Reporting to the Chief Administrative Officer of the Temerty Faculty of Medicine (TFoM), and with an indirect reporting relationship to the AVP, University HR, the Director oversees and manages the full spectrum of Human Resources services across two divisions, the TFoM and the Dalla Lana School of Public Health, for managerial, administrative/operational and research staff.TFoM – Canada’s premier medical faculty, ranked 4th in the world in 2023 for clinical medicine and health education – has a deep history of global leadership in ground-breaking research and innovation, attracting powerhouse scientists, preparing expert physicians, rehabilitation professionals and researchers, with access to one of the most diverse populations in the world. In August 2023, the U of T was ranked 18th in the world, owing to its strong performance in health sciences research.Home to over 10,000 faculty and staff, 8,200 learners, 1,600 principal investigators who conducted $955 million in research funding in 2022-23, and 19 Canada Research Chairs, and with an operational budget of approximately $400 million, the Faculty’s impact in medical education and life-changing health research is represented across its 26 departments and 25 research centers and institutes, where research on infectious diseases, chronic health challenges, health equity, Indigenous health, and other areas is conducted in an interdisciplinary environment amongst complex, geographically dispersed research, learning and working environments. TFoM is a major partner within the Toronto Academic Health Science Network, one of North America’s largest, most productive biomedical research, education and clinical networks, comprised of 14 full and associate affiliate teaching hospitals, and dozens of community-affiliated hospitals and clinical care sites in the Greater Toronto Area and beyond, with Temerty Medicine receiving 20% of all CIHR Investigator-Initiated Research Project and Foundation Grants awarded in Canada.

Reporting to the Associate Vice President, Human Resources, I was responsible for leading teams that were accountable for HR business partnering, labour relations, talent attraction & development, benefits & pension as well as employee wellness & disability management.Priorities in the role included leveraging a diverse team to tackle broad institutional challenges and maintaining positive employee relations during a period of significant organizational evolution and financial constraint.

Reporting to the VP, Finance & Administration in an interim capacity, I provided organizational direction and consulting expertise with emphasis on HR transformation projects including facilitation and execution. The primary emphasis was guiding the Human Resources response, and the resulting employee experience, through the pandemic. During this period of transition I was also accountable for conducting an organizational HR functional review, realignment of portfolios, as well as overseeing key HR system upgrades to optimize technological solutions.Highlights & Achievements:o Led the HR department through all phases of the COVID-19 pandemic (rapid testing program, vaccination declarations and mandate, related data review and integration, and government restriction compliance)o Championed the Hybrid Work Program development and delivery to align with the return to campuso Continually adjusted talent and service levels to ensure delivery and maintenance of core HR functionso Authored and presented Human Resources reporting to the HR Committee of the Board of Governorso Developed a job action and contingency planning framework for the institution

Reporting to the Director, Human Resources, this was the sole position accountable for providing organizational leadership with respect to all labour relations matters. This included leading collective bargaining negotiations, providing instruction to external counsel regarding arbitrations & employment matters, providing guidance on complex workplace investigations, overseeing employment policy development and legislative compliance issues, as well as serving as the primary contact from CBE for central (provincial) and local bargaining matters.As the second largest school district in Canada with over 240 schools, the CBE has 13,000 employees, of which 99% are represented by one of eight unions.

Reporting to the Director, Human Resources, I partnered with Corporate client groups and was responsible for providing full scope HR support. I provided direction and coaching to people leaders on recruitment, workforce & succession planning, retention strategies, compensation planning, talent development, disability management and employee relations matters. This included conducting workplace investigations, facilitating the talent review process and managing the salary planning process. I also worked with HR team members across other regions of Canada & US to continually improve HR programs and ensure coordinated practices and roll-outs.

Reporting to the AVP, Human Resources, this position led and implemented matters relating to (non-academic) employee and labour relations. The primary role was to act in a consultative capacity with HR Business Partners and senior leaders on collective agreement interpretation, legislation, performance management, grievances, investigations, and complex disability management issues. I also had accountability for researching, developing and implementing institution-wide HR programs including developing and delivering employee and labour relations training to HR Business Partners and people leaders.In this position I was also the lead university representative in collective bargaining with AUPE including related accountabilities such as oversight to proposal development, costings, research and implementation.

Reporting to the Executive Director, I provided HR oversight for the 11 departments in the division, comprised primarily of managerial and professional employees. I partnered with business unit leaders at all levels on organizational design, change management and on developing bespoke talent attraction, career pathing and retention strategies. Some of the departments included in this diverse portfolio were Communications & Marketing, Legal, Government Relations and Campus & Community Planning.

Reporting to the Director of Administration in the Department of Psychiatry located in the UBC Hospital, I provided HR support and guidance to people leaders for all faculty & staff. As this was the first dedicated HR Manager role within the department there was an emphasis on developing relationships and integrating consistent, effective human resource practices. Focus areas included recruitment & immigration, compensation practices, as well as policy and collective agreement education.The Department of Psychiatry was made up of approximately 500 members across multiple locations throughout the province. The employee population was comprised of five employee groups, both represented and non-represented, including Faculty, Clinical Faculty, Management & Professional, Research Specialists and Administrative Staff.

Reporting to the Manager, Workplace Health Services, I was the first point of contact and subject matter expert for the Long Term Disability (LTD) process and contracts that varied across employee groups (faculty & staff population of approximately 15,000). I also acted as back-up support for the University's WCB program.I coordinated procedures between internal departments and the insurance carrier for LTD claimants and those able to return to work. I also ensured accurate administration of salary, benefits, pension, rehabilitation earnings and LTD payments which included detailed auditing of the Human Resource Information System. I also partnered closely with multiple stakeholders including employees, managers, employee representation, Human Resources, Pension Office, Return to Work Coordinators and Rehabilitation Consultants to problem solve and help ensure a positive experience throughout the claims process.