Associate Vice-President, Human Resources – Labour Relations and HR Policy

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

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This position may be filled internally based on qualified applicants and is included here to inform you of its vacancy at the University.

The expected renumeration range for this position is $235000 - $270000.

Hybrid work is available for this position however given the senior role this position holds within the Vice President Human Resources portfolio there is an expectation that the successful candidate will be in the office a minimum of three days per week.

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.

1.0 Job Summary

The Associate Vice-President Human Resources Labour Relations and HR Policy (AVPHR-LR) is a senior strategic leadership position within the Vice-President Human Resources (VPHR) portfolio and across the University responsible for setting a strategic vision that motivates University leadership to new ways of approaching productive and meaningful employment relationships with faculty and staff through data-informed decision-making to support UBCs academic mission and standing.

The AVPHR-LR role is responsible for the strategic oversight and governance of the application of human resources policies practices precedents standards and protocols across both campuses of UBC (Vancouver and the Okanagan) relating to Faculty Relations Employee Relations Investigations Conflict Management and Housing Relocation and Immigration Services in collaboration with members of the HR teams on both campuses.

The AVPHR-LR role contributes to the UBC Strategic Plan the Focus on People the Indigenous Strategic Plan the StEAR framework the Housing Action Plan and the Strategic Wellbeing Framework initiatives by ensuring professional standards leadership advice and support are consistently and effectively provided to centralized and distributed leaders and human resources professionals to ensure alignment with UBC policies and procedures collective agreements and standards and evolving workplace laws.

The AVPHR-LR leads a team of senior seasoned HR professionals in Employee & Labour Relations Faculty Relations Investigations Office Conflict Management Office and Housing Relocation and Immigration Services. The AVP cultivates and fosters strategic relationships with executive leadership and stakeholders throughout the University and externally including UBCO and other relevant institutions to optimize the employee experience for staff and faculty relations including collaboration and a more consistent standardized and innovative approach to HR to meet long-term strategic priorities of UBC with responsibility for data analysis for trends to impact delivery.

2.0 Organizational Status

The AVPHR-LR reports to the Vice President Human Resources and collaborates with senior leaders across UBC including UBCO on shared strategic and operational priorities.

The AVPHR-LR strategically partners with the Senior HR Leaders Network across the community as well as Deans AVPs and internal governing and advisory bodies including a diverse range of stakeholders. The AVPHR-LR provides leadership to two (2) Executive Directors and two (2) Directors and shared leadership to one (1) Director and works closely with one (1) Director at UBCO.

This position also works closely with other offices including the Office of the Provost in the delivery of their responsibilities.

The individual will also liaise externally with regulatory bodies counterparts at other comparable public and private sector organizations and third-party providers such as unions and associations legal counsel and consultants.

3.0 Work Performed by Unit

The AVPHR-LR is responsible for setting a strategic vision that motivates University leadership to new ways of approaching productive and meaningful employment relationships with faculty and staff through data-informed reporting to support UBCs mission and operations.

The AVPHR-LR portfolio is responsible for providing University-wide expert advice and guidance on faculty relations (FR) employee relations (ER) investigations labour employment and immigration law bargaining conflict management and performance management practices and on various policies and procedures (including SC7 SC17 SC18 and RES) ensuring alignment with the various University strategic plans (e.g. ISP StEAR) and supporting the housing relocation and immigration services strategic initiatives.

a. Faculty Relations and Employee & Labour Relations Partnerships

The FR and ER teams provide university-wide strategic advice guidance and compliance oversight to academic and administrative leaders and the HR teams within the faculties and administration areas and hold the key responsibility for bargaining and collective agreement language implementation that supports faculty and administration portfolio outcomes in alignment with UBC. Providing strategic support and advice to the VPHR Provosts and Vice-Provosts Deans Department Heads VPs AVPs and senior HR leaders in the academic and administrative portfolios.

b. Investigations

The AVPHR-LR in partnership with the AVP Students will have oversight of the UBC Investigations Office (the IO) and work closely to ensure the IO is meeting its statutory and policy obligations including supporting timely and high-quality investigations.

This will include regular policy adherence interpretation and supporting reviews of SC7 (Discrimination Policy) SC17 (Sexual Misconduct Policy) and additional corresponding policies. The AVPHR-LR will provide leadership to the Director IO to ensure the UBC community is well supported and seen as a high-value service to the community and supports the resolution of complaints and issues in a timely manner. The AVPHR-LR will work closely with the Director IO stakeholders from across the University and the Office of University Counsel in supporting the mandate of the IO and continuing to support our leadership in this area to support members of the UBC community who are impacted by harm. The AVPHR-LR will work closely with the AVP Students to ensure all annual reporting and statutory obligations are met and provided to the VPHR and VPS and to the Board and Government as needed.

c. Housing Relocation and Immigration Support Services

Provides support to our campus community and initiatives focused on the recruitment and retention of staff and faculty. Working with various internal and external stakeholders including Campus and Community Planning the UBCV Provosts Office and UBC Properties Trust they provide services including leadership on the Housing Action Plan priorities and annual reporting which include concierge services provided for existing and future faculty and staff; high-level operational program oversight and administration related to staff and faculty housing relocation and immigration; administering formal application driven programs (excluding general purpose immigration or relocation support) including: faculty staff discounted rental housing faculty loan programs (e.g. PIRLs) priority childcare access programs rent-geared-to-income program and other relocation support services for faculty and staff; and stewardship/advocacy/ progress tracking on the implementation and auditing of Housing Action Plan.

Works closely with the immigration team to support compliance with evolving immigration laws across the University and advocates to support UBCs ability to attract and retain key talent. Continues to provide guidance and oversight in partnership with UBC Benefits on our approach to Relocation including vendors services and funding.

d. Conflict Management

The development of the new Conflict Management Office (CMO) will involve a mandate to work collaboratively with campus partners to action university commitments to creating a safe and respectful work environment for all employees as per UBCs Respectful Environment Statement. This partnership includes the Investigations Office and the Equity and Inclusion Office to support conflict resolution through our strategic plans. The CMO will provide strategic planning and development of conflict resolution initiatives guidance advice support and training to employees in the workplace with a focus on restorative and sustainable outcomes will facilitate interventions as needed and support post-investigation support for various units. The integration of inclusivity and excellence principles and practices is key to building individual and university-wide system change.

4.0 Work Performed by AVP

The AVPHR-LR is accountable to:

• Support the continued attraction and retention of faculty and staff to achieve UBCs academic mission and administrative and operational priorities.

• Drive promote publish and distribute leading practices thought leadership and subject matter expertise.

• Establish centralized faculty and employee relations experts that partner with the advisory services team and units across both campuses to help deliver effective employment and labour practices and standards and work on multiple projects across the university concurrently.

• Action commitments made by the University to create a safe and respectful work environment for all employees per University policies including UBCs Respectful Environment Statement and supports conflict management/resolution initiatives guidance advice and support to all employees.

• Models and provides exceptional customer service that provides high-quality and timely responses to issues and files.

• Uses data and metrics to drive strategic direction and provide annual reports where needed.

• Leverage changing technology to optimize the delivery of customer service and the employee experience to promote innovation and efficiency.

• Establish and maintain positive relationships with internal and external stakeholders including Government entities Unions and Associations.

• Represent UBC or direct legal counsel on third-party applications including with the Human Rights Tribunal Employment Standards Branch WorkSafeBC and Labour Relations Board.

Portfolio Leadership

• Leads the establishment of a future vision and long-term plan for the evolution of the portfolio by ensuring an optimized employee experience and model is strategically led including data-driven metrics to identify human resources trends to impacts where efforts and results are measured and reflected through BOG annual reports.

• Establishes mid to long-term objectives and strategic plans for this portfolio consistent with the Universitys Strategic Plan Focus on People Framework collective agreements and various University priorities and plans (StEAR ISP HAP WSF etc.).

• Identifies the critical issues and risks to be raised with the VPHR and ensures risk plans are in place to mitigate and achieve effective implementation of programs policies processes and practices for employee groups in consideration of the role and interests of the Universitys unions/associations Executive Board of Governors PSEC RUCBC and other key stakeholders.

• Oversees the assurance that advisory governance and operational support programs and plans are managed and administered in accordance with the Universitys strategic and fiscal objectives and that governance structures and practices meet fiduciary and legal criteria as required by legislative bodies legislation and regulations.

• Prepares strategic reports and presentations for senior management and the Universitys Board of Governors; and attends and presents at Executive and Board of Governors meetings as required.

Cross-UBC Collaboration

• Provides strategic and system-wide input and feedback (from a central advisory governance and operational support service-delivery perspective) on the design and implementation of innovative HR policies programs and practices that will contribute to employee experience and provide quality of working life and wellbeing and workforce planning and effectiveness.

• Champions equity diversity inclusion and accessibility across all labour relations strategies ensuring alignment with the universitys values and commitments.

• Contributes as a member of the senior Human Resources leadership team and the AVP leadership community to the provision of effective and progressive human resource stewardship and evolving HR professional practice management.

• Works collaboratively with AVP colleagues Deans and the distributed Senior HR Leaders Network including UBCO on proactive employee and labour relations matters to ensure policy practice precedent and a standardized approach is administered.

• Partners with Deans AVPs and senior HR leadership to foster effective customer service relationships and influence buy-in including accountability for roles governance and deliverables across the distributed senior human resources community.

Strategic Innovation and Continuous Improvement

• Maintains a keen awareness of the long-term needs of the University as a whole and an appreciation of the overall context of the Universitys decision-making and strategic priorities.

• Develops monitors and reports on key annual data and strategic performance metrics for the entire portfolios objectives and utilizes data to continuously improve overall portfolio performance.

• Consults with colleagues across the HR portfolios and with AVP colleagues and Deans to develop review renew and execute on multi-year transition action plans that enhance the delivery of HR programs and services and the achievement of UBC strategic priorities.

Performs other related duties.

5.0 Supervision Received

Works within broad policies and strategic plans under the senior administrative direction of the Vice President Human Resources. Works very collaboratively with both Provosts Offices. Results are reviewed for achievement of strategic priorities and long-term objectives.

6.0 Supervision Given

Provides direct leadership to two (2) Executive Directors two (2) Directors and shared leadership to one (1) Director. Responsible for providing professional human resource advice on policies practices precedents and standards across the university community and to professional advisory staff and senior-level human resources professionals.

In addition this role will work closely with the Director HR (UBCO) and the Vice Provost and AVP (UBCV) and Executive Director Strategic Advisory Partnerships in the delivery of HR services at UBCV.

7.0 Consequence of Error/Judgement

The positions broad complex institution-wide scope of accountability and level of decision-making may have a significant legal financial operational and reputational impact on the University.

8.0 Qualifications

- Willingness to respect diverse perspectives including perspectives in conflict with ones own

- Demonstrates a commitment to enhancing ones own awareness knowledge and skills related to equity diversity and inclusion

Masters degree in a relevant discipline. Minimum of 15 years of experience. Or a relevant combination of education and experience.

Significant experience in leading a large multi-faceted human resources team preferably within the research university sector with responsibility for governance of employee and labour relations policies and practices in a large complex unionized environment as well as providing support services related to investigations immigration housing and relocation. Has negotiated collective agreements and can represent UBC or direct legal counsel at third-party hearings.

Models inclusive leadership by embedding equity diversity inclusion wellbeing and accessibility principles into labour relations strategy negotiation practices and workplace culture.

Broad knowledge of the BC public sector and research-based universities.

9.0 Competencies and Capabilities

Innovative and Transformational Advisory and Customer Service Delivery

• Ability to foster innovative practices and support a culture of innovation.

• Ability to identify and respond to emerging trends and best practices through data reporting and metrics analysis.

• High customer service orientation with proven ability in transforming the effectiveness and efficiencies of faculty and staff employee and labour relations advisory and support service delivery.

• Identifies proactive strategies in anticipation of issues and works to optimize the service delivery model to enhance the employee experience including self-service opportunities use of technology where appropriate.

Change Enablement

• Ability to effectively influence lead and manage transformational change through others directly and indirectly.

• Ability to shape lead and assess strategic and operational initiatives in a large complex multi-union organization.

Strategic & Critical Thinking

• Demonstrated ability to think critically and strategically and from an organizational perspective and to translate into practical implementable solutions appropriate to the organizational context.

• Ability to analyze complex information identify trends and lead development of policies programs and strategies that meet the needs and interests of multiple stakeholders.

• Recognizes and addresses equity and diversity issues through policy and practice.

• Is an expert in labour and employment law and provides advice to stakeholders on key issues and emerging statutory and regulatory trends.

Accountable Leadership

• Ability to motivate and engage others.

• Demonstrated emotional intelligence with a reputation for accountable leadership.

• Demonstrated people leadership skills with the ability to engage coach mentor and manage staff performance.

• Ability to effectively manage human financial and technical resources to achieve desired outcomes and strategic priorities.

Diverse Leadership

• Recognizes and addresses personal and institutional assumptions and behaviours that create barriers to inclusion.

• Possess knowledge of leadership and HR best practices to ensure equity diversity and inclusion.

• Works collaboratively and inclusively fostering a non-discriminatory and respectful environment for all staff and key stakeholders.

• Demonstrated ability to build manage and maintain high-quality and productive relationships across professional and cultural differences.

• Demonstrated ability to effectively communicate and interact with empathy understanding and respect for diverse and divergent perspectives and behaviours.

Knowledge and Leadership Skills

• Comprehensive knowledge of evolving and progressive human resources principles and practices.

• Thorough knowledge of current employment and labour regulations and statutes as well as the collective bargaining process ability to negotiate and relevant collective agreements.

• Ability to develop effective working relationships with union and association leaders.

• Demonstrated facilitating and negotiating skills.

• Exceptional oral and written communication skills.

• Broad knowledge of the public sector and preferably of universities.

Problem Solving & Decision Making

• Ability to influence and persuade without formal authority in a distributed decision-making environment.

• Demonstrated experience in managing large-scale projects meeting critical deadlines and resolving unexpected and/or ambiguous situations or issues.

• Ability to achieve goals in the context of broad parameters and direction.

10.0 Definitions

For this position description the following definitions and points of clarification apply:

Governance on Faculty Employee and Labour Relations: These units provide technical advice and guidance on faculty and staff collective agreements including grievances handling of arbitrations investigations terminations employee-related human rights complaints labour relations board matters as well as employment law university HR policies etc. These teams typically lead the negotiation of collective agreements related to faculty and staff and settlement agreements with staff unions and associations.

Partnerships: There is a large community of human resource professionals in the central HR team and across UBC in faculties administrative departments and UBC-O that this position partners with. There is a mix of direct and dotted line relationships with the HR community. Central HR governance and strategic operational employee and labour relations and advisory services work with their HR counterparts at different intensity levels and formality. This position also works closely with the Executive Director Strategic Advisory Partnerships in the delivery of HR services across the University. This position also works closely with all Deans AVPs and other senior leaders as necessary to support key University objectives.

HR Network: The HR Network includes all of the Senior HR Leaders in Faculty and Administrative Department portfolios as well as the senior HR team at UBC-O. The HR Network meets monthly to share best practices UBC strategic priorities and shared accountabilities.