Return to Work Advisor

Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Human Resources, Level C

Job Title

Return to Work Advisor

Department

RTW & Accommodations | Workplace Health Services | Total Compensation | Central Human Resources

Compensation Range

$7,622.83 - $11,886.67 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

May 10, 2026

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

Job End Date

Ongoing

 

 

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

Workplace Health Services is an interdisciplinary team of professionals that supports UBC s legal obligations in meeting the WorkSafeBC (WSBC) mandate to eliminate or minimize the risk and impact of occupational injury and disease for employees, as well as the human rights mandate to meet the duty to accommodate employees with both occupational and non-occupational disabilities. The Return to Work Advisor is responsible for proactive case management services for ill/injured staff and faculty. This position is responsible for the development, negotiation, implementation, and monitoring of gradual return to work plans, temporary modification of job duties/schedules, and accommodations for permanent disabilities, in collaboration with key stakeholders.

Organizational Status

- Reports to the Manager, Workplace Health Services.

- Collaborates with Employee Relations, Faculty Relations, Human Resources Advisors, Administrative Heads of Units, Department Managers, Supervisors, Union and Association representatives, and other members of Workplace Health Services.

- Liaises with physicians, rehabilitation service providers, other medical practitioners, and insurers (e.g. WSBC, ICBC, the LTD carrier) to coordinate return to work planning and rehabilitation services.

Work Performed

- Provides case management advice for injured, ill, and disabled UBC employees, including intake assessment of occupational and non-occupational cases, in accordance with BC legislation and UBC s procedures and policies.

- Assesses and clarifies medical information and functional status information from physicians and other service providers for return to work purposes, and as part of the employer s duty to inquire. This includes medical and specialist reports, functional capacity evaluations, job site analyses, independent medical examinations, vocational rehabilitation information, ergonomic assessments, and supportive programs, such as substance use disorder monitoring and psychiatric safety planning.

- Designs and plans timely, safe, and sustainable accommodations and customized return to work plans. Anticipates probable medical restrictions/limitations based on the nature of illness/injury in the development of proposed return to work plans for physician/clinician approval, utilizing resources such as disability duration guidelines.

- Provides expert advice and recommendations to University stakeholders, including department heads and Human Resources stakeholders, on medically suitable and case-appropriate return to work plans and accommodations, consistent with disability management best practice.

- Facilitates appropriate information exchange, manages the return to work plan, and leads return to work meetings involving relevant stakeholders (e.g. employees, departments, union/association representatives, human resources, treating practitioners, claims adjudicators, and third party service providers), and negotiates medical accommodations that meet both the disabled employee s medically supported capabilities and the department s operational needs.

- Collaborates with third party service providers, such as WSBC and the LTD carrier, and UBC s Human Resources Advisors in seeking alternate jobs when disabled employees are not capable of returning to work in their pre-disability job, with the goal of matching the employee s medical capabilities, education, and skills with potential jobs. Negotiates with insurers (WSBC, LTD, ICBC) for sponsorship of gradual return to work plans and vocational rehabilitation programs.

- Evaluates the effectiveness of return to work plans, and for cases involving mental illness and substance use disorders, makes arrangements for monitoring to ensure compliance with terms of agreements, notifying relevant stakeholders of breaches or escalation of behaviours.

- Assesses return to work challenges, such as psychosocial and workplace issues, and determines appropriate options for resolution.

- Seeks advice from appropriate expert consultants on complex medical and psychiatric issues, such as occupational disease exposures, mental illness, and substance use disorders, and integrates this into recommendations for appropriate assessment and treatment programs, and design of relapse prevention and exposure plans.

- Develops and delivers information, training, and awareness building sessions to University stakeholders, including department managers and unions/association representatives, on disability management best practices and related topics, such as duty to accommodate legislation, early intervention, and return to work planning.

- Shares program and best practice information related to disability management, wellness, and rehabilitation workplace strategies, and responds to inquiries regarding UBC programs that support medical accommodations, such as Workplace Health Services and Access & Diversity.

- Develops and maintains effective working relationships with stakeholders across the University for the purpose of creating a supportive, collaborative work environment that encourages early, safe, and sustainable return to work following injury or illness.

- Compiles and analyzes data and metrics for program evaluation and development purposes.

- Actively participates in team discussions and contributes to continuous improvement of the program.

- Remains current in the professional field.

- Develops partnerships with other universities and relevant external organizations to obtain and provide program-related information.

- Performs other related duties as required.

Consequence of Error/Judgement

This position is responsible for complex case management activities for the University. Errors in judgment could result in serious financial, legal, and reputational repercussions for the University. Failure to actively and effectively manage cases could result in increased direct and indirect costs to the University, including the cost of additional staffing, increased time loss from work, and human costs to disabled employees in need of accommodation.

Supervision Received

This position works under the general direction of the Manager, Workplace Health Services, keeping the Manager informed on program issues, and consulting with him/her on major complex case management challenges, conflict situations, and deviations from standard policy and procedures.

Supervision Given

N/A

Minimum Qualifications

- 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

Undergraduate degree in a relevant discipline.- University degree in a field relevant to disability case management.Minimum of five to seven years of related experience or the equivalent combination of education and experience.- Current registration in a regulated profession recognized by the National Institute of Disability Management and Research (NIDMAR) or the Vocational Rehabilitation Association (VRA).

- Minimum of five to seven years of recent experience in proactive disability case management, vocational rehabilitation, and/or complex return to work planning (e.g. cases involving mental illness, chronic pain, substance use disorders) in a large, complex, multi-union environment. - Demonstrated ability to design safe, effective, and sustainable return to work plans and permanent accommodation agreements in accordance with current disability management best practice and relevant medical and organizational information pertaining to the case.
- Demonstrated ability to effectively resolve problems, including the ability to listen attentively to obtain relevant information, identify underlying issues, assess situations, and formulate win-win solutions.
- Demonstrated ability to effectively manage and resolve conflict.
- Strong critical thinking and analytic skills.
- Excellent communication skills in English, including the ability to deliver professional presentations, relay information clearly in group training sessions, and write clear, informative reports.
- Demonstrated ability to respond effectively to challenging and urgent situations, including the ability to assess client needs, flexibility to adjust to new and unexpected events, and recommend resources appropriate to the situation.
- Strong customer service skills.
- Strong organizational and prioritization skills.
- Demonstrated ability to work collaboratively as a member of an interdisciplinary team and with a variety of teams, groups, and individuals (e.g. senior managers, union and employee group representatives, medical professionals).
- Proficiency with Microsoft Word, Excel, Outlook, internet, and electronic records management systems.
- Strong knowledge of current disability management best practices and vocational rehabilitation.
- Knowledge of confidentiality considerations and privacy legislation related to personal health information.
- Strong knowledge of an employer s legal obligations as related to disability management, such as the duty to accommodate disabilities and requirements under the Workers Compensation Act.
- Basic knowledge of human resources procedures and practices, such as general principles related to workplace wellness and health promotion.