Staff - Non Union

Job Category

M&P - Excluded M&P

Job Profile

XMP - Human Resources, Level D2

Job Title

Associate Director, Human Resources

Department

Human Resources Advising | President's Office, VPA, VPRI, VPH | Central Human Resources

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

July 31, 2025

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

Job 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 Associate Director, Human Resources (ADHR) is a strategic leadership role supporting a broad range of people and culture initiatives across the President’s Office, Provost & VP Academic (VPA), and VP Research & Innovation (VPRI) portfolios. Additionally, the ADHR has primary responsibility for the design, development, and implementation of portfolio-specific talent management strategies, including workforce and succession planning, and for oversight of employee relations activities across the portfolios.

Leading a team of HR Managers, the ADHR oversees the delivery of responsive, inclusive, and high-impact HR services that align with institutional priorities and the evolving needs of the portfolios. In close collaboration with senior academic and administrative leaders, the ADHR provides expert guidance on complex HR matters and contributes to organizational transformation through cross-functional engagement, strategic counsel, and thought leadership in advancing UBC’s people strategy.

Organizational Status

The Associate Director reports to the Director, Human Resources and Executive Administration. The position works closely with senior leadership across the portfolios—including the Provost, Deputy Provost, Vice-Presidents, Associate Vice-Presidents, and Executive Directors—and partners extensively with central HR, Employee Relations, the Equity & Inclusion Office, and other institutional offices. The role also represents the portfolios on university-wide committees, working groups, and HR initiatives.

The ADHR leads a team of HR Managers and acts as the primary escalation point on complex or sensitive matters related to employee relations, workforce planning, and strategic HR delivery.

The ADHR will collaborate with and provide direction to the Organizational Development & Learning Specialist as it relates to specific projects and initiatives. The ADHR also collaborates with the Senior HR Manager to ensure the operational delivery of talent and workforce strategies aligned with strategic objectives and institutional frameworks.

Work Performed

1. Strategic Talent Management & Workforce Planning

• Owns the design and delivery of talent management programs that reflect the principles of equity, diversity and inclusion, and embed inclusive leadership, equitable career development pathways, and employee engagement strategies into the portfolios’ people practices.

• Leads the strategic design, development and implementation of workforce and succession planning initiatives across the President’s Office, Provost & VP Academic, and VPRI portfolios to ensure long-term organizational capacity and leadership continuity.

• Partners with senior leads and HR stakeholders to proactively assess current and future workforce needs, identifying critical roles, talent gaps and organizational risks in support of evolving academic and administrative mandates.

• Leads the strategic design and evaluation of portfolio-wide frameworks for recruitment, onboarding, performance development, and succession planning, with a focus on cultivating internal talent pipelines and improving representation at all levels. Partners with the Senior HR Manager to ensure effective implementation and operational alignment.

• Works collaboratively with central HR teams and institutional partners (e.g. Equity & Inclusion Office, Learning and Talent Development) to ensure alignment of talent strategies with university-wide frameworks and to leverage institutional best practices.

• Provides thought leadership and strategic counsel to senior executives on complex or emerging talent issues, ensuring that people strategies are integrated with broader organizational transformation and academic priorities.

• Drives continuous improvement in talent practices, monitoring sector trends, benchmarking against peer institutions, and adapting tools and programs to ensure innovation and impact in workforce planning and talent development.

• Ensures workforce strategies are informed by evidence-based decision-making on staffing models, career progression frameworks and role evolution in alignment with institutional goals.

• Provides strategic direction to the Senior HR Manager and other HR functional leads to ensure operational processes, tools, and systems support the effective delivery of portfolio-wide talent and workforce strategies.

2. Advisory Leadership

• Provides leadership and strategic oversight in employee relations (ER) across the President’s Office, VPA, and VPRI portfolios.

• Guides HR Managers in managing employee relations issues, including contract and collective agreement interpretation, grievance handling, progressive discipline, investigations, and accommodations.

• Serves as the escalation point for especially complex or sensitive ER files, offering expert guidance, risk assessment, and strategic advice to ensure consistent and legally sound outcomes.

• Represents the portfolios in high-risk or complex discussions with unions, in collaboration with the Director and central Employee Relations, where precedent-setting implications may arise.

3. People Leadership and HR Service Delivery

• Leads and coaches a team of HR Managers to ensure effective, responsive and strategic HR service delivery across the portfolios.

• Sets team priorities, allocates resources, and oversees operational execution of HR programs aligned with institutional strategy.

• Provides guidance and oversight to HR Managers on complex HR matters, senior academic appointments, and HR program implementation.

• Supports the Director in the negotiation and administration of senior academic appointments, in collaboration with the Provost, Vice-President Human Resources, Office of the President, and Faculty Relations; managing and directing effective workflow including developing contractual agreements and ensuring appropriate budgetary approvals.

• Collaborates with senior portfolio leadership and central HR to ensure services meet evolving needs and expectations.

4. Organizational Change and Strategy

• In collaboration with the Director, oversees the development, implementation and continuous improvement of HR policies, ensuring consistency and compliance.

• Leads special projects related to HR service enhancement, including preparation of strategic reports, policy recommendations and change management resources.

• Aligns HR initiatives with university-wide frameworks and long-term goals.

5. Stakeholder Engagement

• Builds and maintains trusted relationships with senior leaders and key institutional partners to support HR strategy and problem-solving.

• Represents the portfolio in university-wide working groups and committees and liaises with key stakeholders internally and externally as required.

• Advocates for the portfolio's HR needs in institution-wide forums, ensuring alignment and influence on university-wide HR priorities.

Consequence of Error/Judgement
The Associate Director is accountable for providing sound strategic advice and leadership on human resources initiatives that directly impact the organizational effectiveness, compliance, and workforce sustainability of three major executive portfolios. Errors in judgment, failure to align with institutional priorities, or poor risk assessment may result in legal, financial, and reputational exposure for the University. Inadequate planning or mismanagement of talent or ER strategies could lead to disruption in operations, workforce instability, loss of key talent, or inconsistent application of university policy. The ADHR is also responsible for safeguarding equity and inclusion within HR practices; failure to uphold these principles may negatively impact organizational climate, employee engagement, and institutional commitments to EDI.

Supervision Received
Reports to the Director, Human Resources and Executive Administration. Operates with a high degree of independence, with work reviewed based on strategic alignment, service impact, and organizational effectiveness. Engages with senior leadership on strategic HR matters and portfolio-wide transformation initiatives.

Supervision Given
Manages a team of HR Managers, providing leadership, coaching, and professional development opportunities. Ensures the HR team delivers high-quality services and acts as strategic partners to leadership. Leads the team in executing HR service delivery strategies, setting performance expectations, and providing guidance on complex HR matters. Provides strategic oversight to HR leadership roles such as the HR Manager, Operations, to ensure alignment between strategic HR direction and operational execution.

Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of eight to nine years of related experience including at least three years 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

• A bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s preferred).

• Leadership experience in an academic or research institution.

• Certified Professional in Human Resources (CPHR) designation is preferred.

• Strong understanding of HR policies, procedures, legal compliance, and collective agreements in a university or similar setting.

• Demonstrated ability to develop and implement HR strategies aligned with institutional priorities.

• Expertise in talent management, workforce planning, employee relations, and organizational development.

• Proven track record of leading change management initiatives and complex HR projects.

• Familiarity with HR technology, including Workday or similar HRIS systems.

• Proven ability to lead HR teams, with a focus on coaching, development, and performance management.

• Ability to develop and execute HR strategies aligned with institutional goals.

• Strong interpersonal skills with the ability to build and maintain relationships across multiple levels of the organization.

• Ability to work effectively in a diverse, multicultural environment, promoting inclusion and equity.

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

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

• Works in a collaborative and inclusive manner, fostering equitable experiences and a respectful environment for all staff.

• Acknowledges, reflects upon and challenges one’s own biases and assumptions.

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

• Expertise in leading organizational change and ensuring successful adoption of new initiatives.

• Excellent verbal and written communication skills, with the ability to prepare reports and make presentations to senior leadership.

• Strong problem-solving abilities, exercising sound judgment in complex situations.