Job Type:
EmployeeDuration in Months (for fixed-term jobs):
13Job Family:
Human Resources Operations# of Open Positions:
1Faculty/Service - Department:
Administration, University of Ottawa LibraryCampus:
Main CampusUnion Affiliation:
N/ADate Posted (YYYY/MM/DD):
2025/08/25Applications must be received BEFORE (YYYY/MM/DD):
2025/09/05Hours per week:
35Salary Grade:
Non-Union Grade NM1Salary Range:
$104,880.00 - $131,101.00
About the Library
In alignment with the ambitious vision and core aspirations of Transformation 2030, the University of Ottawa Library advances cutting edge research and supports transformative learning by connecting the uOttawa community to expertise, services, collections and technology in a welcoming and supportive environment.
The University of Ottawa Library is composed of 3 main libraries - the Morisset Library (Arts and Science), the Brian Dickson Law Library and the Health Sciences Library - in addition to a number of specialized research collections. It has approximately 150 employees, including 55 librarians, serving the students, faculty and employees of the University.
Position purpose
Provide strategic and operational leadership in the planning, development, implementation and management of the human resources services and activities for the Library. These will include labour relations, recruitment, job evaluation programs, onboarding, retention and career development practices/strategies, training, interpreting policy, procedures and collective agreements, and performance management.
In this role, your responsibilities will include
1. HR Strategy: Implement a strategic direction, set objectives, and define approaches, methods and processes related to human resources for the Library. Ensure the direction meets the Library’s business needs while aligning with Central HR Services.
2. HR Advice: Provide organizational change guidance and counsel to managers/department heads, including advising on how to deal with complex performance management issues, terminations, the interpretation and application of the collective agreements, rules, policies, laws and applicable norms, to ensure adherence and conformity. Ensure compliance with regulatory and legislative requirements, including privacy, human rights, WSIB, etc.
3. Negotiations: Ensures a strategic advisory role in identifying key issues and challenges of the Library in partnership with employee relations, in preparation for support staff bargaining units’ collective agreement renewals.
4. Employee Relations: Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
5. HR Operations: Plan, develop, implement and control HR processes and initiatives to enhance efficiency and achieve a sustainable responsive system. Control administrative processes as they relate to human resources management. Manage the functional areas of recruitment, job evaluation, and the performance planning/monitoring process of the annual evaluation process. Monitor the completion of all annual evaluations for the support staff.
6. Recruitment Strategy: Analyze internal and external recruitment strategies and provide sound and justified recommendations for improving or changing current recruitment strategies to ensure that future Library’s human resources needs are met.
7. Liaison with central HR: Provide leadership and direction on behalf of the Library in the establishment of a cohesive relationship with Central HR Services. Safeguard the interests of the Library and the University of Ottawa as it relates to Human Resources Management. Provide ongoing advice and professional counsel to the CAO and the University Librarian and Dean of Libraries.
8. Organizational development: Identify training needs and/or areas of concern and develop managers and/or employees through counselling, performance improvement plans, or recommending third party consulting or training programs. Direct the design, development and implementation of initiatives, including organizational change, in consultation with OD Service succession planning, staff renewal, learning and training programs.
9. Trend and needs analysis: In collaboration with Central HR Services and the CAO, identify the need for larger scale initiatives involving overall organizational performance and issues such as change management, rewards and organizational processes and their effect on achievement of operational requirements and the service objectives.
What you will bring
Essential Qualifications:
Sound theoretical and procedural knowledge of HR, normally acquired through a university degree in HRM or a related field.
Minimum 10 years of experience, preferably as a generalist, with at least 5 years in a progressive leadership capacity
CHRP or equivalent experience and working towards CHRP
Additional Qualifications:
Master’s degree in Industrial Relations or equivalent, considered an asset
Experience preferably in healthcare and/or academic environment • Strong communications, interpersonal and organizational skills
Ability to react to change quickly • Ability to problem solve complex/conflict issues while functioning in a multi union environment
Ability to analyze and interpret documentation and be able to apply the rules and procedures as dictated by the respective collective agreements
Ability to be recognized and accepted by the academic, clinical and support staff for human resources / management competence
Bilingualism (spoken and written)
Key Competencies at uOttawa:
Here are the required competencies for all or our employees at uOttawa:
Planning: Organize in time a series of actions or events in order to realize an objective or a project. Plan and organize own work and priorities in regular daily activities.
Initiative: Demonstrate creativity and initiative to suggest improvements and encourage positive results. Is proactive and self-starting. Show availability and willingness to go above and beyond whenever it is possible.
Client Service Orientation: Help or serve others to meet their needs. This implies anticipating and identifying the needs of internal and external clients and finding solutions on how to meet them.
Teamwork and Cooperation: Cooperate and work well with other members of the team to reach common goal(s). Accept and give constructive feedback. Able to adjust own behaviour to reach the goals of the team.
The University of Ottawa embraces diversity and inclusion in the workplace. We are passionate about our people and committed to employment equity. We foster a culture of respect, teamwork and inclusion, where collaboration, innovation, and creativity fuel our quest for research and teaching excellence. While all qualified persons are invited to apply, we welcome applications from qualified Indigenous persons, racialized persons, persons with disabilities, women and LGBTQIA2S+ persons. The University is committed to creating and maintaining an accessible, barrier-free work environment. The University is also committed to working with applicants with disabilities requesting accommodation during the recruitment, assessment and selection processes. Applicants with disabilities may contact [email protected] to communicate the accommodation need. All qualified candidates are encouraged to apply; however, Canadians and permanent residents will be given priority.
Note: if this is a union position: The hiring process will be governed by the current collective agreement related to the union affiliation noted above; you can click here to find out more.
If this is a front-line position with responsibilities to interact with students, selected candidates must be rated at the Low Advanced proficiency level or higher for both oral comprehension and reading comprehension in their second official language. The rating is determined by a proficiency test designed by the Official Languages and Bilingualism Institute.
Prior to May 1, 2022, the University required all students, faculty, staff, and visitors (including contractors) to be fully vaccinated against Covid-19 as defined in Policy 129 – Covid-19 Vaccination. This policy was suspended effective May 1, 2022 but may be reinstated at any point in the future depending on public health guidelines and the recommendations of experts.
