Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Human Resources, Level B

Job Title

Human Resources Specialist

Department

Human Resources Operations | President's Office, VPA, VPRI | Central Human Resources

Compensation Range

$6,747.50 - $9,701.42 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

May 12, 2026

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

Job End Date

August 15, 2027

This is a leave replacement for a fixed term duration and includes two vacancies.

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 Human Resources Specialist is a key member of the centralized HR team supporting the VP Academic (VPA), VP Research & Innovation (VPRI), and Governance portfolios at UBC. Working in close partnership with HR Managers, HR Assistants and client departments, this role delivers operational HR advice and hands-on support across a broad range of functions, including full-cycle recruitment, job classification, compensation administration and collective agreement interpretation.

This position serves as a trusted resource for managers and staff navigating the full range of employment matters from performance management and accommodation to onboarding and HR systems. The HR Specialist brings both technical knowledge and strong relationship skills to their work, recognizing that sound advice is most effective when grounded in genuine partnership with the people and teams they support.

This role operates within a complex, unionized environment and requires the ability to exercise sound independent judgement while knowing when to refer more sensitive or complex matters to HR Managers. The incumbent is comfortable with overseeing a variety of day-to-day tasks, committed to equitable and inclusive practice, and motivated by contributing to positive working environment for all staff.

Organizational Status
Reports to the Sr. Manager, Human Resources and takes day-to-day directions from Human Resources Manager(s). Partners with client departments. Works collaboratively with other members of the VPA, VPRI and Governance HR team and with various departments within UBC, including but not limited to: Central Human Resources (Advisory Services and Employee Relations, Compensation, Return to Work, Benefits, Hiring Solutions), Pensions, and Payroll.

Work Performed

HR Advising:

• Provides information and general advice to client departments regarding the interpretation of collective agreements and other agreements and handbooks governing conditions of employment, as well as employment policy and legislation affecting the workplace (e.g. Employment Standards, Human Rights Code, and Freedom of Information). Responds to enquiries from departmental managers, union representative and employees. Refers matters which are moderately complex to the Human Resources Manager(s).

• Provides support to HR Manager(s) and general information and advice on various HR matters, including (but not limited to) performance management issues, organizational restructuring, change management, investigations, grievances, layoffs, terminations, or internal placement procedures involving CUPE 2950 and CUPE 116 staff. Conducts research for grievances and may participate in grievance meetings with the Union. Refers complex matters to HR Manager.

• Drafts termination letters for review. Identifies and refers more complex issues to Human Resources Manager(s).

• Facilitates graduated return to work and accommodation processes for employees returning to work and/or accommodations required to remain at work. Partnering with HR Manager(s) on complex/sensitive matters.

• Coordinates compensation matters and advises management on salary administration for all staff groups including honorariums, probationary, progression to midpoint and merit increases. Advises on all relevant forms and ensures that salary administration process is implemented in compliance with collective agreements/handbooks. Consults with Compensation Team where appropriate.

• Partnering with and/or referring foreign worker matters to UBC Housing, Immigration and Relocation Services are required.

• Advises managers to determine temporary staff needs and placement requirements.

• Provides information and general advice on University policies, procedures and practices.

Recruitment and Onboarding:

• Provides specialized equitable and inclusive recruitment expertise to managers within the portfolio by providing extensive knowledge regarding behavioral interviewing skills, staffing, position description development, evaluation of candidates against identified core competencies and classification of job descriptions.

• Overseeing full cycle recruitment activities and sharing of inclusive and equitable recruitment best practices across the portfolio for staff and student appointments, including: creating job postings; determining candidate sourcing and approach; reviewing and participating in the interview process; developing and providing guidance to recruiting managers in the design of interview questions; filtering and shortlisting candidates; making selection and salary recommendations; conducting reference checks; issuing letters of regret; and finalizing offers of employment.

• Provides input and recommendations regarding overall recruitment strategy, including ensuring all processes align with equitable and inclusive hiring values and practices and all candidates have a positive and engaging interactions at all stages of the recruitment process.

• Reviews and updates job descriptions within the portfolio, including ensuring equity and consistency among positions in the units and across the broader portfolio.

• Ensures accuracy of all documents related to employment offers and oversees the recruitment and hiring of employees through Workday.

• Creates and maintains an ongoing reserve of candidates and a library of recruitment resources including interview questions and in-basket exercises.

• Manages all aspects of onboarding processes, including ensuring actioning of building access, technology set up etc. in advance of employee start date; and identifying training needs, developing and implementing training/orientation programs necessary to meet needs of new employees.

• Coordinating the recall and internal placement process. Providing guidance and support to departments when recall candidates are to be considered. Facilitating meetings with employee and/or Union as necessary.

HR Special Projects and Administration:

• Reviews and provides guidance on various HR transactions for the portfolio ensuring accuracy and alignment with collective agreements, legislation, and HR policies and practices.

• Acts as a subject matter expert for Workday, identifying training opportunities, providing feedback to the Workday support team for proposed improvements, and liaising with departmental stakeholders on system updates and improvements.

• Oversees communication and ensures dissemination of information on key HR and strategic projects such as Workplace Experience Survey, etc. This includes planning meetings, leading trainings and delivering presentations with portfolio units.

• Provides oversight on the implementation and management of HR programs, projects and initiatives, including developing and analyzing HR metrics.

• Identifies and participates in the design of new and continuous business process improvements and updates.

• Participates in the development and the delivery of Human Resources training programs.

• Oversees the production and analysis of complex HR related reports.

• Gathering information and assisting with preparing responses to FOI requests and/or requests from ICBC.

• Participates in various HR and departmental meetings as required.

• May serve on various University committees as a representative of Human Resources.

• Performs other duties as required.

Consequence of Error/Judgement
Inappropriate advice or inaccurate information provided to clients may result in the filing of grievances, arbitration processes, or the initiation of litigation. Any of these outcomes may have significant financial consequences for client departments and may have a negative impact on the University's relationship with unions and associations, and/or may contribute to an unfavorable public image of the University. Failure to deliver services to departments in a timely manner may result in a disruption of client department operations.

Errors in judgement or the provision of poor-quality advice may also damage working relationships with client managers and departments, eroding the trust that is essential for effective HR partnership. Without this trust, managers are less likely to engage with HR proactively, undermining the ability of the HR team to provide timely, preventative support and to contribute to a positive and healthy working environment for all staff.

Supervision Received
Reports to Sr. Human Resources Manager and works closely with and takes general directions from the Human Resources Manager(s) in accordance with established principles and methods.

Supervision Given
Provides functional direction to HR Assistants. May supervise the work of temporary staff and/or student workers as required.

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

• Human resources experience preferably in a complex, unionized environment. Experience in the post-secondary sector an asset.

• Thorough knowledge of current human resources management practices and relevant provincial and federal employment legislation.

• Knowledge and experience with applying a coaching model to influence and advise client units.

• Experience sourcing candidates using a variety of methods and developing compelling recruitment strategies.

• Effective oral and written communication skills, including the ability to communicate with empathy and adapt to diverse and divergent perspectives.

• Demonstrated ability to build and maintain trust-based working relationships with client departments, union and association representatives, and colleagues at all levels of the organization.

• Ability to exercise tact, discretion, and sound judgement, including in sensitive or complex situations.

• Commitment to equity, diversity and inclusion, including the ability to reflect critically upon one’s own assumptions and biases and to recognize and address barriers to inclusion in the workplace.

• Proven ability to manage competing priorities, work effectively under pressure, and meet deadlines in a high-volume environment.

• Ability to analyze problems, identify key information and issues, and develop effective resolutions.

• Proficiency with word processing, database, spreadsheet, and presentation software and with human resource information and benefit systems (preferably Workday experience).

• Ability to travel to on and off-site unit locations.