Staff - Non Union

Job Category
M&P - AAPS

Job Profile
AAPS Salaried - Human Resources, Level B2

Job Title
Recruitment Specialist, VPFO

Department
VPFO Human Resources | VPFO | HR Leadership

Compensation Range
$7,502.25 - $10,788.33 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
August 6, 2026

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

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

Job End Date
Ongoing

Job Summary

The Recruitment Specialist, VPFO is responsible for developing and implementing strategies to attract, hire, and retain exceptional candidates to work within the VP Finance and Operations portfolio.

This position partners with portfolio leadership to provide strategic recruitment expertise and guidance, delivering talent acquisition solutions that align with organizational objectives, employment legislation, collective agreements, and industry best practices. The incumbent leads all aspects of the recruitment lifecycle, with a specific focus on strategic and proactive talent sourcing initiatives, while ensuring fair, consistent, and defensible hiring processes in a complex unionized environment.

The Recruitment Specialist develops and implements innovative recruitment strategies and best practices that enhance the organization's ability to attract, assess, and retain top talent. They provide expert advice to hiring leaders on recruitment planning, candidate assessment, selection processes, and market trends, helping to mitigate organizational risk and support informed hiring decisions. The role actively champions and demonstrates a commitment to diversity, equity, inclusion, and accessibility, ensuring recruitment practices foster equitable opportunities and support the attraction of diverse talent.

The ideal candidate will be someone who understands the importance of relationship building and the nuances of supporting the staffing needs of a diverse Portfolio. It will be critical for this incumbent to think outside traditional talent acquisition strategies in order to attract the high-quality talent needed to execute and achieve established goals and objectives of the Portfolio.

Organizational Status

Reports to the Director, HR and works collaboratively with other members of the VPFO Team. Provides work guidance to the HR Coordinators.

Works closely with VPFO management and leadership.

Work Performed

• Provides leadership and strategic advice in the management of the recruitment process from vacancy identification through to selection and onboarding. This includes:
  • Building strategic partnerships with hiring managers
  • Providing leadership and guidance on the principles of equity, diversity and inclusion throughout the recruitment process, including leading on the creation of Special Program applications to BC's Office of Human Rights Commissioner
  • Reviewing and assessing job descriptions and classification levels, ensuring equity across positions within the department and Portfolio
  • Developing candidate sourcing strategies and talent pipelines
  • Fostering strong partnerships with various professional associations and educational institutions, as required
  • Engaging with and evaluating candidates for open positions
  • Managing candidates' experience throughout the recruitment process, ensuring a positive and professional experience
  • Presenting top candidates to managers and leaders for consideration
  • Participating in interviews for senior-level positions
  • Providing guidance and advice on complex unionized recruitment initiatives
  • Ensuring accurate preparation of all documents related to employment offers

• Provides expertise in the area of recruitment best practices and innovative recruitment strategies, making recommendations to enhance recruitment and retention initiatives based on a deep understanding of the labour market for vacant positions. This includes:
  • Evaluating current recruitment strategies in order to make recommendations to improve the department's recruitment approach
  • Conducting thorough assessments and needs analyses
  • Developing and implementing innovative recruitment strategies
  • Developing recruitment best practice tools, resources and templates used throughout the recruitment process
  • Supports the development of recruitment best practices as it relates to the principles of equity, diversity and inclusion
  • Leading projects related to enhancing recruitment in the department
  • Contributing to the creation and implementation of wider employer branding initiatives to support recruitment across the Portfolio

• Ensures hiring manager and search committee preparedness during the interview process. This includes:
  • Ensuring that recruitment processes and initiatives are objective, fair and inclusive
  • Actively championing and demonstrating a commitment to the principles of diversity, equity and inclusion
  • Ensuring that assessments and selection processes are conducted fairly, professionally and in accordance with applicable principles, policies and regulations. Examples include diversity hiring training, bias assessments in the recruitment process, collective agreements, applicable legislation, etc.
  • Providing general advice on pertinent legislation and University policies, procedures and practices relating to recruitment, referring highly sensitive matters to a Human Resources Manager for advice and guidance

• Performs other duties and projects as required.

Consequence of Error/Judgement
Inappropriate advice or inaccurate information provided to client may result in the filing of grievances, arbitration processes, or the initiation of litigation. Any of these outcomes may have significant financial consequences for client departments, may have a negative impact on the University's relationship with unions and associations and/or may contribute to an unfavorable public image of the University. Failure to deliver services to departments in a timely manner may result in a disruption of client department operations. If confidentiality is mishandled or breached, professional careers may be affected. Providing incorrect data could have adverse budgetary consequences.

Supervision Received
Works autonomously under the general guidance of the Director, HR. Assesses situations and identifies needs and problems, and takes timely and appropriate corrective actions.

Supervision Given
May supervise temporary staff and/or consultants, as required. Provides day-to-day work guidance to the HR Coordinator.

Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of four to five years of related work 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

Human resources experience preferably in a complex, unionized environment. Management practices, with a particular focus on strategic recruitment practices and ability to effectively source and recruit candidates. Knowledge of provincial and federal legislation governing employers' Human Resources practices. Knowledge and experience with a coaching model to influence and provide advice. Effective oral and written communication skills. Demonstrated ability to effectively communicate and interact with empathy, understanding and respect of diverse and divergent perspectives and behaviours. Works in a collaborative and inclusive manner, fostering equitable experiences and a respectful environment for all staff, faculty, students and key stakeholders. Acknowledges, reflects upon and challenges one's own biases and assumptions. Recognizes and addresses personal and institutional assumptions and behaviours that create barriers to inclusion. Actively seeks. A commitment to enhancing one's own awareness, knowledge, and skills related to difference. Proven ability to work in a team and collaborate with others. Ability to establish and maintain supportive working relationships with department personnel and employee group representatives. Advanced working knowledge of Microsoft Word, Excel, and PowerPoint. This position requires attention to detail, accuracy, problem-solving, judgment, tact, discretion, and initiative to an outstanding degree as it relates to HR matters. Handles matters of both routine and non-routine nature in the absence of established policies, procedures, and guidelines and requires the ability to adapt to continuous change. Works with conflicting demands and initiates, adapts, and prioritizes procedures to meet unusual situations. This position handles sensitive and highly confidential matters, i.e., personal information of staff, and confidentiality of information handled must be respected. Ability to analyze and interpret data, determine implications, and provide recommendations. Ability to analyze problems, identify key information and issues, and effectively resolve them. Demonstrated ability to build, manage, and maintain high-quality and productive relationships across cultural differences.