Manager, Human Resources

Job Title

Manager, Human Resources

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Human Resources, Level B

Job Family Group

Staff - Non Union

Department

Administrative Management | Department of Computer Science | Faculty of Science

Compensation Range

$7,158.42 - $10,292.25 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.

Job End Date

December 31, 2027

Posting End Date

November 16, 2026

Note: Applications will be accepted until 11:59 PM on the Posting 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 Summary
The Manager, Human Resources is responsible for leading and overseeing the human resource activities and strategic goals for one of the university’s largest academic units, the Department of Computer Science in the Faculty of Science. The successful incumbent develops and implements strategic HR planning, best practices, policies and procedures in accordance with department goals and objectives. This position manages full cycle human resources for unionized and non-unionized staff, and bargaining and non-bargaining unit faculty (term and ongoing).

The Manager, Human Resources is a key advisor for staff and faculty in the unit with supervisory responsibilities, including the Head of the Department and Associate Heads; it is expected that the successful incumbent provide guidance, support and oversight on all human resources matters, including but not limited to: interpretation of unit, Faculty and University policies, procedures, and agreements, full cycle recruitment (including immigration and relocation), appointment, reappointment, termination, leaves of absences, performance management and the promotion and tenure process for bargaining unit faculty members.

This position supervises the Admin Support, Admin Coordinator, and the Head’s Assistant and will work collaboratively with the Faculty of Science, Dean’s Office, Central UBC offices (Advisory Services, Faculty Relations, Housing, Immigration and Relocation Services, Stay at Work/ Return to Work, Centre for Accessibility, etc.). The Manager, Human Resources will participate as Staff Lead on Faculty Recruiting, Faculty Affairs, and Peer Evaluation committees.

Organizational Status

The Department of Computer Science is a large academic department consisting of 70 tenure/tenure track faculty, 34 Management and Professional staff, 2 CUPE 116 technicians, 14 CUPE 2950 administrative support staff, approximately 22 NBU faculty (Postdoctoral Research Fellows/Visitors/Research Associates/Sessional Lecturers), 250 Graduate Students and upwards of 3000 Undergraduate Students.

This position reports directly to the Director of Finance & Administration.

Work Performed
Responsible for the operational management of all human resource activities and processes for the Department including review, development, monitoring, implementation and continued improvements/updates to internal processes and systems to support these activities in an effective and efficient manner.

Responsible for leading, planning, and coordinating the effective and efficient day-to-day human resource activities for bargaining and non-bargaining staff and faculty across the Department of Computer Science. Exercises considerable judgement and initiative in developing systems and procedures that will ensure optimal usage of department resources.

Strategic Planning and Administration

Provides strategic analysis and recommendations on workforce planning, organizational trend analysis, staffing and salary reporting, and requested HR data to senior leadership to support immediate, medium-term and long-range planning.

Leads and oversees special projects, including workflow improvements and Workday initiatives, ensuring timely execution and achievement of objectives.

Participates in cyclical reviews such as departmental reviews and assembling data for the annual Computing Research Association annual surveys.

Develops and implements human resources strategic planning and HR Best Practices, policies and procedures in collaboration with the Director, Finance and Administration and the Director of IT to align with the department’s goals and strategic vision.

Periodically identifies process improvements by reviewing each process holistically, and meeting with stakeholders involved in all parts of the process to recognize opportunities for improvement and transparency.

Employee Life Cycle

Manages all administrative aspects of the faculty and staff employee life cycles within the department including recruitment, appointment, reappointment, job changes, reduced appointments, secondments, compensation and salary administration, professional development, termination, and retirement.

Works in collaboration with the UBC Immigration Office on Labour Market Impact Assessments and Provincial Nomination Packages when needed.

Interprets and provides advice on applicable faculty and staff employment agreements, employment legislation, department, faculty and University-wide policies and procedures.

Oversees all leave management activities and records for faculty and staff, including vacation tracking, legislated leaves, medical leaves, study leaves and professional development leaves; ensures accurate tracking, administration, and reconciliation of leave entitlements and usage in compliance with collective agreements, policies, and legislative requirements; monitors attendance trends and leave patterns, provides advice and support to supervisors on leave-related matters.

Represents the department on Return to Work/ Stay at Work casefiles and leads departmental completion of Disability Benefit Plan/ Income Replacement Plan statements when required.

Provides advice to supervisors on best practices related to managing employee probationary and performance reviews, re-classifications, job evaluations, and reporting structures within work areas. Ensures annual reviews are conducted and filed accordingly.

Provides sound advice with considerable judgement related to reorganizations in consultation with the respective senior leadership within the unit.

Identifies skills-upgrading needs of support staff and professional development opportunities in collaboration with the unit’s supervisors. Ensures UBC Required Training for all faculty and staff are completed.

Recruitment

Acts as strategic advisor to the Faculty Recruiting Committee Chair on the faculty full-cycle recruitment process and is responsible for addressing any HR related issues that arise throughout the recruitment process (i.e. conflicts of interest). Advises the Head during candidate negotiations, providing guidance on applicable University support programs and resources, including dual career spousal support, childcare, and housing.

Forecasts budget for faculty recruitment, approves expenditures and prepares quarterly and annual financial reports for the Director of Finance & Administration.

Provides oversight for the full-cycle staff recruitment process, including identifying appropriate job classifications, overseeing candidate assessment and selection, and providing hiring recommendations while ensuring compliance with department, faculty and University policies, collective agreements, immigration requirements, and EDI principles.

Ensures required EDI training is completed each cycle and works closely with the Faculty of Science, Dean’s Office to ensure compliance with faculty and University recruitment policies and procedures.

Promotion, Tenure and Reappointments

Oversees preparation of cases for the promotion and tenure committee, Dean’s Advisory Committee on Promotion and Tenure (DACOPAT) and UBC Senior appointments committee; advises the Head and faculty members on interpretation of the SAC Guidelines and Collective Agreement where standard processes do not apply; addresses complex questions pertaining to Conflict of Interest and updated timelines as a result of non-standard leave schedules; assists with writing the Head’s letter and summative assessment of teaching.

Develops and maintains faculty reappointment, periodic review and promotion schedules for all faculty within the Department as outlined in the UBC Conditions of Appointment for Faculty.

General HR

Ensures integrity and confidentiality of all staff and faculty personnel files for the Department. Oversees all Freedom of Information requests.

Acts as backup to the Director of Finance & Administration as required.

Performs other duties related to the position and consistent with the scope and classification of position.

Consequence of Error/Judgement
Effective management of departmental business specifically in the areas of strategic planning, human resource management, leadership, etc. is critical in order to maintain the Department s strong and positive reputation in the University and global community. Poor performance would have significant impact on the integrity of the department, its research and the learning environment.

This position plays a critical role in advancing the department esprit de corps amongst the staff, failure to achieve this will result in an impact on Department Head’s time in resolving conflict and issues, failure to mentor, role model and coach staff within portfolio may result in staff resignations, increase in absenteeism, loss of productivity/moral and potential for union involvement.

Effective management of departmental resources is critical to the success of the department. Must exercise judgment based upon a thorough knowledge of procedures, guidelines and regulations, finances and on knowledge of human behavior. Failure to anticipate change and to foster positive and sustainable responses to that change could have a significant impact on the long-range effectiveness of the department and its ability to achieve established goals.

Supervision Received
Work is self-directed and performed autonomously with broad goals and objectives developed in conjunction with the Department Head and the Director of Finance & Administration. Issues are discussed with the Department Head and Dean’s office management staff as needed. Work is reviewed in terms of achievement of strategic goals, objectives and fulfillment of mandates. The incumbent is expected to be versatile, innovative and creative in their approach to management while demonstrating strong decision making ability, leadership, judgment and discretion.

Supervision Given
Provides guidance, support and oversight to all faculty and staff who have supervisory roles on all human resources issues and management best practices. May provide direct supervision to CUPE 2950 and M&P staff on the Human Resources and Administration teams. Works closely with Senior Leadership and provides guidance on management of their staff and operational management of their programs.

Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of three years of related experience, 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

Undergraduate degree in a relevant discipline. Minimum of three years experience or the equivalent combination of education and experience. Knowledge and skills in human resource management required. Effective oral and written communication, interpersonal, problem-solving, analytical, planning and organizational skills. Ability to be creative and proactive, to prioritize and to work effectively under pressure to meet deadlines. Experience with collective agreements and unionized environments. Ability to work independently and within a team environment. Knowledge of university policies and procedures required. Ability to exercise tact, discretion and judgment.