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.

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

Job End Date

This position is subject to the satisfactory completion of required background checks.

JOB DESCRIPTION

Job Description Summary

The Lead, Performance Enablement and Change champions the overall performance enablement process at UBC, with responsibilities for the delivery, operationalization, and adoption of UBC’s performance enablement practices, processes, and systems, including the Goals, Performance, and Success (GPS) platform. The role supports the development of a modern performance culture to drive employee engagement and organizational success across the university by enabling clear expectations and high-quality goal setting, ongoing feedback and development-focused conversations as well as fair and consistent performance practices.

This role is responsible for delivering and embedding effective performance enablement practices by translating the University’s existing performance framework, tools, and systems into practical and updated supports for leaders and HR partners. The Lead, Performance Enablement and Change builds leader capability, strengthens the quality and consistency of performance practices, and enables meaningful goal setting, feedback, and development conversations to take place seamlessly across a highly distributed network of units, faculties and portfolios.

The role also leads change management planning and implementation for specific HR initiatives, supporting leader readiness, stakeholder engagement, and sustainable adoption of new processes, practices, and ways of working across the university.

Organizational Status

This role reports directly to the Associate Director, Organizational Development & Engagement as part of the VPHR portfolio.  In collaboration with organizational development specialists, coaches, and adult learning professionals, the Lead partners strategically with other HR teams and key partners across the UBC community to translate performance enablement direction into practical tools, learning, and operational supports, and leads the end-to-end implementation, day-to-day operations, and adoption of GPS as a key enabler of performance culture at UBC.  Contributes to university-wide Central HR initiatives by supporting consistent execution and adoption aligned with broader strategic direction.

Work performed

Performance Enablement (Goals. Performance. Success)

• Responsible for adoption of GPS across faculties and portfolios, including planning and execution
• Provides guidance to the Program Manager in the day-to-day operations of GPS
• Designs and delivers core training, workshops, tools, resources, and job aids that support the development of a performance enablement culture at UBC
• Advises leaders and HR partners on applying performance practices and utilizing GPS to support staff performance and success.
• Partners with HR Managers and Advisors to build capability and consistency in performance enablement practices
• Identifies and leverages opportunities to improve adoption and effectiveness, using a data-based approach
• Analyzes, and reports on program and operational data to inform continuous improvement of performance enablement practices.
• Identifies and addresses barriers to adoption, implementing practical solutions to increase engagement and effectiveness
• Ensures all tools, resources, and delivery approaches align with established performance enablement direction and principles
• Supports consistent application of performance practices aligned with equity, inclusion, and wellbeing principles

Change Enablement

• Develops and implements practical change and engagement strategies for Central HR initiatives, ensuring alignment between people, processes, and desired outcomes.
• Provides organizational effectiveness and change consultation to Central HR leaders to support implementation of strategic priorities, team effectiveness, and sustainable adoption of new ways of working.
• Plans and delivers communications, stakeholder engagement, and readiness activities to support implementation
• Educates leaders and HR partners on how to strengthen adoption of new practices and build individual and team capacity to navigate change effectively.
• Identifies risks and barriers to adoption and implement targeted mitigation strategies
• Analyzes and reports on adoption and effectiveness to inform performance enablement content development
• Creates practical tools to strengthen team readiness and capacity for change
• Facilitates planning sessions, stakeholder discussions, and team development activities that support alignment, engagement, and successful implementation of Central HR initiatives.
• Designs and delivers change learning within leadership programs and Communities of Practice
• Leads and facilitates the UBC Change Management Community of Practice, supporting capability development and consistency in applied approaches.
• Performs other duties as required.

Supervision Received
Works under the direction and guidance of the Associate Director, Organizational Development & Engagement as part of the VPHR portfolio. Exercises independent judgment and initiative in addressing complex issues.  Works independently as well as contributes actively and collaborates openly as a team member who takes ownership of high-priority projects.

Supervision Given
Provides oversight to the ongoing work of a Program Manager, Performance Enablement.  Leads student employees (as applicable) and may oversee the work of third-party vendors and internal partners within Integrated Service Centre (ISC). Also, leads the UBC Change Management Community of Practice.

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.  Solid knowledge of change management principles and methodologies coupled with previous change management experience is required. 

Preferred Qualifications

• Experience leading performance enablement or performance management initiatives in complex organizations, preferably within the public sector
• Certification in a recognized change management methodology (e.g., Prosci) and experience leading organizational change initiatives and applying change management principles, methodologies, and tools to support adoption and sustainment in complex organizations.
• Strong understanding of performance culture, leader capability, and how individuals and teams adopt and sustain new ways of working
• Experience building and engaging communities of practice in complex environments
• Working knowledge of organizational development, performance enablement, and organizational learning practices
• Ability to design and facilitate dialogic processes (e.g., open space, appreciative inquiry, world café)
• Strong communication and effective presentation/facilitation skills
• Strong problem-solving, influencing, and stakeholder engagement skills
• Experience managing projects, meeting deadlines, and navigating ambiguity
• Ability to communicate and collaborate effectively across diverse cultures and stakeholder groups
• Demonstrated ability to anticipate trends and develop practical, innovative strategies
• Strong analytical, interpersonal, communication and presentation skills
• Demonstrated commitment to continuous learning and organizational improvement
• Proficiency in HRIS systems ideally with robust performance module experience, and MS Office Suite including SharePoint.