Staff - Non Union

Job Category
M&P - Excluded M&P

Job Profile
XMP - Human Resources, Level C

Job Title
HR Advisor

Department
VPFO Human Resources | VPFO | HR Partnerships

Compensation Range
$7,851.50 - $12,243.25 CAD Monthly
The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Posting End Date
August 13, 2026

Note: Applications will be accepted until 11:59 PM on the Posting End Date.

This position is subject to the satisfactory completion of required background checks

Job End Date
Ongoing

Job Description Summary

Provides advice and counsel and makes recommendations on all human resources management issues to ensure best practices are established for units within the Vice President, Finance & Operations (VPFO) portfolio. Provides leadership with respect to the Focus on People Workplace Practices Initiative. Develops relationships and partners with clients by providing human resources expertise in their strategic business plans. This is done by participating in the review of organizational structures, performance, and change management issues and conflict resolution opportunities. Provides guidance and direction in handling employee relations issues, including contract interpretation and grievance handling to Step 2, progressive discipline, investigations, terminations, return to work, and accommodation initiatives.

Organizational Status

Works under the general supervision of the Senior Human Resources Manager, and in accordance with established principles and methods. Works closely with and takes direction from the Directors and Employee Relations Managers in Central Human Resources. Provides consultation to client Supervisors, Department Managers, Directors, Managing Directors, Executive Directors, Associate Vice Presidents and Vice-President. Works with Employee Relations Managers, Organizational Training & Development Practitioners, Return to Work Coordinators, Pension Administrators and Benefit Administrators.

Work Performed

-Provides guidance and direction in handling employee relations issues including: contract interpretation; grievance handling to Step 2; progressive discipline; investigations; terminations; return to work and accommodation initiatives.

-Resolves various case issues, grievances and disputes by researching, documenting processes, participating in discussions, recommending solutions and negotiating settlements as applicable. Provides a thorough overview of the case with recommendations directly to the Employee Relations Manager. Consults with Employee Relations Managers prior to advising on appropriate disciplinary action.
-Consults with and coaches clients on all human resources management issues pertaining to staff employees so as to ensure human resource best practices are established within all units. Ensures business partnerships are developed and maintained by regularly visiting units on site and meeting with functional department leaders.
-Develops and maintains partnerships with client departments so as to provide advice on their strategic business plans related to workforce planning, project management and change management
-Provides interpretation and advice regarding collective agreements, contracts, government legislation and University
policies, procedures, practices and guidelines. Resolves various case issues, grievances and disputes by researching, documenting processes, participating in discussions, recommending solutions and negotiating settlements as applicable. Provides a thorough overview of the case with recommendations directly to the Employee Relations Manager. Consults with Employee Relations Managers prior to advising on appropriate disciplinary action.
-Collaborates with Return to Work Coordinators in Workplace Health Services to develop action plans for returning employees to the workplace. Oversees accommodation process identified in collaboration with others from Human Resources.
- Identifies unit development needs, collaborates with VPFO client departments and HR central-advisory services team members to determine training requirements community-wide, participates in program development, and delivers training sessions in support of University initiatives. Using a coach approach, advises units on career development, recruitment practices, succession planning, compensation and performance management, and other human resource practices.

- Collaborates alongside client managers on specific attendance management issues. Delivers training sessions and provides guidance to better support management in their employee attendance.

- Participates in regular departmental meetings and business unit meetings in order to provide a forum for discussion of human resource issues and provide new and revised human resource practices.

- Participates in the development, community roll-out, and maintenance of human resource initiatives and programs.
-Attends and participates in various VPFO and HR meetings.
-Answers a wide range of general employment-related inquiries from the internal and external community.
-Participates in a wide range of various projects and committees.
-Performs other related duties as required.

Consequence of Error/Judgement

Implications of decisions or advice may result in legal and/or financial liability, restrictions on operations, damage to credibility, and poor relations with unions and employees.

Supervision Received

Works under the general supervision of the Senior Human Resources Manager, and in accordance with established principles and methods. Works closely with and takes direction from the Directors and Employee Relations Managers in Central Human Resources.

Supervision Given

No direct supervisory responsibility. Provides guidance to departmental Human Resources Coordinators in matters of professional practices.

Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of five to seven years of related experience, or the equivalent combination of education and experience.

- Willingness to respect diverse perspectives, including perspectives in conflict with one's own
- Demonstrates a commitment to enhancing one's own awareness, knowledge, and skills related to equity, diversity, and inclusion

Preferred Qualifications

CPHR designation is an asset. Experience in administration of collective agreements and labour relations in a complex unionized environment. Knowledge of current Human Resource Management practices. Knowledge of provincial and federal legislation governing employers' Human Resource practices. Knowledge and experience in using a coaching model to influence and advise clients. Knowledge of the electronic recruiting systems an asset. Ability to communicate effectively verbally and in writing. Effective presentation, leadership, organizational, analytical and problem-solving skills. Ability to establish and maintain supportive working relationships with clients and team members. Ability to develop and implement strategies to meet the needs of clients. Ability to travel to on- and off-site departmental unit locations.