About Queen's University
Queen’s University is the Canadian research intensive university with a transformative student learning experience. Here the employment experience is as diverse as it is interesting. We have opportunities in multiple areas of globally recognized research, faculty administration, engineering & construction, athletics & recreation, power generation, corporate shared services, and many more.
We are committed to employment equity and diversity in the workplace and welcome applications from individuals from equity seeking groups such as women, racialized/visible minorities, Indigenous/Aboriginal peoples, persons with a disability, persons who identify in the LGBTQ+ community and others who reflect the diversity of Canadian society.
Come work with us!
Job Summary
Reporting to the Director HR, Queen’s Health Sciences (QHS), the Associate Director, Human Resources is responsible for supporting the delivery of exceptional HR services, strategies and initiatives directed at staff employee groups within Queen’s Health Sciences (QHS). Working closely with the Director and QHS leadership, the incumbent will have the opportunity to advance the vision and goals of QHS and participate in Faculty-wide transformational initiatives.
The Associate Director partners with HR Directors and HR Advisors and provides high quality hands-on support and strategic expertise to department leaders in all human resources functional areas including employee relations issues, performance management, total compensation, recruitment and selection, job evaluation, succession planning and organizational development initiatives.
The incumbent will bring an energetic, collaborative and pro-active approach to HR service delivery and organizational effectiveness focusing on both HR strategy and tactical delivery.
Job Description
- Working closely with the Director, Human Resources, the incumbent supports the development and implementation of strategic human resources plans for QHS staff groups, supporting strategic recruitment and selection, compensation, employee relations, performance management, training, staff engagement, succession planning, organizational development, etc.
- Establishes and maintains strong working relationships with QHS Leadership, Central HR Directors and HR Advisors supporting the QHS portfolio and partners on departmental, QHS Faculty and university-wide HR initiatives.
- Provides guidance and advice to QHS managers on complex human resources issues. This includes employee relations, compensation, recruitment, staff development/training, legal compliance, etc. ensuring consistency with university human resources policies, procedures and legislative bodies. Working closely with Central HR, coordinates and facilitates return from leaves or return to work situations.
- Participates in the development of HR processes, guides, manuals and resources for QHS departments/units and conducts training sessions aligned with central HR and best practices.
- Working together with Central HR and Employee and Labour Relations, assists managers with workplace and grievance investigations. Provides advice and assistance regarding the grievance process; interpreting the collective agreement language and staff policies, past practice and potential risks to the university. Where requested, participates in the collective bargaining process and/or provides information regarding QHS needs to the process.
- Provides leadership and guidance to the performance review process by providing frameworks, guidance and coaching to managers, providing support with objective setting, assisting with performance development plans and implementing actions required under those plans.
- Monitors staff recruitment processes on behalf of QHS. Works closely with HR Advisors to provide strategic advice on needs assessment, job evaluation, and recruitment strategies. Oversees the offer process, appointment letter preparation and onboarding. Educates, trains and oversees others to lead and/or participate in the recruitment process. Exercises due diligence to promote and foster fair and equitable recruitment practices.
- Advocates the value of diversity to others and takes action to increase diversity in the workplace. In collaboration with the HR Director, and the QHS EDIIA office, assesses and develops strategies to assist QHS in the diversification of staff teams and promote equity practices in all hiring and management processes.
- Attends regular meetings with Central HR and works closely with the Central HR team on policy and procedural updates, implementation and best practices, ensuring consistency across QHS and with university human resources policies, procedures and collective agreement requirements.
- Acts on behalf of QHS, serving on committees, working groups and task forces as required, enhancing the image, increasing visibility and furthering the interests of Queen’s and QHS. Responds to inquiries and prepares and presents reports as necessary.
- Provides support as needed to the HR Director and other members of management team as assigned. Coordinates and manages special projects for the HR Director as required, providing leadership and assigning tasks as appropriate.
- Plans, prioritizes and manages the work of employee(s), providing strategic and tactical advice, guidance and coaching. Identifies the need for staff resources, participates on staffing committees, and makes effective recommendations regarding employee selection.
- Manages performance by establishing performance standards, reviewing and evaluating performance and conducting formal performance reviews on an ongoing basis.
- Assesses staff training and development needs and ensures that employee(s) receive training required to improve and sustain successful performance.
- Investigates, addresses and resolves employee/labour relations issues, including disciplinary matters.
- Makes decisions or effective recommendations on matters involving possible discipline, discharge and probationary termination.
REQUIRED QUALIFICATIONS:
- University degree specializing in human resources, business or other relevant field. Additional HR certification (such as CHRP) is considered an asset.
- A minimum of five years’ experience in a mid-to-senior human resources management position, particularly in a unionized environment, combined with supervisory experience.
- Proven leadership skills in coaching and mentoring employees and providing guidance to leaders and supervising staff.
- Sound knowledge of principles, practices and techniques of human resources administration, including employee and labour relations, job evaluation and recruitment procedures.
- Knowledge of current employment and labour legislation and application.
- Familiarity and success working with HR PeopleSoft, and other HR programs is an asset.
- Consideration may be given to an equivalent combination of education and experience.
SPECIAL SKILLS:
- Respects diversity and demonstrates commitment to fostering a diverse and inclusive work environment where there is mutual respect and collaboration.
- Recognizes sensitivities and risks, using professional ethics to question and challenge issues. Consistently acts with the highest professional standards, exercising tact, judgement, and confidentiality.
- Facilitates the change process, by invoking change management principles and practices and recognizing and dealing with resistance to change.
- 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.
- Strong relationship building skills with the ability to influence, collaborate and build consensus.
- Strong analytical and creative problem-solving skills with a proactive approach to human resources issues.
- Ability to make difficult and complex decisions, including diagnosing and resolving complex employee relations issues with acute sensitivity to the environment and the reputation of QHS and the University.
- Understanding of unionized environments and familiarity with collective agreements and ability to interpret and administer collective agreements.
- Clear, precise communications skills (verbal and written presentation) and interpersonal skills to interact with a wide variety of individuals in a professional manner and to provide clear and accurate information.
- Excellent organizational, planning and time-management skills; 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.
- Proficient computer skills, including Windows operating systems and Microsoft Office Suite.
DECISION MAKING:
- Determines and recommends human resources strategies that support the workforce management of staff employee groups.
- Determines appropriate advice, and recommendations, to support the management of human resources and employee relations issues including training and coaching, professional development, performance evaluation processes and management plans. Determines the most effective way to intercede and/or mediate workplace disputes.
- Uses sound judgement on the application of collective agreements, university and QHS policies and procedures.
- Assesses complex situations and determines the appropriate course of action to resolve issues. Determines when and who to involve or consult in unusual situations that may set future precedents.
- Recommends changes and modifications to QHS policies and procedures.
- Prioritizes time and duties to ensure work coming from multiple sources is completed within the required deadlines.
- Determines the content of correspondence, reports, and proposals, including the development of policies and procedures.
- Assesses the suitability of job candidates and recommends the most appropriate person for hire.
- Determines priorities and makes decisions about staff utilization and the assignment of work to achieve optimum efficiencies and productivity.
- Assesses employees’ training needs and makes recommendations for internal or external training to attain proficiency.
- Monitors and assesses output and the quality of employees’ work and recommends the need for formal training or development plans to management and identifies possible staff performance and/or disciplinary issues.
- Evaluates job candidates and makes effective recommendations on suitable hires.
- Makes decisions and/or effective recommendations regarding transfers and promotions.
- Evaluates employee performance and decides on appropriate training or coaching to address lack of proficiency in carrying out responsibilities, or remedial action for staff disciplinary situations.
- Assesses investigation outcome of grievances and makes effective recommendations on appropriate course of action or next steps on grievances.
- Makes effective recommendations on level of discipline up to discharge and probationary termination.
Employment Equity and Accessibility Statement
The University invites applications from all qualified individuals. Queen's is strongly committed to employment equity, diversity, and inclusion in the workplace and encourages applications from Black, racialized persons, Indigenous people, women, persons with disabilities, and 2SLGBTQI+ persons. In accordance with Canadian Immigration requirements, priority will be given to those who are legally eligible to work in Canada.
The University provides support in its recruitment processes to all applicants who require accommodation due to a protected ground under the Ontario Human Rights Code, including those with disabilities. Candidates requiring accommodation during the recruitment process are asked to contact Human Resources at [email protected].
