying causes, and generate solutions.
Personal EffectivenessIntegrityRefers to actions that are consistent with what one says are important. People with integrity “walk the talk” by communicating intentions, ideas, and feelings openly and directly, and welcoming openness and honesty even in difficult negotiations.
Interpersonal RelationshipsListening, Understanding and RespondingIs the desire and ability to understand and respond effectively to other people from diverse backgrounds. It includes the ability to understand accurately and respond effectively to both spoken and unspoken or partly expressed thoughts, feelings, and concerns of others. People who demonstrate high levels of this competency show a deep and complex understanding of others, including cross‑cultural sensitivity.
Equity, Diversity, and InclusionCultural AgilityIs the ability to work respectfully, knowledgeably, and effectively with Indigenous Peoples and/or people from different social, ethnic, and/or cultural backgrounds, cultures, and identities. It is noticing and readily adapting to cultural uniqueness in order to create a sense of safety for all. It is openness to unfamiliar experiences, transforming feelings of nervousness or anxiety into curiosity and appreciation. It is examining one's own culture and worldview and the culture of the Office of the Auditor General, and to notice their commonalities and distinctions with Indigenous cultures and worldviews. It is recognition of the ways that personal and professional values may conflict or align with those of Indigenous people. It is the capacity to relate to or allow for differing cultural perspectives and being willing to experience a personal shift in perspective.
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