Staff - Non Union

Job Category

M&P - Excluded M&P

Job Profile

XMP - Human Resources, Level C

Job Title

Workplace Mediator

Department

Strategic Employee, Faculty and Labour Relations and HR Policy | Central Human Resources

Compensation Range

$7,851.50 - $12,243.25 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

August 2, 2026

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

This position is subject to the satisfactory completion of required background checks

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 Summary

UBC is committed to fostering a positive and respectful working environment in which all our community members are respected, where all members of the UBC community are treated fairly, where dialogue and discourse within the workplace is handled with respect, and where the diversity of UBC faculty, staff and student employees have equal opportunity to participate in the life and work of the university.

The Workplace Mediator has a mandate to work collaboratively with campus partners to action university commitments to creating safe and respectful work environments for all employees per UBC’s Respectful Environment Statement. This will include active deployment as a workplace mediator and facilitator to address and resolve conflict through early intervention. The Workplace Mediator will employ trauma-informed and inclusive approached for individuals and teams. The Workplace Mediator will also serve to detect structural barriers to resolving workplace conflict and will appropriately escalate issues to assist resolution.

Organizational Status

The Workplace Mediator reports directly to the Associate Vice-President, Human Resources, and has a dotted-line reporting relationship to the Executive Director, Advisory Services and Professional Standards and will work closely with conflict engagement counterparts within the University, human resources, and other key stakeholders to support faculties and units. The Workplace Mediator will be engaged directly by Employee Relations and Faculty Relations practitioners within Human Resources to address identified conflicts as they arise. They will provide advice and guidance to senior level human resource professionals, academic and administrative leaders, and employees, and work with unions and associations as needed.

The UBC Vancouver Campus is located on the traditional, ancestral, and unceded territory of the xʷməθkʷəy̓əm (Musqueam) people. The City of Vancouver is located on Musqueam, Squamish, and Tsleil-Waututh First Nations territory.

Work Performed

Resolves identified workplace conflict through formal and informal approaches including mediation and facilitation. Responds to respectful workplace related concerns that are raised by or about employees. Promotes respectful workplace practices. Provides advice and support to UBC leaders and any UBC community member who seeks to contribute to respectful workplace policies, practices, interactions, and environments at UBC. Receives, reviews, and triages complaints to determine if a complaint should be handled by another office or department. Performs intake of new complaints, making determinations concern whether prima facie criteria are met. Promotes and contributes to the creation of a vision, strategic and operational plan related to conflict engagement for the University, including the building and leadership of a team. Develops conflict engagement initiatives with a focus on supporting alternative pathways to resolving disputes to build and strengthen our communication and resolution skills. Partners with the EIO, the IO, and other units, on conflict engagement educational initiatives. Plans and develops new initiatives to build leadership skills and resources to engage with conflict in the workplace. Conducts conflict analysis and assessment to support the guidance and advice to Administrative Heads of Units, Managers, Heads, Directors, and others in applying conflict engagement principles, practices, and strategies to active conflict(s) with a focus on restorative and sustainable outcomes. Works collaboratively with the EIO, the IO, and other units, respecting their areas of expertise and mandates. Represents UBC and participates in professional organizations that provide professional development opportunities related to conflict engagement, on a local, provincial, and/or national scale. Liaises with individuals, community organizations, professional organizations, post-secondary educational institutions, and other partners.

Consequence of Error/Judgement

Errors in judgment may have negative consequences and cause deterioration to faculty, staff, and student employees, and impact negatively the Units workplace and the health and wellbeing of those involved. Decisions and recommendations may have university wide legal, financial, contractual and operational implications.

Accountable for promoting and fostering a positive atmosphere and relationship between the University and its employee groups. Balances department/unit objectives within the context of university wide human resource strategies. This position requires knowledge of communication and consultation processes and protocols in working with faculty, staff, students, unions, associations, and communities. A lack of familiarity and understanding of the various issues could result in negative relationships and outcomes.

Supervision Received

Reports to the Associate Vice-President, Human Resources and has a dotted-line reporting relationship to the Executive Director, Advisory Services and Professional Standards. Acts independently and will act in partnership with the Associate Vice-President and the Executive Director and in collaboration with partner offices. Works under broad direction, results reviewed for achievement of overall objectives.

Supervision Given

None.

Minimum Qualifications

Undergraduate degree in a relevant discipline. Minimum of five to seven 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

Continuing conflict resolution certifications and/or professional designations. Demonstrated commitment to respect diverse perspectives, including perspectives in conflict with one’s own, including the principles of equity, inclusion, and belonging to support and advance a thriving work environment. Demonstrates a commitment to enhancing one’s own awareness, knowledge, and skills related to conflict management frameworks and techniques. Experience and proven skills in implementing and applying conflict engagement practices and strategies that foster a productive, inclusive and respectful environment in a large, decentralized organization. Proven experience and demonstrated knowledge in the implementation of educational programs and campaigns related to alternative resolution processes. Demonstrated interest and/or grounding in dialogue and conflict management theory and practice, and ability to develop and implement educational programs and campaigns to build the capacity of faculty, staff, and student employees in these areas.