Human Resources (HR)
The focus of the HR workstream is to enhance the employee experience for faculty, staff and student employees. The work includes improving foundational classification and compensation data and the creation of standard, consistent HR and payroll practices. For potential candidates applying to UBC through their career journey at UBC, the workstream is focused on providing a new level of mobile-enabled, self-service functionality for the campus community. The potential HR scope under analysis includes:
- Compensation Management
- Core HR Management
- Talent Acquisition
- Workforce Management
Benefits are a foundational component of a faculty and staff’s total compensation package. The program includes health benefits such as: MSP, Extended Health, Dental, Health Spending Account, Employee & Family Assistance Program, Life Insurance, Long-term Disability Plan, etc., as well as delivery of administration of benefits (including rate changes, retroactive enrolment, adjustment and termination of benefits),
Compensation programs and policies are in alignment with the Public-Sector Employers Council (PSEC) and provide monetary compensation to support retention and attraction of staff and faculty, as well as rewards sustained performance. The programs and processes include: job evaluation and classification, compensation reviews, market surveys, and salary administration (i.e. faculty salary increases, honoraria, administrative stipends, merit increases, step increases, general wage increases, etc.).
Core HR Management focuses on core information related to the institution and to the employee, including the broader workplace (i.e. Paymaster). It includes: organizational charts, employee records (personal information, work history, bios, interests and affiliations, status and location), position management, and self-service options for employees to view, access and where appropriate, submit changes to their information.
Onboarding supports the hiring process by which new or existing employees are welcomed into the university and/or Faculty/VP Unit/Department, and acquiring the necessary information, tools and learning to be effective in their new role. Offboarding supports staff and faculty when they leave the university or their role by providing the necessary information and tasks prior to their departure date.
UBC has a robust payroll function that supports timely and accurate payment of staff, faculty and Paymaster individuals. Payroll includes managing the payroll cycle which includes calculation of pay, taxes and deductions, payroll processing, year-end reporting. etc.
Talent Acquisition supports the attraction, interviewing and hiring of internal and external applicants to roles within the university. It involves external advertising, job postings, application criteria and packages, recruitment methodology and candidate assessment/selection, selection committees, and offers. It also included compliance with regulatory requirements (i.e. visa and work permits).
Workforce Management includes the forecasting and scheduling of employee resources while ensuring accurate tracking and reporting of time, attendance, and leaves. It brings an aligned and coordinated approach to employee resourcing and deployment within UBC’s complex work environment (i.e. numerous business rules, collective agreements, various jobs and locations, etc.) while ensuring compliance with regulatory requirements.
Read more about Workday Human Capital Management for Higher Education.