Director, Human Resources APSC bei University of British Columbia

Staff - Non Union

Job Category

M&P - Excluded M&P

Job Profile

XMP - Human Resources, Level D2

Job Title

Director, Human Resources APSC

Department

Leadership | Dean's Office | Faculty of Applied Science

Compensation Range

$9,859.25 - $15,380.75 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

October 20, 2025

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

Job End Date

Ongoing

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

The Faculty of Applied Science includes six Engineering Departments, the School of Architecture & Landscape Architecture, the School of Nursing, and the School of Community and Regional Planning, five major research centers, four multi-disciplinary programs and the School of Engineering at UBC Okanagan. The Faculty of Applied Science is the fourth largest faculty at UBC, with faculty and staff working at the Point Grey and Okanagan campuses as well as off-site locations, including health authority locations. There are over 500 staff positions and over 800 student employees, and miscellaneous employees working within the Faculty.

The Director brings comprehensive strategic leadership, strategic planning and operational human resources direction by developing and implementing innovative and creative human resources strategies, programs and practices designed to provide an exceptional workplace for faculty, staff and student employees in the Faculty of Applied Science.  Ensures an approach reflective of the diverse academic disciplines within the Faculty, each with unique identities, values, sizes, and geographical locations.  The Director will guide and influence faculty-wide change, performance management, employee development and career progression and workplace excellence programs. Provides senior leadership within the Faculty of Applied Science to implement UBC-wide HR and Faculty Affairs initiatives such as the Focus on People Framework, and UBC’s Respectful Environment Statement. 

The position will foster a healthy, safe and vibrant workplace culture across the departments, schools, research clusters and programs within the Faculty.  The Director also provides leadership in the development and implementation of strategic human resources programs, practices, and policies within the Faculty of Applied Science, Dean’s Office, and Shared Service Model (SSM). The Director provides strategic HR advice to the Dean, Associate Deans and Directors within the Dean’s office; Directors in the Research Clusters; Department Heads and School Directors and Administrators. This role is responsible for the development of organizational structures that align with the strategic goals of the Faculty, to ensure that they are enabled to effectively support the portfolio’s strategic objectives.

Organizational Status

Reports directly to the Executive Director, Advisory Partnerships and Professional Standards and dotted-line reporting to the Dean, Faculty of Applied Science. Leads an HR and Faculty Affairs (FA) team consisting of professional and clerical staff.

Coaches and supervises professional staff, including the HR Manager and Senior Manager, Faculty Affairs, who together provide advisory support to the Departments and Schools. Provides HR and FA leadership to the nine Administrators across the Departments and Schools.

Works closely with 4 Associate Deans, the Director, Finance and Resources, the Executive Director, Strategy and Planning, and interacts with the senior leadership team, unit managers, faculty and staff. The incumbent has regular contact with senior management in central service offices, including Employee Relations, Faculty Relations, Human Resources, Provost’s Office and other Faculties’ Dean’s Offices. This role is part of the Central Human Resources Advisory Services unit and participates as a senior team member.

 

Work Performed

Executive Leadership

• Provides strategic leadership in the identification, development and planning of initiatives and objectives, which continually analyze, evaluate and enhance the Faculty’s performance.  Establishing priorities, planning, development, communication and implementation of HR strategies, programs, practices, and processes to respond to the cultural landscape within the Faculty of Applied Science

• Leads the Faculty in conducting and assessing workforce planning; identifying gaps between current and required talent capabilities, and building solutions to address gaps through metrics and analysis

• Provides strategic leadership in the development and implementation of faculty-wide human resources strategic initiatives, programs and practices that are complex in scope, impact and diversity of stakeholders for short and long-term commitments

• Lead and oversee the development of strategies, best practices and continuous improvement initiatives in the areas of human resources and related administrative services. Provides strategic advice, guidance and recommendations to the Dean and the senior leadership and management team (including Associate Deans, Department Heads, Directors and unit managers) on complex human resources management, HR policies, employee relations and practices.

• Creates opportunities for collaboration and partnering across departments, including cross-functional project teams; influences and develops mechanisms that support open sharing of expertise and knowledge to foster an environment of inclusivity and mentorship.

• Leads and develops career and development opportunities for managers, including projects that promote the Faculty and UBC’s strategic plans to leverage skills and knowledge across the faculty

• Leads and manages a team of professional and support staff by establishing priorities and objectives, allocating resources, coaching and performance management, including training and development opportunities

• Is a senior level member within the Faculty Leadership Team, Senior HR Leaders team, Committee of Faculty Business Administrators (CFBA); Provides senior HR leadership expertise by developing, recommending and implementing organizational changes and strategic priorities to meet new initiatives and evolving needs of the Faculty and to enhance productivity and streamline faculty and staff business processes and optimize HR operations and process efficiencies Provide leadership and guidance for consideration of human resources issues in all units within the Faculty to promote a culture that is "people-focused" and that provides an exceptional workplace for staff, faculty and students to engage and develop.

• Leads, develops and implements strategies for the reporting of HR and FA metrics, and subsequent analysis and evaluation.

• As a member of the Dean's senior leadership team, contributes to the Faculty's strategic planning, overall budgeting and effective allocation and optimum deployment of financial and human resources for UBC Applied Science.

• As a member of the Faculty’s Shared Service Governance Committee (SSGC), contribute to the effectiveness of shared service delivery by engaging in annual review of service level agreements, stream performance metrics and engage in collaborative problem solving.

Faculty Affairs / Human Resources

• Provide faculty, senior management and staff with strategic HR advice and counsel on complex issues to ensure effective support for the Faculty's strategic objectives in the context of the University's and HR's own strategic objectives.

• Provide strategic advice on all aspects of faculty affairs matters to the Dean, Associate Dean, Faculty and other senior leadership members to ensure that a Faculty-wide framework for supporting the strategic planning and management of faculty recruitment, retention, promotion and professional development is in place including developing policies and procedures; interprets the provisions and the implementation of the UBC/UBC Faculty Association’s Collective Agreement.

• Provide guidance and expertise to senior leadership on a wide range of increasingly complex faculty and staff HR matters, including collective agreements, succession planning for key staff positions, maintaining equity in employee classification and pay to ensure fair and equitable pay rates throughout the Faculty and oversee the salary increase process for management and professional and non-union staff.

• Works with Faculty Relations, the Associate Dean, Faculty Affairs and senior management to advise, collaborate and resolve complex faculty affairs issues; supports the Faculty in interactions with UBC and external legal counsel in faculty member disputes.

• Strategically leads and fosters an environment of sound HR management within the Faculty of Applied Science by providing senior-level expertise in organizational change, performance management and staff development, equity, diversity and inclusion initiatives, succession planning, and leadership development; maintains a macro view of the Faculty in order to anticipate needs in a proactive manner.

• Identifies and strategizes implementation of appropriate training and professional development opportunities for unit administrators and faculty.

• Engages and works with internal and external professional consultants/business partners regarding organizational effectiveness, human resource issues, mediation, planning, architectural treatments, security (data/privacy, physical, personal).

• Fosters partnership with UBC Okanagan HR representatives to support the School of Engineering as required.

• Collaborate with senior HR colleagues and partners across UBC-V and UBC-O to support an integrated approach to human resource services and leverage opportunities.

• Represent the University, HR and the Faculty when meeting with unions and various employee group representatives.

Consequence of Error

The decisions and recommendations of the Director have or may have legal, financial, contractual and operational implications for the University, Human Resources, the Faculty of Applied Science and employees, both in the short and long term. Inadequate strategic planning for the Faculty may result in staff morale issues, compromise departmental integrity, affect the financial viability of the units and as a result impact the UBC community. Ineffective relationships may contribute to lower faculty and staff morale and harm the reputation of the University and the Human Resources Department, and affect relations with various contacts.

Failure to accurately assess team and client needs, exercise appropriate judgement and foresight may impact the ability of the University, Human Resources Department, client departments and employees in achieving their objectives or goals.

Supervision Received

Works independently under broad directives and minimum guidance. Works in close collaboration with the Dean, Associate Dean, Faculty Affairs, the Director, Finance and Resources and Executive Director, Strategy and Planning. Matrix reporting to the Executive Director, Advisory Partnerships and Professional Standards within Central Human Resources and to the Dean, Faculty of Applied Science. 

Supervision Given

Directs and leads the HR stream of the Faculty of Applied Science, Dean’s Office, and Shared Service Model (SSM). This team includes up to 10 staff and has 2 direct reports.

Minimum Qualifications
Undergraduate degree in a relevant discipline.

Minimum of eight to nine years of related experience, including at least three years in the area of demonstrated management leadership 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

Experience in the administration of collective agreements and labour relations in a complex unionized environment.

Demonstrated senior leadership experience and knowledge in human resources management, conflict management, equity, diversity, and inclusion, human resources legislation, learning and development, problem solving, change management, strategic planning, advising, project development, implementation and completion.

Knowledge of provincial and federal legislation governing employers' Human Resource practices. Knowledge and experience in using a coaching model to influence and advise clients/stakeholders.

Ability to strategically plan, analyze, develop, facilitate discussion, present and implement a variety of goals, initiatives and projects.

Ability to lead change by creating a vision and taking appropriate action to ensure acceptance and support.

Ability to analyze and interpret metrics/data, determine implications, and provide recommendations.

Ability to lead and inspire team members to focus on a culture of continual improvement and process optimization.

Ability to establish and maintain supportive working relationships with clients and team members.

Ability to effectively facilitate groups to achieve appropriate outcomes. Ability to analyze problems, identify key information and issues, and effectively resolve. Ability to negotiate and mediate effective settlements.

Proven ability to lead, direct and inspire teams, committees and individuals with diverse, individualized skills and personalities and to establish and maintain effective working relationships with all levels of management, staff and unions.

Outstanding communication and problem-solving skills, including listening, facilitating, coaching, reflecting and resolving. Ability to foster the long-term learning and development of staff through coaching, performance development and mentoring. Ability to compose professional written documentation.

Proven ability to adapt to changing priorities, work under pressure, and meet deadlines within allocated time and resources. Ability to exercise tact, discretion and sound judgment at all times. Computer experience required (Microsoft Word, Excel, PowerPoint, SharePoint, experience with databases). Knowledge of the electronic recruiting systems an asset.

Ability to travel to on and off-site departmental unit locations

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