Reporting to, and collaborating with the Senior Talent Acquisition Business Manager, the Inclusive Hiring Facilitator executes the implementation of pivotal initiatives related to IBPOC (Indigenous, Black, Person of Colour) recruitment efforts, including orientation and onboarding initiatives, sourcing applicants, related educational, operational planning and communications. Key duties include sourcing passive IBPOC candidates, conducting workshops on the benefits of inclusive hiring, leading external relationships with community partners.
Reports to the Senior Talent Acquisition Business Manager
Selection and Hiring
- Responsible for full-cycle applicant sourcing of internal and external IBPOC applicants for staff positions as requested by departments and faculties;
- Responsible for full-cycle recruitment of UBC staff competitions when required. Identifies staffing requirements, schedules and conducts interviews, provides consultative recommendations; liaising with Human Resources and other partners as required;
- Responsible for establishing, developing and administering recruitment, outreach, and support initiatives and activities for both active and passive IBPOC applicants applying to the university, as well as establishing, developing and administering support services for IBPOC applicants;
- Collaborating with Instructional Designers for the development of IBPOC awareness training;
- Facilitating group-based workshops; liaising with project partners; pre-screening applicants and departments to conduct quality job matches and referrals;
- Researches, identifies, designs, develops and delivers outreach and recruitment efforts targeted at prospective IBPOC applicants, including activities, events, and experiences supporting the growth of a diverse group of staff and faculty. This includes identifying and attending appropriate recruitment events, liaising with local high schools, universities, and colleges; conducting targeted information sessions, career fairs, and public events which may be in person or online;
- Establishes relationships with internal and external partners in order to coordinate IBPOC recruitment efforts across multiple units and in a diversity of environments;
- Work effectively with the Senior Talent Acquisition Business Manager, to understand the changing employment market and adjust strategies accordingly;
- Participate in the planning, execution and delivery of equity, diverse and inclusive hiring plans that support employees and applicants through the full talent life-cycle;
- Support the university recruitment efforts by updating, assessing and engaging on social media and other communications channels to promote UBC’s commitment to a diverse and inclusive workplace.
Operational program oversight
- Is responsible for outreach programs from a recruitment sourcing perspective, ensuring that its work aligns with the directive and mission of the university as a whole, Human Resources, the UBC Indigenous Strategic Plan & the Equity and Inclusion plans;
- Partner with external collaborators on active sourcing of IBPOC candidates across BC and Canada;
- Develop and grow pathways for selection to facilitate consideration for IBPOC identified staff and faculty or external applicants through partnership with community organizations;
- Maintain a positive, healthy, and safe work environment that encourages diversity and people engagement;
- Responsible for the communication, marketing and promotion of programs related to inclusive hiring initiatives;
- Create and maintain development materials that reach hiring managers and leaders across UBC;
- Provide regular reporting on monthly IBPOC recruitment efforts to VP HR
- Assess the suitability of prospective partners based on partner community needs and sensitivities;
- Create and maintain current working relationships and collaborative arrangements with a variety of organizations to help achieve the goals of UBC & IBPOC community leaders,
- Develop, collaborate and grow accessible programming for IBPOC applicants, applicants with different abilities, new immigrants, visible and non-visible minorities through partnership with community organizations;
- Develops reports and assesses statistics around application and success rates of university wide hiring efforts.
Career Coaching Efforts
- Promotes participation and engagement in self-development learning opportunities, creates opportunities for reflection and connects these insights to their current and future career goals of existing IBPOC staff members;
- Develop and support a staff member’s journey in their personal and professional growth, to align with their own personal goals;
- Responsible for building relationships, advising, and providing staff support in career- readiness and professional development;
- Supports staff in their awareness and development of personal and professional competencies, including communication, decision making and learning, all related to their career goals;
- Analyzes and reports on IBPOC staff development and the success of securing promotional opportunities;
- Provides career planning and job search assistance, including developing training/employment plans and job search-related documents;
Partnerships & Collaboration
- Builds and maintains positive relationships with IBPOC applicants, employer partners, resource persons, prospective employers, community agencies, and educational institutions;
- Partner and collaborate to curate and create EDI advised succession, learning and talent experiences and pipelines for the university’s succession planning approach;
- Supports the collaborative development of inclusive hiring policy and positions on different abilities-related issues by leading client engagement activities, ensuring inclusive hiring advocacy is informed by people with lived experience;
- Performs other related duties as required.
Consequence of Error
Decisions made create legal and financial liabilities for the university, especially regarding claims from the Human Rights Commission, Employment Standards branch, various unions, associations and other government agencies.
Often required to make independent decisions. Required to exercise good judgment and discretion when determining this position’s role in providing advice to individuals. If inappropriate advice or guidance is provided, it may have negative consequences for the individual’s career.
Reports to the Senior Talent Acquisition Business Manager
No direct reports
Undergraduate degree in a relevant subject area. Minimum of three years of related experience, or the equivalent combination of education and experience dependent on lived experience and barriers to educational opportunities. Recruitment and candidate sourcing experience is required.
- Experience in sourcing diverse populations;
- Experience in career navigation counselling;
- Demonstrated experience in talent acquisition selection and sourcing with a specialty in IBPOC recruitment efforts;
- Requires an understanding of issues and trends impacting equity and inclusion in the Canadian job market;
- Experience in career services, human resources, or related field;
- Experience in designing and delivering training and developmental or skill building workshops/ programs;
- Proven track record to organize events, lead promotion activities, and coordinate and support staff development programs;
- The ideal candidate is a respectful multi-tasker with excellent judgement, broad communications skills and an appreciation of EDI principles;
- Proven ability to work independently, in problem solving, and managing multiple projects;
- Ability to conduct needs analyses, plan, organize, manage, assess, complete, and evaluate projects within allocated time and resources;
- Exceptional relationship building;
- Demonstrated knowledge, skills and/or lived experiences of equity, diversity, inclusion, intersecting oppressions, and other social justice issues, particularly related to race, gender diversity, and different abilities;
- Tact, diplomacy and confidentiality are required at all times. Accuracy, attention to detail, and consistency are crucial;
- Sensitivity to applicant concerns and the ability to empathize with and support applicants on an individualized, insightful basis is required.