Program Manager, Performance Enablement - VancouverUBC, Canada - University of British Columbia

Description

Job Category
M&P – AAPS

Job Profile
AAPS Salaried – Human Resources, Level A

Job Title
Program Manager, Performance Enablement

Department
Program Leadership Workplace Learning and Engagement Central Human Resources

Compensation Range
$5,209.17 – $7,485.33 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
November 20, 2023

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

Job End Date

Dec 31, 2024

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

This position provides administrative leadership and program management for GPS (Goals, Performance, Success), UBC's performance enablement program for staff, which is in its pilot phase and expected to expand in mid-2024.

This role will lead the internal UBC team to implement, assess, refine, and expand the GPS program. The role works collaboratively with Central HR and portfolio specific HR teams to successfully implement and continually strengthen the performance engagement program.

ORGANIZATIONAL STATUS

This position reports to the Executive Director, Talent Management and works collaboratively with Learning and Talent Development team members, the HR Communications team members, Central HR Leadership and UBC HR Directors in portfolios across the University.

WORK PERFORMED

Participates as a member of the Talent Development team and facilitates the implementation of the GPS pilot program, including its refinement and expansion beyond the pilot program.

Workday:

• Manages pilot participants' access to Workday functionality ensuring that proper and appropriate access is provided; monitors access and provides feedback and recommendations to project group and ISC regarding access and access related issues
• Coordinate with project team and project leads to draft and decide project timelines and roll out dates; evaluates and reviews dates and timelines and consults with project team as GPS program expands
• Collects, analyses and summarizes feedback from participants and end-users of Workday training resources to create and provide meaningful and data driven updates to the GPS project team and team members
• Tests performance enablement functionality; identifies and suggests areas for improvement to the GPS project team
• Reports on utilization as required
• Participates in committee meetings and project meetings with ISC and Workday as it relates to Workday functionality

Communications:

• Manages the administration and distribution of the GPS Program learning tools and materials for Pilot Participants and provides end-to-end support:
  • Manages the online portal (i.e. SharePoint) for learning tools and materials
  • Manages access for new hires/departures/changes
  • Identifies resource needs; collaborates with communication experts to develop and create resources for SharePoint site
  • Creates and posts updates and ensures resources are updated as needed
  • Provides analysis of utilization
  • Oversees schedule/calendar of activities related to GPS across portfolios
• Using knowledge and sound judgement of the GPS program, responds appropriately to communications received on mailbox.
• Evaluates when updates and revisions are needed to the GPS program templates and graphics; manages resources to ensure updates and revisions are made and communicated.
• Liaises with HR Directors in each portfolio to deliver communications regarding GPS orientation, training, and timing of various program elements.
• Supports the development and implementation of the communication plan, and identifies when changes are needed as the program develops.
• Acts as a resource for partners and participants; advises and guides on communication and project plans.

Training:

• Develops collaborative relationships with key leads and participants involved in the GPS program.
• Develops comprehensive plans and timelines for all GPS training sessions across participating portfolios, ensuring they meet deadlines in alignment with the program roll out.
• Ensures resourcing of training sessions is identified and managed; ensures trainers have the appropriate tools and information to be able to deliver successful training sessions.
• Liaises with HR Directors in each portfolio to deliver communications on training.
• Requests, gathers and addresses feedback escalating when appropriate.
• Develops and presents reports for the GPS project team, trainers, and leadership, summarizing collected feedback from training sessions.
• Identifies and evaluates opportunities for continuous improvement.
• Utilizes change management principles in communicating and developing project information, timelines and outcomes.

Other duties as assigned requisite with skills and experience.

CONSEQUENCE OF ERROR

Exercises judgment and initiative in the implementation of the GPS program. The quality, ethics, integrity, timeliness, relevance, and accuracy of the program's services are critical to the performance culture at UBC. Inappropriate, ineffectual, or poor messaging in communications/marketing content could result in loss of employee and manager engagement.

SUPERVISION RECEIVED

Works directly with and reports to the Executive Director, Talent Management. The Program Manager is expected to initiate, evaluate, and monitor cyclical processes, engage collaboratively with HR staff in multiple units, line managers and employees.

SUPERVISION GIVEN

None

Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of two to 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

University degree, preferably in business, psychology, communications, or a related area. Working knowledge of performance enablement, organizational development, leadership development and communications.

Skills:

• Ability to work well with others, demonstrate effective intercultural communication skills, and deal professionally and diplomatically with faculty, staff, students and the general public.
• An understanding and/or interest in university culture, an understanding of the nature of performance enablement within an organization, and a balance of creative, technical, analytical, and social/interpersonal skills.
• An understanding of change management principles and how they are applied in a large complex environment
• Ability to manage multiple tasks across different portfolios as part of the project
• Ability to speak in front of large and small groups
• Ability to facilitate meetings, workshops or events.
• Excellent communication skills. Ability to adapt writing styles for various purposes and audiences.
• Demonstrate capacity for innovation, idea generation, research, and project management.

View or Apply

To help us track our recruitment effort, please indicate in your email – cover/motivation letter where ) you saw this job posting.