People and Culture Consultant

DUTIES

As the main point of contact, the People and Culture Consultant provides comprehensive strategic and operational advice, guidance, and support to Managers, Deans, Directors and VPs and their respective departments and faculties across campus, in all facets of Human Resources and Labour Relations.

Reporting to the Executive Director of HR Strategic Partnerships, the Consultant collaborates on developing and implementing best practice programs, policies, and systems to support the University's leaders and managers. This role delivers high-level service and expertise in Human Resource management across various domains. The Consultant's areas of responsibility encompass recruitment and selection, employee and labour relations, and conducting preliminary inquiries into matters such as harassment, discrimination, professional misconduct, and conflicts of interest. Additionally, the role involves coaching managers on performance management, fostering organizational development, advising on support staff job positions and faculty salary placements. Through these diverse functions, the Consultant provides comprehensive HR support to enhance the University's operational effectiveness.

The key to the success of the People and Culture Consultant in attaining their intended outcomes is their ability to develop strategic partnerships, understanding the key challenges of the departments and/or faculties and providing coaching and strategic advice based on HR best practices within their assigned portfolios. The People and Culture Consultant will operate with considerable independence, while exercising discretion, and initiative.

MAJOR RESPONSIBILITIES

• Provide knowledge and strategic advice to portfolio leaders on employee and labour relations. Provide guidance and support in the interpretation and application of three collective agreements, the Benefits and Working Conditions of Administrative Employees and HR policies.
• Works with managers and union representatives to discuss issues and find both conventional and creative ways to resolve problems, considering past practices, best practices, and the mutual interest of all stakeholders while maintaining the integrity of the relevant collective agreement.
• Advise and coach portfolio leaders on performance management issues and ensure consistent application of corrective actions in line with applicable collective agreements and institutional practices.
• Leads step 1 grievance meetings and advises and coaches managers through the Grievance process while recommending effective remedies. Provides input to and participates in resolution meetings and arbitrations to resolve labour management issues.
• May participate in collective bargaining including input and research towards preparation of bargaining proposals.
• Works collaboratively with internal client groups to champion the development and the application of TRU’s employment brand and recruitment and selection strategy. Ensure processes are aligned with TRU’s strategic goals, underlying TRU as an “Employer of Choice” for potential applicants and existing employees.
• Work collaboratively with portfolio leaders to develop work force plans that meet the organization’s short- and long-term resource needs.
• Coaches department leaders on recruitment and selection best practices and ensures compliance with collective agreements, procedures, and working conditions, connecting leaders with organizational resources.
• Advise and coach portfolio leaders on effective performance and development planning and support the process by providing relevant training and practical tools.
• Conducts preliminary inquiries into complaints of harassment, conflict of interest, professional misconduct, discrimination and abuse, and reporting to the Responsible Officer as required. Based on the findings, advises and supports leaders in appropriate action to mitigate and respond to complaints including discipline outcomes and best course(s) of action, while ensuring consistency across the organization and compliance with relevant collective agreements and policy.
• In collaboration with the Organizational Learning & Engagement team, promote and initiate employee development programs to support TRU’s strategic goals, departmental goals and enhance employee skills. Supports the development and delivery of relevant training and initiatives that support a culture of learning and build organizational capability and capacity.
• Ensures consistency and internal equity across the organization related to compensation and salary administration. Administers compensation programs and advises organizational leaders on consistent and equitable application.
• Advises portfolio leaders on the CUPE Joint Job Evaluation program and works with HR employees to implement changes and communicate outcomes. Oversees the development of support staff job descriptions and administrative role profiles. Provides guidance and coaching to organizational leaders in the Administrative job evaluation process.
• Research, develop and manage HR projects that focus on the implementation of Human Resources best practices and further TRU’s organizational goals as identified an approved.
• Acts as a change agent in partnership with organizational leaders to implement new practices, programs, tools and organizational and departmental changes that are aligned with TRU’s strategic goals.
• Facilitates transactions such as approvals for recruitment and hiring using the HRIS and reviews and approves confidential hiring packages based on established standards.
• Coach and support HR Officers in their day-to-day operational transactions and responsibilities.
• Research and collaborate with external third parties. Responsible for building and managing effective relationships with a wide variety of internal and external stakeholders.
• Participate in and lead various campus committees (ie: Disability Management, Joint Employee/Union committees, etc).

REPORTS TO
Executive Director, HR Strategic Partnerships

QUALIFICATIONS

REQUIRED KNOWLEDGE/SKILLS

• An undergraduate degree in an area of HR and/or Business
• Minimum four years of experience demonstrating active involvement leading and solving complex HR issues
• Experience working with unions is an asset
• A professional designation (CPHR) is preferred
• A passion to exemplify client service and delivering on commitments to a high standard
• Proven ability in building collaborative working relationships with employees at all levels, including union representatives
• Ability to act as a change agent and resolve conflict while achieving optimal outcomes
• Proven ability to conduct inquiry meetings and demonstrate investigative skills
• Strong interpersonal, problem solving, and decision-making abilities
• Demonstrated knowledge and application of relevant laws and regulations: labour, workplace health and safety, human rights, and employment standards
• Ability to provide sound professional advice and direction for all aspects of Human Resources to all levels within the organization
• Ability to identify clients’ needs and provide advice, guidance and planning related to a variety of initiatives that support strategic directions
• Proven ability to work as an integral member of a highly functioning human resources team to deliver high quality services to the University’s communities
• Excellent verbal and written skills
• Strong computer knowledge (Microsoft Office Suite)
• Demonstrated experience in delivering presentations to large and small groups.
• Ability to mentor and coordinate the work of other HR staff