Manager, Human Resources

Reporting to the Vice-Provost and University Librarian, the Manager, Human Resources (Manager) is responsible for the development and management of a full range of human resources services and strategies required to support the vision and goals of Queen’s University Library, within the overall human resource strategic framework of the University. Working as part of the library’s senior administration team, the Manager’s responsibilities include providing strategic and analytical advice to the Vice-Provost and University Librarian and Associate University Librarians on labour/employee relations issues, participation on the Library Leadership Team, and contributing to the formulation of strategic planning and policy direction for the library system. The Manager takes a lead or resource role on designated library committees, and promotes the vision of a learning organization in the discharge of the functions associated with the position. 

The Manager works in partnership with the University’s Central Human Resource department and Faculty Relations Office to ensure university-wide human resources strategies and policies are implemented consistently within the library, and to provide information and feedback to ensure that university wide policies and programs are meeting the needs of library units. 

Job Description 
KEY RESPONSIBILITIES: 
• Manages a full range of human resources services to support the vision and goals of Queen’s University Library. Provides strategic advice and direction to the senior administration team and unit heads using knowledge of human resources practices and good judgement to facilitate desired outcomes. 
• Creates a welcoming climate for library staff to discuss and seek advice and guidance on a range of human resources issues. Mediates disputes and promotes a cooperative approach to problem solving. 
• Consults, collaborates with, and draws on the expertise of the University’s Human Resources and Faculty Relations offices. Cultivates and fosters collaborative relationships with these offices, in addressing library human resource issues. 
• Provides advice on complex human resource and leadership related issues. This includes employee relations, total compensation, recruitment, staff development/training, legal compliance, privacy legislation, etc., ensuring consistency with university human resources policies, procedures and legislative bodies. 
• Interprets and applies policies with respect to job classification and salary administration for CUPE 1302 positions. Identifies instances when position changes and/or classification decisions may impact bargaining unit status, consults with central Human Resources Client Service Team Managers and HR department specialists, as required. Ensures appropriate position management practice is followed and that consistent process documentation is in place. 
• Working with Central Human Resources, coordinates and facilitates return from leaves or return to work situations (i.e. WSIB, sick leave etc.) 
• Contributes to the formulation of strategic planning initiatives and policy directions for the library through active participation on the senior administrative team and the Library Leadership Team. 
• Oversees and coordinates processes and procedures in the library associated with the administration of the QUFA collective agreement. Provides resource support to the Appointments Committees and Renewal, Continuing Appointment and Promotion Committee. Advises the University Librarian and Associate University Librarians on procedures associated with the collective agreement to ensure due process and to maintain equitable practices. Takes a cooperative approach to resolving issues arising out of the collective agreement, seeking advice and direction from the university as appropriate. Oversees personnel records for Librarians and Archivists. Acts as Staffing Officer for the library. 
• Manages the day-to-day administration of the collective agreement for CUPE Local 1302. Engages in proactive labour relations practices with union leadership through meaningful consultation and creative problem solving techniques. Drafts non-routine correspondence on issues arising out of the collective agreement. Chairs the Union/Management Committee. Participates in the development of the library’s proposals for bargaining. Represents the library in negotiations and arbitrations. Advises unit heads and supervisors on contract interpretation and complex employee relations, referring to Central Human Resources as appropriate. 
• Assists managers with first-level grievance investigations and responses by providing advice and assistance regarding the grievance process, interpreting collective agreements (in consultation with Labour Relations and Faculty Relations) and staff policies, past practice and potential risks to the university. Liaise and update the Employee and Labour Relations unit within Central Human Resources in the event that grievances reach second-level. 
• Actively participates in the performance evaluation process by coaching unit heads/supervisors, assisting with performance development plans and implementing actions required under those plans. 
• Provides data and analysis for preparation of the annual budget and staffing strategy and contribute to ongoing budget and staffing decisions. Works with the library’s Manager, Finance and Administrative Operation to interpret and manage financial and staffing implications of leaves and transfers to ensure salary accounts stay within budget. 
• Supports and promotes a culture of diversity and inclusion, through the demonstrated commitment to the university’s and library’s programs, initiatives and behaviours designed to foster an inclusive, supportive, and welcoming work environment. 
• Collaborates with the Vice-Provost and University Librarian, Associate University Librarians and unit heads/supervisors in the development of effective staffing models and organizational structures to support the library’s goals and objectives. Advises on the preparation of position descriptions and position guides. Assists unit heads/supervisors in the advancement of a work environment that motivates and inspires all people to contribute at a high level and maximize job satisfaction. 
• Oversees recruitment processes on behalf of the library including assisting in needs assessment, job description development, candidate selection and interviewing, the offer process and orientation. Provides leadership in workforce and succession planning and oversees effectiveness of the processes. 
• Promotes open communications and the vision of a learning organization. Takes a lead role in the monitoring and development of staff orientation and training, and skills development initiatives. Engages in the development of staff appreciation and recognition programs and activities. 
• Co-chairs the Joint Health & Safety Committee. Oversees compliance with Health and Safety regulations related to the Library, working with the Director of Environmental Health and Safety. Acts as the Safety Officer for the Library. 
• Plans, prioritizes and manages the work of employees, 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 employees 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: 
• A University degree, specialising in human resources or business. Additional HR certification, such as CHRP is an asset. 
• A minimum of five years relevant work experience in a mid to senior human resources management position, preferably in a unionized environment, combined with supervisory experience. 
• Sound knowledge of principles, practices and techniques of human resources administration, including labour relations, particularly within an academic setting. 
• Knowledge of current employment and labour legislation and application. Knowledge of Queen’s Human Resources policies and procedures is an asset. 
• Satisfactory Criminal Records check is required. 
• Consideration may be given to an equivalent combination of education and experience. 

SPECIAL SKILLS: 
• Respects diversity and promotes inclusion in the workplace. 
• Proven ability to develop effective relationships and gain credibility across all levels of a employee groups. Strong influencing, coaching, mentoring, leadership and facilitation skills. 
• Professionalism, confidence and strong client service focus. 
• Must be comfortable in a complex and expansive organization. 
• Ability to diagnose and resolve complex employee relations and organizational issues. 
• Creative problem-solving skills and proactive approach to human resources issues. 
• Excellent judgment and clear and precise communication skills – written, verbal and presentation, including a high degree of diplomacy and confidentiality. 
• Strong collaborative and consensus building skills. 
• Superior interpersonal, organization and time-management skills. 
• Strong people management skills, change management skills, including the ability to plan, organize, direct and motivate individuals and teams to achieve objectives. 

DECISION MAKING: 
• Determine and recommend human resource strategies that support the library strategic framework. 
• Determine appropriate advice, training and coaching required to support library leadership. 
• Assess complex situations and determine the appropriate course of action to resolve issues. 
• Evaluate culture and recommend strategies to make changes as needed. 
• Recommend appropriate organizational structure and staffing levels across the library. 
• Determine the most effective way to intercede and/or mediate workplace disputes. 
• Determine the content of correspondence, reports, and proposals, including the development of procedures. 
• Recommend changes and modifications to policies, procedures and collective agreement language. 
• Determine when and who to involve or consult in unusual situations that may set future precedents. 
• Make judgments on the application of policies and procedures. 
• Prioritize time and duties to ensure work which is coming from multiple sources is completed within the required deadlines. 
• Make human resource management decisions including training and professional development, performance reviews, workload distribution and discipline. 
• Determine whether documentation meets established criteria in matters relating to academic staff. 
• Decide on the nature and content of agenda topics and background information for meetings and the content and tone of minutes of meetings and reports. 
• Determine when to consult with Central Human Resources and Faculty Relations. 
• 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.