Manager, Workforce Management Solutions

Manager, Workforce Management Solutions

Workforce Management Solutions

Burnaby, BC

In accordance with the Mission, Vision and Values, and strategic directions of PHSA, safety including both patient and employee safety, is a priority and a responsibility shared by everyone at PHSA’s Agencies/Divisions/Services, and as such, the requirement to continuously improve quality and safety is inherent in all aspects of this position. Reporting to the Corporate Director, Workforce Management Solutions, the Manager, Workforce Management Solutions provides expert advice and strategic leadership in relation to the design and delivery of optimal solutions for efficient access to information related to the workforce solutions functions across PHSA. The Manager provides sound decision-making and leadership in the development, implementation and evaluation of training and business process improvement strategies contributing to the improvement of transactional and reporting activities. Provides leadership to a workforce management solutions team supporting the areas of systems configuration and maintenance, database administration, information reporting, delivery of metrics, and training and business process improvements, and self-serve access to staff and leaders within PHSA. Ensures that the workforce solutions tools, processes and systems are working effectively in order to improve efficiencies in workforce utilization and reporting activities.

What you’ll do

• Supervises and provides leadership to staff through coaching, guiding and modeling key behaviors/strategies, encouraging dialogue and providing guidance and advice to facilitate resolutions to work issues. Assists team members to define shared and individual goals, meet target dates and ensure alignment of team goals with customer needs. Fosters team spirit, trust and mutual respect.
• Evaluates individual and team performance in collaboration with the Corporate Director, Employee Services and HR Technology Solutions. Investigates work and staff issues and where necessary initiates disciplinary action up to and including termination.
• Develops, directs and provides orientation to both existing staff on new processes and systems and new staff to this area.
• Contributes to the overall leadership of Human Resources through the planning, development, implementation and evaluation of workforce strategies for the PHSA. Collaborates with the Corporate Director to develop programs supporting PHSA overall systems and efficiency objectives.
• Consults with clients on an ongoing basis to determine evolving reporting, metrics and workforce solutions requirements. Analyzes requirements and develops strategies and options to enable clients to achieve required business objectives working collaboratively with Human Resource and Finance partners.
• Working with the Corporate Director, negotiates on behalf of the PHSA with external consultants and software vendors providing workforce technologies.
• Maintains close ties and liaises with IMIT and Finance as well as other key contacts across PHSA, ensuring that workforce solutions practices and technology strategies are aligned across all agencies.
• Drafts communiqués to PHSA staff advising them of department initiatives and works closely with the Corporate Director, Strategic HR to deliver consistent messaging across the PHSA.
• Develops and monitors an annual budget for STS within the PHSA
• Initiates and participates in industry committees and task groups, advocating for the organization's interests, influencing change and assessing trends and changes to workforce management practices, identifying internal processes and interpretations requiring change.
• Provides direction on systems development and maintenance through methods such as customizing workforce management system fields, tables and panels; evaluating current coding structures and analyzing data capture requirements; recommends coding changes to improve data collection and efficient report creation; updating STS tables; participating in implementation of new software and version upgrades; participating in IS user groups by providing input into system.
• Leads team to administer and maintain workforce databases by developing and recommending procedures to ensure protection of workforce data; developing and implementing procedures to ensure accuracy and integrity of workforce data including data monitoring and reconciliation's; determining data capture requirements; researching reasons for data anomalies and ensuring appropriate corrections or adjustments are made.
• Assists STS team to document and review any system irregularities liaising with information systems and Finance to resolve data anomalies or system questions.
• Provides leadership in developing workforce reporting, assessing client data needs and requirements; reviewing report requests with clients to ensure that data retrieved captures all informational requirements; runs reports as required.
• Contributes to business process improvement activities by analyzing workforce processes and recommending improvements to technology and participates in implementation of technology improvements.
• Leads implementation efforts where appropriate, developing and delivering education programs to Human Resources staff on new technology.
• Conducts workforce management user training through methods such as developing training materials; documenting processes; delivering sessions.
• Assists with the maintenance and development of workforce management area of HR website and other electronic systems; testing new releases; working closely with application specialists and functional experts in IS and Finance to ensure the system is sustained and maximized.
• Remains current on workforce management trends, issues and best practices through literature review, contact with peers and attendance at seminars, workshops and educations programs.
• Performs other duties as required.

What you bring

Qualifications

• A level of education, training and experience equivalent to an undergraduate degree in Computer Science or Business Administration, plus seven (7) years of progressively more senior experience in a management capacity, ideally working within automated workforce management environments in a health care setting.
• Ability to lead a team and empower staff. Demonstrated innovation and change management skills and approach to enhancing performance through delivery of metrics and workforce management solutions. Solid understanding of workforce management solutions / HRIS / Payroll / Benefits and related issues including collective agreement and legislative requirements, customizing systems including developing new fields, tables and panels, in analyzing workforce management processes and leading implementation and training for all ability levels on system functionally. Exceptional presenter/facilitator/trainer. Excellent communication skills, ability to consult, negotiate and persuade others. Excellent organizational skills including the ability to prioritize workload to meet deadlines. Highly developed analytical, critical thinking skills and problem solving skills. Creative and results oriented. Ability to facilitate the resolution of issues. Ability to deal effectively with all levels of staff. Ability to operate related equipment including various workforce management software and reporting, spreadsheet programs and ability to complete computer assisted statistical analysis. Physical ability to perform the duties of the role. Ability to handle multiple concurrent tasks.
• Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples within social and health contexts. This includes significant understanding of Indigenous-specific mandates and a commitment to addressing and mitigating Indigenous-specific racism and discrimination. The role involves actively embedding Indigenous Cultural Safety and Humility into daily practices and fostering a diverse and inclusive team environment. Additionally, it requires practical expertise in engaging with diversity, promoting equity, and advancing inclusion (DEI) initiatives.
• Demonstrated practical knowledge and understanding of legislative obligations and provincial commitments relevant to Workforce Management Solutions based on foundational documents such as the Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place: Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, Anti-Racism Data Act, and the BC Human Rights Code. This includes understanding how these obligations intersect across the healthcare system and applying this knowledge to support team compliance and operational effectiveness.

Core Competencies

• Possesses a strong understanding of Indigenous-specific racism and broader systemic racism within the colonial health care structure. Demonstrates practical leadership in identifying and addressing barriers, promoting an environment of belonging, and ensuring Indigenous Cultural Safety. Actively engages in action-oriented practices to address Indigenous-specific racism and dismantle systems of oppression, while also confronting broader issues of racism and discrimination. Exhibits strong DEI and anti-racism skills to lead by example, fostering a culture of continuous learning, equity, inclusion, and belonging within their team.
• Knowledge of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (the Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).

Skills & Knowledge

• Demonstrated deep understanding of their personal learning/unlearning journey in relation to Indigenous-specific racism and dismantling systems of oppression, as well as addressing racism more broadly. Able to articulate and share this journey to motivate and inspire others enhancing a culture of learning/unlearning and self-reflection.
• Demonstrated knowledge of the social, economic, political realities of settler-colonialism and impacts on Indigenous peoples in social and health contexts as well as knowledge and understanding of, and commitment to upholding legislative obligations and provincial commitments in the foundational documents: Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, and the Distinctions Based Approach.

What we bring

Every PHSA employee enables the best possible patient care for our patients and their families. Whether you are providing direct care, conducting research, or making it possible for others to do their work, you impact the lives of British Columbians today and in the future. That’s why we’re focused on your care too – offering health, wellness, development programs to support you – at work and at home.

• Join one of BC’s largest employers with province-wide programs, services and operations – offering vast opportunities for growth, development, and recognition programs that honour the commitment and contribution of all employees.
• Access to professional development opportunities through our in-house training programs, including +2,000 courses, such as our San’yas Indigenous Cultural Safety Training course, or Core Linx for Leadership roles.
• Enjoy a comprehensive benefits package, including municipal pension plan, and psychological health & safety programs and holistic wellness resources.
• Annual statutory holidays (13) with generous vacation entitlement and accruement.
• PHSA is a remote work friendly employer, welcoming flexible work options to support our people (eligibility may vary, depending on position).
• Access to WorkPerks, a premium discount program offering a wide range of local and national discounts on electronics, entertainment, dining, travel, wellness, apparel, and more.

What we do

The Provincial Health Services Authority () plans, manages and evaluates specialized health services with the BC health authorities to provide equitable and cost-effective health care for people throughout the province. Our values reflect our commitment to excellence and include: Respect people – Be compassionate – Dare to innovate – Create equity – Be courageous.

Learn more about PHSA and our programs:

PHSA is committed to anti-racism and equity in our hiring and employment practices. With learning and compassion, we are addressing existing inequities and barriers throughout our systems. PHSA is seeking to create a diverse workforce and to establish an inclusive and culturally safe environment. We invite applications and enquiries from all people, particularly those belonging to the historically, systemically, and/or persistently excluded groups identified under the Human Rights Code.

One of PHSA’s North Star priorities is to eradicate Indigenous-specific racism, which includes ongoing commitments to Indigenous recruitment and employee experience as well as dismantling barriers to health care employment at every level. We welcome Indigenous individuals to apply and/or contact the Sanya’k̓ula Team (Indigenous Recruitment & Employee Experience) for support at .

Indigenous-specific anti-racism initiatives are rooted in addressing the unique forms of discrimination, historical and ongoing injustices, and exclusion faced by Indigenous peoples. These initiatives align with an Indigenous rights-based approach, recognizing the inherent rights and title of BC First Nations and self-determination of all First Nations, Inuit and Métis communities. PHSA is mandated to uphold legislative obligations and provincial commitments found in the foundational documents including the Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study.