Staff - Non Union
M&P - Excluded M&P
XMP - Human Resources, Level C
Human Resources Manager, Operations
Human Resources and Executive Administration | President's Office, VPA, VPRI | Central Human Resources
$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.
August 3, 2026
Note: Applications will be accepted until 11:59 PM on the Posting End Date.
Job End Date
Ongoing
This position is expected to be filled by promotion/reassignment and is included here to inform you of its vacancy at the University.
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 Manager, Operations (HRM) provides leadership in the strategic transformation and oversight of operational HR services across the President’s Office, Provost & VP Academic (VPA), and VP Research & Innovation (VPRI) portfolios. This role is responsible for developing and implementing innovative HR service delivery models that enhance efficiency, consistency, and strategic alignment across complex organizational structures. The HRM will lead the redesign of HR operations to ensure seamless, high-impact service while providing expert HR counsel to units requiring specialized support. This role will collaborate with the Associate Director, Human Resources, to support the operational execution of strategic talent and workforce initiatives led by the ADHR. Additionally, the role will focus on capacity-building by leading and training a team of HR Specialists, HR Coordinators and HR Assistants, ensuring knowledge equity and a consistent level of expertise across the team.
Organizational Status
The HRM operates within a complex and multi-faceted portfolio, supporting the President’s Office, Provost & VP Academic (VPA), and VP Research & Innovation (VPRI).
The President’s Office units include the Office of University Counsel, the Enterprise Risk and Assurance Office as well as the Board of Governors Office and the UBC Ombuds Office. The Provost Office and VP Academic portfolio includes 15 different units, programs and Colleges each with varying priorities and goals. The VP Research and Innovation portfolio includes 16 units. Each unit has unique identities, values, sizes, needs, and geographical locations. The uniqueness of this portfolio supporting two Vice-President’s Offices as well as the President’s Office requires a high level of timely decision-making, sound judgement, and support.
This role requires close collaboration with senior leadership teams across these areas, ensuring HR services are effectively aligned with institutional strategies. The position serves as a key advisor on operational HR matters, service transformation, and workforce planning for highly specialized offices that require advanced HR expertise.
Work Performed
1. HR Operational Transformation and Leadership
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Leads the transformation of HR operational services, ensuring a streamlined, client-focused, and scalable approach across the portfolio.
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Develops and implements effective HR service delivery models within a decentralized yet complex organizational environment that provide strategic and proactive support to clients.
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Identifies and integrates best practices in operational HR management to improve processes, workflows, and service standards.
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Establishes governance structures, metrics, and continuous improvement methodologies to assess HR service effectiveness and alignment with portfolio goals.
2. Complex HR Advising & Strategic HR Planning
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Assists the Director, Human Resources, in the identification, development and planning of HR initiatives and activities within the portfolio. This includes but is not limited to the participation in the development and implementation of portfolio-wide initiatives on equity, diversity and inclusion, workplace engagement and wellbeing initiatives, and flexible/hybrid work planning initiatives.
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Supports the Director and Associate Director with providing advice 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.
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Provides expert HR advice to units requiring sophisticated support, including highly specialized offices and leadership teams.
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Advises on workforce planning, organizational design, and transformation strategies to optimize HR support for evolving institutional needs.
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Supports cross-portfolio HR initiatives related to talent management that are led by the Associate Director, Human Resources, by aligning operational processes, systems, and delivery frameworks to ensure consistent and effective implementation.
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Advises on operational workflows, documentation, and HR system considerations to enable the successful delivery of strategic talent, workforce planning, and leadership development programs
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Provides strategic guidance on restructuring efforts and change management to ensure alignment with institutional priorities and objectives.
3. HR Administration and Staff Management
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Manages a team of HR and administrative professionals. Develops and leads comprehensive training for HR Specialists and HR Assistants, ensuring all team members are equipped with the necessary knowledge base and understanding of best practices in HR service delivery.
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Establishes performance metrics and accountability measures to ensure continuous improvement and high-quality HR service delivery.
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Fosters a collaborative team environment that encourages knowledge sharing, innovation, and proactive problem-solving.
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Implements talent-related processes developed by the Associate Director, ensuring efficient and consistent execution across all supported units.
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Partners with various stakeholders across the University to implement staffing changes (new classifications, collective bargaining impacts, etc.) into Workday, leading on the HR administrative components that are relevant to the portfolios supported.
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Chairs and/or participates in regular departmental meetings and business unit meetings in order to provide a forum for discussion of human resources issues and provide new and revised human resources practices.
4. Strategic Recruitment Leadership
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Develops, guides and implements strategies to optimize the efficacy of strategic recruitment support.
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Works with senior leaders and executives on prioritizing and defining recruitment needs and the support required.
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Leads the development of new programs targeted to increasing staffing levels for hard-to-fill positions, consulting with applicable unions or associations, as required.
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Responsible for ensuring best practices related to equity, diversity and inclusion, are embedded in departmental recruitment processes.
Consequence of Error/Judgement
Errors in judgment or misalignment of HR service delivery strategies could impact operational effectiveness, employee relations, and institutional credibility. Ineffective planning and implementation of HR services may lead to inconsistencies, reduced service efficiency, and dissatisfaction among stakeholders. Failure to properly advise on complex HR matters may result in non-compliance with employment legislation, financial risks, and reputational damage to the University. Additionally, ineffective training and capacity-building efforts could result in service gaps and reduced HR team performance.
Supervision Received
Reports to the Director, Human Resources and Executive Administration. Operates with a high degree of independence, with work reviewed in terms of strategic alignment, service impact, and organizational effectiveness. Regularly engages with senior leadership for strategic planning and HR service transformation initiatives.
Supervision Given
Manages a team of HR Specialists, HR Coordinators and HR Assistants, providing leadership, coaching, and professional development opportunities. Ensures a standardized knowledge base among HR professionals, fostering a culture of continuous learning and operational excellence. Leads the team in the execution of HR service delivery strategies, setting performance expectations and providing guidance on complex HR matters. Facilitates collaboration across HR teams to drive consistency and efficiency in service delivery.
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
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Certified Professional in Human Resources (CPHR) designation is preferred.
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A strong background in operational HR strategy, service delivery transformation and complex advising.
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Experience in working within higher education, research, or public sector organizations is highly preferred.
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Strong understanding of HR policies, procedures, legal compliance, and collective agreements in a university or similar setting.
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Familiarity with HR technology, including Workday or similar HRIS systems.
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Proven ability to lead HR teams, with a focus on coaching, development, and performance management.
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Ability to develop and execute HR strategies aligned with institutional goals.
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Strong interpersonal skills with the ability to build and maintain relationships across multiple levels of the organization.
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Ability to work effectively in a diverse, multicultural environment, promoting inclusion and equity.
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Demonstrated ability to build, manage and maintain high-quality and productive relationships across cultural difference.
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Demonstrated ability to effectively communicate and interact with empathy, understanding and, respect of diverse and divergent perspectives and behaviours.
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Works in a collaborative and inclusive manner, fostering equitable experiences and a respectful environment for all staff.
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Acknowledges, reflects upon and challenges one’s own biases and assumptions.
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Recognizes and addresses personal and institutional assumptions and behaviours that create barriers to inclusion
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Expertise in leading organizational change and ensuring successful adoption of new initiatives.
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Excellent verbal and written communication skills, with the ability to prepare reports and make presentations to senior leadership.
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Strong problem-solving abilities, exercising sound judgment in complex situations.
