Associate Director, Human Resources

Position Title
Associate Director, Human Resources

Posting Number
ES420P

Job Posting Open Date
06/15/2021

Job Posting Close Date
07/06/2021

Position Start Date
08/09/2021

Position End Date

Location
Lansdowne

Applicant Portal Position Category
Exempt

Employee Group
Exempt

Pay Grade
E – Pay Band 13

Salary
Recruitment Range: $88,475 to $117,967 per year – Starting salary is determined through knowledge, experience and internal equity. Performance Range: Salary may be up to a maximum of $135,662, which is obtainable through annual performance increases.

Number of positions to be hired under this posting
1

Additional Pay Considerations

Days of the Week
Monday to Friday

Work Schedule
The work schedule is 5 days per week, Monday to Friday, consistent with a 35-hour work week; may require flexibility in work hours or additional hours to complete work and occasional evening or weekend work.

Total Hours Per Week
35

Position Reason
Replacement

Position Type
Continuing Full Time

Posting Type
Employees & General Public

Division/School
Human Resources

Department
Human Resources

Job Description
A) JOB SUMMARY
The Associate Director, Human Resources, builds business partnerships with client groups in schools and service areas and provides leadership, consultation and direction to the Human Resources Operational team in advancing the business and people goals for their client areas in order to meet strategic and operational business objectives.
The nature of the HR Department and its work is such that there is a strong team approach with an emphasis on high quality customer service and a need to be highly responsive in a timely and professional manner to emerging issues. The Associate Director works to maintain positive relations between the College, its employees and three unions through a variety of activities and forums including the provision of advice and coaching to exempt leaders. The Associate Director promotes and supports relevant professional development and currency in areas of expertise for team members.
The Associate Director provides leadership, technical expertise, expert advice and support to the organization regarding the interpretation, administration and implementation of human resource policies, procedures, Collective Agreements, Terms & Conditions of Employment for Exempt Employees, Employment Standards and Human Rights legislation in a multi-unionized environment.
B) REPORTING RELATIONSHIPS
Reporting to the Executive Director, Human Resources, the Associate Director, HR, provides leadership, guidance and direction to the HR Operational Team.
The HR Operational Team consists of 10 positions in addition to the Associate Director:

• Human Resources Consultants (3.5 positions)
• Human Resources Generalist (1 position)
• Employee Health Advisors (1.5 positions)
• Human Resources Assistants (4 CUPE positions reporting directly to the Generalist)

C) ESSENTIAL JOB FUNCTIONS
The Associate Director, Human Resources is accountable for the following:
Leadership

• Provides direction and leadership to the HR Operational Team by setting goals and objectives for the successful achievement of service requirements of clients that enable them to meet the College’s strategic objectives.
• Leads and manages HR professionals in the delivery of consistent, timely and professional human resources services to effectively meet the business needs of clients while balancing the consistent application of governance standards.
• Coaches and mentors the HR Operational Team on innovative consulting practices that strengthen relationships with clients, promote individual and team competence and consistency, and that focus on the achievement of results and client-focused solutions.
• Creates an engaging, motivating and positive work environment and establishes teamwork and effective communication with staff.
• Promotes excellence and oversees performance planning and development for team members by engaging in performance dialogues that inform performance expectations, planning and development plans.

Continuous Improvement for Business Practices

• Supports the Executive Director, Human Resources, by overseeing the day-to-day operations of the department, ensuring consistency of practice, maintenance of optimum service levels and security and accuracy of employee records,
• Provides strategic direction to development and delivery of HR operations and services, including supporting continuous improvement of the delivery of integrated HRIS solutions to meet business needs. (i.e. Colleague Renewal and PeopleAdmin)
• Provides strategic oversight of HR administration, ensuring optimized support for collaborative and integrated delivery of HR programs and services. Administration relates to all aspects of employee transaction processing and related records maintenance.
• Leads the development, revision and implementation of HR operational processes and guidelines.
• Monitors HR services, processes and tools on a continuous basis to ensure alignment with department goals and sets department and/or personal objectives based on client needs.

Building Strategic Relationships

• Develops pro-active strategic business partnerships to assist clients in achieving their department’s key goals and objectives including: strengthening relationships, coaching them in effective HR practices; strategically planning for their staffing needs; and working with them to resolve high-level issues that span multiple departments.
• Provides expert professional advice and consultative services to Senior Leaders, and workplace leaders, highlighting emerging issues and providing regular briefings through a variety of communication approaches.
• Represents Human Resources on cross-functional projects, committees and teams.
• Builds trusting relationships and coaches managers on effective communication approaches and engagement strategies to strengthen interpersonal relationships and resolve issues.
• Participates in the development and delivery of key business objectives and strategic solutions with the Executive Director of HR and other members of the HR Leadership team
• Supports departmental efficiency through successful inter-team communication processes and a focus on performance and effectiveness.

Employee and Labour Relations

• Administers complex collective agreements, exempt terms and conditions of employment, employment and labour legislation, providing coaching, advice and facilitation services on employee and labour relations matters.
• Provides leadership and guidance to exempt workplace leaders and team members on the full scope of respectful workplace issues, including triaging complaints, coordinating and managing formal investigations, recommendations on outcomes and remediation for workplaces. Provides guidance and recommendations in collaboration with the ED of HR and exempt leadership.
• Prepares and supports respectful workplace and human rights cases, as required.
• Conducts research, provides background information and assists with preparation for collective bargaining, grievances and arbitrations.
• Provides guidance to exempt leaders and the HR Operational Team regarding grievance handling and case management of labour relations issues.
• Consults with legal counsel on human resource and labour relations matters.
• Assesses, analyzes and leads the implementation of newly bargained and/or revised collective agreement articles including the development of and/or revisions to departmental processes and related training initiatives. Participates on committees as required.

Exempt Compensation and Job Evaluation

• Provides advice to exempt workplace leaders and HR staff on issues related to compensation and the Exempt Compensation Framework.
• Develops job evaluation expertise within the HR Operational Team to ensure consistent professional job evaluation supports and services are provided to the organization.
• Provides advice to workplace leaders on how to write job descriptions in a manner and format consistent with College and best practices.

Performance Improvement, Planning and Development

• Supports the development and implementation of performance planning and development processes and tools that contribute to a respectful work environment and actively participates in related training initiatives.
• Coaches exempt workplace leaders and HR Consultants on strategies for promoting a respectful workplace, addressing complex workplace, performance or interpersonal issues, resolving conflicts and mediating disputes between employees; assesses and recommends most appropriate courses of action.
• Identifies and assists exempt workplace leaders with potential labour relations issues; researches issues; works with exempt workplace leaders, employees, union representatives and Labour Relations Specialist to manage and resolve complaints and other issues through to successful conclusions.
• Exercises sound judgment when determining when issues should be forwarded to the Labour Relations Specialist.
• Fosters a positive labour relations environment by participating in discussions with exempt workplace leaders, union stewards and representatives including identifying opportunities for cooperative change.

Wellness and Attendance Management

• Works closely with workplace leaders providing ongoing awareness of the benefits of attendance management, resolving attendance issues or concerns and providing wellness and attendance management training as required.
• Liaises with the Employee Health Advisors to establish, promote and/or support employee wellness, return to work, rehabilitation and accommodation initiatives, including oversight of the Healthy Together! Employee wellness program
• Oversees functioning and effectiveness of Disability Management and Joint Early Intervention Program Committees.

Recruitment and Retention

• Counsels and coaches hiring workplace leaders on staffing options, recruitment processes, various advertising strategies and/or innovative hiring techniques that can be utilized to attract qualified candidates in a competitive marketplace, and actively participates in the selection process.
• Makes recommendations and provides feedback that supports the development and successful implementation of capability-based recruitment practices on a College-wide basis.
• Supports a strategic workforce planning approach to recruitment for their clients.
• Supports workplace leaders to be trained and supplied with current guidelines, tools and supports regarding recruitment and selection processes.

D) OTHER FUNCTIONS AND RESPONSIBILITIES

• Represents the department on various internal, sectoral/provincial committees, professional associations and/or organizations;
• Acts in the absence of the Executive Director of Human Resources, as required;
• Performs other related duties as assigned.

Qualifications
Education and Related Experience:

• Bachelor’s degree in Human Resources Management, Business Administration, Social Sciences or related discipline, plus 5+ years of related experience, including in a leadership role, with increasing responsibility in a multi-unionized environment, or an equivalent combination;
• Related experience may include:

o Providing strategic and operational leadership, expertise, consultation and direction to a diverse team
o Leading HR practices including; recruitment, selection, compensation and benefits, employee and labour relations, job evaluation, performance review, planning and development, respectful workplace promotion, wellness and attendance promotion, conflict resolution, workforce planning, collective agreement interpretation, Employment Standards, Human Rights, and other legislation.
o Planning, developing and implementing HR-related projects and initiatives.
o Building and facilitating effective business partnerships with colleagues, clients, union partners and stakeholders.

• Certification as a Certified Human Resource Professional (CHRP), or eligibility, is desired.
• Experience in post-secondary environments preferred
• Equivalent combination of education, training and experience may be considered

Knowledge, Skills and Abilities:

• In-depth knowledge of recruitment, selection, compensation and benefits, employee and labour relations, job evaluation, performance review, planning and development, wellness and attendance promotion, conflict resolution, workforce planning, collective agreement interpretation, Employment Standards, Human Rights, and other legislation.
• Ability to lead a high performing team using effective facilitation, leadership, coaching and influence skills, demonstrating a strength-based approach.
• Ability to work independently, organize workload and set priorities;
• Excellent interpersonal and communication skills, both written and verbal.
• Ability to plan, develop and deliver HR-related projects and initiatives.
• Ability to manage change and develop effective approaches to enhancing and improving organizational culture/climate;
• Ability to provide strategic and operational leadership, expertise, consultation and direction to clients and stakeholders
• Excellent planning, organization, problem solving, decision-making, change leadership and conflict resolution skills.
• Ability to exercise sound judgment in determining when issues should be escalated to the Executive Director of HR and/or members of the College Executive Team.
• Ability to deal tactfully and decisively with sensitive client issues while maintaining the highest levels of customer service and confidentiality.
• Ability to develop relationships and foster healthy, respectful working relationships with Union partners as well as team colleagues and clients.
• Ability to work under pressure, meet tight deadlines and effectively lead and deal with changing priorities, often without notice.
• Functional level of computer literacy to effectively operate HR office computer applications and an HRIS (i.e. Colleague).

Capabilities
As a member of the college community with responsibilities to enable the achievement of college-wide strategic objectives, the Director will demonstrate the three core and three leadership capabilities identified in the College’s Capability Framework:
Focus on Students and Their Success (Core)
We all have a role to play in promoting and supporting students – directly or indirectly – contributing to their success, education and transition as they build their path to the future.
Cultural Alignment (Core)
Inclusion and respect align with Camosun’s traditions of lifelong learning and positive, supportive experiences for all. We examine our individual and institutional cultures and, through indigenization, consider other ways of knowing (thinking), being (approaches), doing (acting), and relating.
Fostering and Nurturing Relationships (Core)
Fostering and nurturing relationships is at the core of everything we do. Successful workplace relationships take time to develop and include building trust, engagement and collaboration.
Address College Needs (Leadership)
In order to address college needs leaders recognize and respond to the complex, diverse and interdependent components. Leaders inspire others to work individually and collaboratively to achieve departmental/divisional, college and sectoral goals.
Enable Self & Others (Leadership)
To better serve students and the college to achieve success, leaders enable self and others to take responsibility and to participate in learning and development opportunities.
Create Time and Space (Leadership)
To be at our best and achieve organizational goals, we need both time and space. Time and space as a unitary concept promotes opportunities to listen, plan, think, create, innovate and develop relationships.

Job Type: Full-time

Salary: $88,475.00-$117,967.00 per year