Job Category

Staff - Non Union

Job Profile

AAPS Salaried - Human Resources, Level C

Job Title

Lead, Performance Enablement and Change

Department

Organizational Development, Engagement and Communications | Talent and Organizational Development | Central Human Resources

Compensation Range

$7,851.50 - $12,243.25 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.

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

Posting End Date

September 23, 2026

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

Job End Date

Ongoing

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

JOB DESCRIPTION

At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career.

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 current 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

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📌 Lead, Performance Enablement and Change (Vancouver)
🏢 PVH (Tommy Hilfiger/Calvin Klein)
📍 Vancouver