Manager, Human Resources - Jobs in Vancouver, BC

Job Description

The Alma Mater Society (AMS) is the University of British Columbia’s (UBC) student society, and works to improve the academic, social and personal lives of the 56,000 UBC students at its Vancouver campus. The AMS also runs nine food and beverage outlets, a catering and conference operation, and the AMS Student Nest, providing on-campus employment opportunities and generating revenue that goes directly back into supporting the students at UBC.Position title: Manager, Human ResourcesDepartment: Human ResourcesReports to: Managing DirectorSupervises: HR Advisor, HR Coordinator, HR ClerkEmployee status: Salaried, Full-timeHours per week: 37.5Date revised: September 2021Position PurposeAccountable to AMS Managing Director, The Manager, Human Resources leads the design, development and implementation of the Human Resources infrastructure to ensure the effective and efficient delivery of the Society’s Human Resource services. He/she builds an effective HR platform to support AMS in achieving its objectives by providing strategic guidance, policies, change management expertise and leadership in human resource management. The Manager supports the AMS leadership with the development of long-term human resource planning support, succession planning, learning, and retention of staff to make the Society a desired employer.Duties and Responsibilities

• Formulates and recommends to the Managing Director, a strategic plan for Human Resources designed to support the attainment of the objectives of AMS Strategic Plan. The Human Resources strategy will set out a vision for HR, identifying the critical issues to be addressed and establish short-, medium-, and long-term objectives and strategies.
• Prepares an analysis of progress in achieving the objectives established in the Plan, sets out the rationale for variances and recommends modifications to the Plan for the remainder of the year
• Provides advice, counsel and leadership to all AMS stakeholders on human resources matters. Works closely with management to continually implement strategies to improve team and group effectiveness. Regularly evaluates when necessary, leads changes to the organizational culture, structure and processes.
• Develops and oversees progressive human resource policies and programs that contribute to employee motivation and development and support the Society’s ability to hire and retain quality staff. Fosters an environment of fair and consistent treatment to employees through effective selection, development, motivation, and appraisal systems and through constructive management of the Society’s personnel.
• Point person for management of relationship with union (s) under the terms of the collective agreement (s). Provides leadership and direction to any labour negotiations.
• Provides strong and effective leadership to the staff of the Society in order to capitalize on the full potential of this critical resource. Communicates, motivates, guides and directs all those involved with the Society to contribute fully to the realization of the Society’s mission, goals, and objectives. Maintains high visibility throughout the AMS and remains very focused on effective two-way communications with all personnel. Establishes, by example, a high level of professionalism throughout the organization.
• Responsible for the production and revision of Personnel Policies for both Full-time and Part-time AMS employees.
• Ensures an effective feedback mechanism is in place to continually evaluate the service provided by Human Resources.
• Upon analysis of the feedback, prepares for the Managing Director a report that indicates strengths and weaknesses and a plan of action for continued enhancement of performance.
• Takes the leadership role in providing a high level of HR services to AMS Managers and employees including:

Talent Management: Develops the talent management strategy for the organization focused on recruitment, retention and recognition of talented staff. Remains current on all talent management best practices in order to ensure that the future recruitment and talent retention practices of the organization are met.Recruitment and Retention: Establishes an annual recruitment and retention plan that positions the organization favourably in the context of increasing competition and labour shortages.Performance Management: Develops performance management systems to move the organization to the next level. Identifies success areas and enhancement opportunities. Solves problems, mediates and coaches in all areas of the performance management process. Ensures that performance management practices remain aligned with compensation strategy and practices.Training & Development: Develops best-in-class training and development programs. Ensures the programs are consistent, structured, and effective. Works with management to create a climate of continuous learning throughout the organization.Compensation and Benefits: Ensures the total compensation plan is maintained appropriately and supports the achievement of strategic and operational goals while using compensation as a tool to recognize employee performance.Employee Relations: Provides leadership for employee relations. Ensures that the management throughout the organization are provided with the right tools and are knowledgeable on how to handle employee concerns especially as it relates to unionized staff. Guides employees at all levels in employer and employee-related problems, ensuring that appropriate procedures are in place to permit timely resolution of such problems. Fosters a climate throughout the organization that encourages open communication and provides for employee growth and recognition.

• Communicates effectively with all internal groups on human resources and labour relations issues. Follows up with other departments as required to ensure that objectives are achieved, as well as the timely and successful implementation of new human resource programs and labour relations initiatives. Maintains effective internal relationships. Acts as management representative on internal social committee.
• Evaluates and generates job descriptions, ensuring AMS staff have a clear understanding of their respective roles, job duties, and expectations.
• Leads the development of flexible, supportive human resource policies and procedures that recognize the changing needs of AMS. Ensures that policies and procedures reflect AMS’s operating philosophy and meets legislative requirements. Liaises with staff and student unions to identify and implement best practices.
• Maintains up-to-date knowledge of emerging trends in human resources and labour relations management, which may be of benefit to AMS.
• Responsible for further build out of HRIS to refine functions.
• Other duties as required

Qualifications and Experience

• Post-secondary education (degree or designation) with a focus on human resources is preferred, combined with appropriate work experience.
• A human resources generalist role in the private or non-profit sector. The ideal candidate will have had experience in one of the following areas: a service industry, such as retail, restaurants or hotels, a non-profit organization with a membership base and an elected Board of Directors; or a university environment with a range of responsibilities similar to those of the AMS Manager of HR; a familiarity with union collective agreements, negotiations and a co-operative unionized working environment is required.
• Excellent leadership and people management skills. Projects confidence, without an ego. A coach and mentor. Able to inspire and motivate people. Strong planning, organizational and administrative skills; ability to manage employee programs and initiatives serving a base of 400 staff. Not afraid to roll up his/her sleeves to help get the job done.
• Exceptional business management skills, including financial management. Has a track record of managing budgets and keeping to targets. Strong negotiation skills. Understands the need for accountability and transparency when dealing with student funds. Excellent judgement. Familiarity with contract law, employment law, Labour Code, and Health & Safety legislation would be advantageous.
• Able to be supportive of elected student leaders in their HR decision-making responsibilities. Comfortable in a role that involves providing advice and counsel to others who have the responsibility to make decisions. Has a finger on the pulse of the trends in the “student world”.
• Comfortable working in an ever-changing environment; effective in helping others who are finding it difficult to deal with an environment of constant change.
• Demonstrates a strong interest in students and enhancing the overall student experience.
• Relates easily to a wide spectrum of people. Builds and maintains positive, productive relationships. Possesses strong facilitation and mediation skills, and is able to establish trust easily at all levels of the organization. A team player.
• An articulate communicator capable of being a strong representative for the UBC AMS with internal and external stakeholders. Is diplomatic, open and candid with others, and demonstrates highly effective listening skills.

To Apply:Please submit your resume and cover letter by clicking Apply Now below.The Alma Mater Society of UBC is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status or any other characteristic protected by law. We invite all qualified candidates to apply online with their resume and cover letter. Due to the large volume of resumes we receive at the AMS, we are only able to contact those we are interested in interviewing and cannot reply to email/phone/walk-in inquiries regarding application status.Quick Apply

• Terms & Conditions
• New Privacy
• Privacy Center
• Accessibility

For Job Seekers

• Browse Jobs
• Advanced Job Search
• Emplois Quebec

For Employers

• Post a Job

Stay Connected