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Staff - Non Union

Job Category


Job Profile

AAPS Salaried - Human Resources, Level B

Job Title

HR Coordinator, Attendance


Human Resources Support | Student Housing and Community Services

Compensation Range

5,468.83 - $7,878.17 CAD Monthly

Posting End Date

June 13, 2022

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

Job End Date

Job Summary

The HR Coordinator, Attendance provides the Student Housing and Community Services (SHCS) portfolio with a leading and coordinated approach to managing attendance for unionized staff. Provides training to managers and employees with regard to the attendance management program for staff who are CUPE 116 members and general principles of effective attendance management for Management and Professional staff. Works with parties to ensure medical documentation is sufficient and that appropriate supports are in place to allow staff to return to work or remain at work.

Organizational Status

Reports to the HR Manager, Recruitment and Attendance. Provides consultation affecting staff employees to the Directors, Managers, and employees of the portfolio. Works collaboratively with HR Managers and SHCS directors and managers in the portfolio to develop leadership in Human Resources practices related to health promotion and attendance management. Works collaboratively with employee group representatives and UBC Employee Relations Managers to resolve matters. Contacts and works with external agencies such as Employment and Staffing Agencies, Relocation firms, Regulatory Agencies, Human Rights Tribunal, Citizenship and Immigration Canada, Human Resources Development Canada, Employment Insurance and the Workers' Compensation Board WorkSafeBC.

Work Performed

  • Coordinates all aspects of the attendance management program for unionized staff, ensuring that Directors and Managers understand the processes, and have the tools and advice they need to manage the attendance of staff who report to them. Also provides advice on attendance issues as they relate to Management and Professional staff.

Where the ARC (Attendance Review Committee) identifies substance abuse or attendance in various treatment and rehabilitation programs, this position provides direction to management on managing employees in need of rehabilitation for various forms of substance abuse or other related mental health issues. Consults with the Employee Relations Manager on individual cases.

Works in collaboration with the Employee Relations Manager on labour relations issues related to substance abuse and rehabilitation management arising from the Attendance Review Committee.

Where duty to accommodate situations are identified through the ARC process, works in collaboration with HR Manager, Recruitment and Attendance HR Coordinators and the appropriate manager to identify possible accommodations in the workplace.

Develops training/workshops/studios for managers and employees with regard to the attendance management program and processes ensuring they know what is expected of them.

Represents the SHCS portfolio in any labour relations issues related to the program such as various grievance meetings or arbitrations related to the program. Provides documentation and relevant information to Employee Relations Manager as required.

Provides advice to managers on requesting appropriate medical documentation.

Participates in the (ARC) for CUPE 116 cases and manages all aspects of communication arising from the committee.

Oversees maintenance of accurate statistical records on absenteeism for the portfolio.

Works with the HR Manager, Recruitment & Attendance and Employee Relations in the development and implementation of attendance management strategies through the development of policies, guidelines, program development, training initiatives and special projects.

In collaboration with the Health Promotion Programs team, participates in the implementation of the Abilities Management Program.

Keeps current with research and best practices related to all aspects of Health Promotion.

  • In collaboration with Directors and Managers, promotes educational and fitness initiates that will assist in reducing absenteeism.
  • Provides interpretation and advice regarding collective agreements, contracts, government legislation and University policies, procedures, practices and guidelines.

Participates in a wide range of projects and committees.

Performs other related duties as required.

Consequence of Error/Judgement

The decisions and recommendations of the HR Coordinator, Attendance may have legal, financial, contractual and operational implications for the department, the University and employees, both in the short and long term. The successful managing of the attendance management initiatives, return to work related issues, substance abuse and rehabilitation issues, is vital to the success of both the Human Resources department and the SHCS portfolio. Failing to successfully manage these initiatives will result in lower productivity and lower morale. Poor working relationships may contribute to lower staff morale and have a negative impact on the reputation of the University and the Department of Human Resources and affect relations with various contacts. Failure to accurately assess client needs, exercise appropriate judgement and foresight may impact on the ability of the Department of Human Resources to achieve their objectives or goals.

Supervision Received

Reports to the HR Manager, Recruitment & Attendance.

Supervision Given


Minimum Qualifications

Undergraduate degree in a relevant discipline. Minimum of three years of related experience, or the equivalent combination of education and experience.

Preferred Qualifications

Experience in the administration of collective agreements and labour relations in a complex, unionized environment. Experience in employee development and conflict resolution preferred. Experience in managing attendance initiatives, return to work initiatives, and health promotion. Experience in addressing rehabilitation and substance abuse. Thorough knowledge of current Human Resource Management practices. Knowledge of provincial and federal legislation governing employers' human resource practices. An understanding of the university environment and culture is an asset. Effective oral and written communication, interpersonal, organizational, analytical, problem solving, facilitation and conflict resolution skills are essential. Ability to find creative and innovative solutions to complex problems and situations. Proven ability to influence others. Ability to adapt to changing priorities, and set work priorities, work under pressure and meet deadlines in a fast-paced, diverse, complex and changing environment. Demonstrated ability to establish and maintain supportive working relationships with all levels of management, staff, associations, and bargaining unit representatives. Proven ability to develop and implement strategies to meet the needs of clients. Proven ability to work in a team and collaborate with others. Ability to negotiate and to deal with issues involving conflict. Ability to respect and advocate for diverse perspectives, including perspectives in conflict with one's own. Demonstrated ability to effectively communicate and interact with empathy, understanding and, respect of diverse and divergent perspectives and behaviours.

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