University degree specializing in HR, business, management or a related field is required. Graduate level education is considered an asset.
Professional designation (CHRP or CHRL) is strongly preferred
A minimum of eight (8) to ten (10) years’ of progressively responsible professional experience in an HR Generalist role, including experience in a leadership role
A minimum of five (5) years’ experience working in a complex unionized environment
Sound knowledge of principles, practices and techniques of HR service delivery particularly within an academic setting
Knowledge of current employment and labour legislation, and application. Knowledge of Queen’s HR policies and procedures is an asset
Ability to diagnose and resolve complex employee relations and organizational issues
Proactive approach to human resource management solutions and employee engagement
Demonstrated ability to manage change and create innovative solutions for complex and diverse issues
Satisfactory criminal record check is required
Consideration may be given to an equivalent combination of education and experience
Reporting to the Senior Director, Client Service and Organizational Development and Learning the Director, Human Resources is responsible for partnering with senior leadership to support and drive a culture of inclusion, engagement, high-performance and continuous improvement at Queen’s University. As a key advisor to senior leadership, the Director, Human Resources, creates and implements progressive Human Resources (HR) approaches that support the overall goals and priorities of the university. This role provides strategic advice to diverse university stakeholders on complex HR and leadership related issues, including employee relations and engagement, total compensation, recruitment, workforce development and training, performance management, organizational design, legal compliance, privacy legislation, and effective return to work and accommodation.
As a transformational leader, this role requires a strong strategic focus that brings an energetic, collaborative and pro-active approach to HR service delivery and organizational effectiveness. The position oversees all HR programs and initiatives, working closely with specialists on the Central Human Resources Team to achieve this mandate.
The Director, Human Resources is the primary contact for employee and labour relations concerns within their client group, escalating issues and working closely with the Employee and Labour Relations unit as required. The Director, Human Resources works proactively with managers to promote positive employee relations, apply and interpret policies and collective agreements and to build university wide management skills in these respective areas.
The Director is a member of the Client Services Team (CST) and is accountable for working within the strategic framework of Central HR.
Build and maintain relationships with client group(s) to understand the strategy, organizational plans and needs of the unit. Proactively recommend and assist with the implementation of HR solutions to support the goals and objectives of the unit while focusing on employee and manager needs, engagement and performance.
Act as a trusted advisor to diverse organizational stakeholders providing advice on complex human resource and leadership related issues and consulting with specialist units within Central HR when required. This includes employee engagement, labour relations, total compensation, recruitment, staff development/training, performance management, legal compliance, privacy legislation, absence management and sick leave administration; ensuring compliance with university HR policies, procedures and legislative bodies and promoting a consistent approach to management at the university.
Contribute to the alignment of HR services and functions within the university, by collaborating with HR colleagues within faculties, as well as Central HR specialists to discuss policy and procedural updates, policy implementation and best practices that contribute to the university mission, values and goals and result in provision of seamless HR services.
Assess and diagnose organizational effectiveness issues. Conduct impact analysis and provide evidence based solutions aligned to the requirements of the unit. Coach and assist leaders to resolve matters related to team effectiveness, employee engagement, change management, problem solving and conflict resolution.
Actively participate in the performance evaluation process by coaching managers on the Performance Dialogue process, assisting with performance development plans and implementing actions required under those plans.
Promote a culture of inclusion, with a commitment to the university’s equity, diversity and inclusion initiatives designed to foster an inclusive, supportive, and welcoming work environment for individuals with diverse backgrounds and identities.
Coordinate the recruitment process on behalf of managers including assisting with organizational design, needs assessment, job description development, liaising with Total Compensation, candidate selection and interviewing, the offer process, the equity staff hiring process and orientation.
Provide leadership and support in workforce and succession planning and oversee the effectiveness of the processes.
Working with the Employee and Labour Relations Unit, assist managers with grievance investigations and responses by providing advice and assistance regarding the grievance process, interpreting collective agreements and policies. Consult with Employee and Labour Relations, as required, regarding past practice and potential risks to the University on Employee and Labour Relations issues.
Work with appropriate Central HR Specialists to address and resolve escalated concerns.
Support the University’s bargaining teams in preparing for the collective bargaining process by providing information and documentation regarding human resource and operational experiences, opportunities and strategic priorities. Participate on bargaining team, as required.
Evaluate, recommend and deliver innovative programs and training sessions for managers and employees on a range of HR, management, and skill specific topics.
Plan, prioritize and manage the work of employees, providing strategic and tactical advice, guidance and coaching. Identify the need for staff resources, participate on staffing committees, and makes effective recommendations regarding employee selection.
Manage performance by establishing performance standards, reviewing and evaluating performance and conducting formal performance reviews on an ongoing basis.
Assess staff training and development needs and ensure that employees receive training required to improve and sustain successful performance.
Investigate, address and resolve employee/labour relations issues, including disciplinary matters. Make decisions or effective recommendations on matters involving possible discipline, discharge and probationary termination.
Communication; listens to others and expresses, ideas orally and in writing, in a professional and effective manner to ensure that complex messages, recommendations and impacts are conveyed clearly and credibly. Readily shares information and knowledge with others.
Builds Relationship; develops and maintains relationships with individuals at every level of the university to support and achieve organizational goals and objectives.
Change Management; facilitates the change process, by invoking change management principles and practices and recognizing and dealing with resistance to change.
Planning and Organizing; establishes a clearly defined course of action to accomplish goals and to organize work efforts in a complex environment with multiple competing demands, priorities and deadlines. Allocates time and manages resources effectively, ensuring accuracy.
Initiative; demonstrates a continuous commitment to improvement and development, and encourages the participation of others by demonstrating the value of appropriate urgency and action.
Strategic Perspective; understands the strategic direction of the organization and unit, and uses this information to develop responsibilities, tasks, goals, and HR initiatives that align with long-term plans and growth.
Leadership; ability to inspire a diverse and high performing team to work towards shared objectives and optimize team effectiveness by engaging diverse perspectives and empowering others. Is familiar with and applies best practices in diversity and inclusion practices, strategies, systems, policies, and is a role model for inclusive and culturally competent behaviour.
Client Orientation; fosters a client focused culture, assisting to establish service standards and develop strategies and policies to ensure standards are met.
Business Acumen; carries out strategy with a clear understanding of trends and dynamics that affect the university and unit. Demonstrates business foresight along with the ability to integrate diverse perspectives.
Decision making and Judgement; makes decisions by weighing several factors for complex situations for which there may be incomplete or contradictory information. Involves the correct people in the decision-making process and develops and recommends solutions that balance competing priorities, address the root cause of the problem and prevent recurrence.
Collaboration and Teamwork; fosters a culture of cooperation and encourages positive team dynamics. Gives and receives feedback regarding the impact of behaviour on the group.
Integrity; Recognizes sensitivities and risks, using professional ethics to question and challenge issues. Seeks out systematic solutions to problems. Consistently acts with the highest professional standards, exercising tact, judgement, and confidentiality.
Determine and recommend human resource strategies that support the unit’s priorities and framework.
Assess and mitigate risk through providing appropriate advice, training and coaching to management.
Recommend appropriate organizational structure and staffing requirements.
Determine the most effective way to intercede and/or mediate workplace disputes.
Determine the content of correspondence, reports, and proposals, including the development of procedures.
Recommend changes and modifications to university policies, procedures and collective agreement language.
Determine when and who to involve or consult in unusual situations that may set future precedents.
Make judgments on the application of policies and procedures.
Prioritize time and duties, within an environment with multiple competing interests, to ensure work is completed within required deadlines.
Make human resource management decisions including training and professional development, performance reviews, workload distribution and discipline for direct reports.
Determine whether documentation provided by departments meets established criteria in matters relating to academic staff.
Decide on nature and content of presentation for training sessions.
Decide on the nature and content of agenda topics and background information for meetings.