Human Resources Manager, Temporary Full-Time Competition No

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1 Human Resources Manager, Temporary Full-Time Competition No Temporary Opportunity anticipated length to be up to twelve (12) months Anticipated start date: August 2015 Located adjacent to downtown Victoria, Esquimalt is a residential community (population 17,000) with extensive amenities including beautiful parks and beaches, scenic waterfront walkways as well as modern recreational facilities, schools and commercial services. The Township of Esquimalt is seeking a motivated and experienced individual to fill the full-time temporary position of Human Resources Manager. Reporting to the Chief Administrative Officer, the Human Resources Manager functions as a strategic business partner and key advisor to the Senior Management Team. This exempt position provides consultative support and direction to managers and staff throughout the organization on a wide range of human resource issues such as employee and labour relations, recruitment and selection, compensation and job evaluation, training and development, conflict resolution and policy development. The Human Resources Manager leads one administrative position within the department. The ideal candidate will have a master s degree in human resources management, public administration, business administration, or equivalent and a minimum of 5 years broad-based human resource generalist experience within a unionized environment, preferably in local government. A CHRP designation, supervisory experience, courses in conflict resolution and/or labour relations, and experience in collective bargaining are considered an asset. Your values include accountability, integrity, respect, and service. Prior to applying, please review the attached job description which provides a detailed outline of key duties and required qualifications, skills, and abilities. Salary: $104, $118, annually plus benefits Please submit your resume by 4:00 p.m. on June 12, 2015 to: or by mail to the Attention of Gina Griffith, Human Resources Manager at the address shown below. We thank all applicants for their interest, however, only those candidates selected for an interview will be contacted. Date posted: May 15, 2015

2 ESQUIMALT Position No.: 5005 POSITION DESCRIPTION Effective Date: March 2015 Position Title: Manager of Human Resources Department/Division/Section: Corporate Services/Human Resources POSITION FUNCTION Responsible for developing, implementing, monitoring Human Resources programs and lead performance improvement and coaching initiatives that develop, inspire and motivate staff to achieve maximum performance. Functioning as a strategic business partner and key advisor to the Senior Management Team, this exempt position provides consultative support and direction to managers and staff throughout the organization on a wide range of human resource issues such as employee and labour relations, recruitment and selection, compensation and job evaluation, training and development, conflict resolution and policy development. KEY DUTIES Contributes to the overall leadership of the Township as a key member of the Municipal Leadership team. Participates in setting the overall strategic direction for the Township. Consults with, coaches and/or counsels managers on various employee relation issues such as interpreting and administering collective agreement provisions, preparing for and conducting investigative meetings, issuing corrective discipline, managing employee performance issues, hearing and/or drafting grievance replies, responding to employee concerns and/or complaints. Researches and responds to labour relations or rights related queries seeking out legal opinions as required. Directs legal counsel hired to represent the Township in arbitration or in other venues and manages related costs. Ensures consistent application of HR policies, procedures and collective agreements when consulting with managers and staff on issues related to salary administration, job evaluation and employee benefits/compensation. Plays a leadership role in the job evaluation process for CUPE positions by receiving and reviewing job evaluation requests, coordinating management s job evaluation committee to conduct required reviews, as well as communicating with the Union on job evaluation issues and outcomes. Assists managers and staff with recruitment and retention initiatives by providing advice and guidance in all areas of the selection process such as drafting of job ads and job descriptions, screening and short-listing applicants, developing interview questions and scoring criteria etc.,. May take the lead role in specific recruitment processes. Fosters a positive labour relations environment by participating in discussions with managers, front-line supervisors, union representatives and officers that are aimed at working together to resolve disputes and enhance relationships; organizes and attends Labour/Management meetings and identifies opportunities for positive and cooperative change initiatives. Plays a leadership role in management of the Township s Safety Program by overseeing the development and implementation of the Safety Committee s Annual Work Plan initiatives, coordinating required safety consultant and/or safety training services, interacting with WCB officers, claims adjudication staff and

3 BCMSA representatives. Organizes and participates in meetings held with various managers (and Directors) responsible to ensure the safe work practices of their staff and ongoing execution of the Township s Safety Program. Works with managers to identify business unit needs and objectives to develop and deliver training or information sessions on a wide range of human resource topics (I.e. attendance management, performance management, workplace harassment). Participates in business unit organizational change initiatives (technological and operational) by providing HR expertise to identify employee impact and collective agreement and/or legislative requirements to be met as well as recommending and assisting in the development of strategies to manage employee (and union) response to change. Participates in the collective bargaining processes (CUPE and IAFF locals) by assisting the GVLRA Chair who acts as spokesperson for the Township. Assistance includes providing statistics, information and knowledge of Township practices and union interactions as well as speaking (as required) to specific local issues. Develop, implement and administer corporate HR initiatives, policies and programs (including employee recognition events) that serve to support and enhance the Township s Strategic Plan and related initiatives. Directly supervises one administrative position and manages a modest HR budget (approximately $250, annually). This includes the preparation and management of the annual budget to meet identified HR objectives and corporate initiatives. Conducts required research (review of applicable case law, policies, best practices and legislation) to provide excellent HR/LR advice and support. Leads and/or participates on various corporate or HR committees (e.g. Leadership Committee). Perform related duties where qualified WORKING RELATIONSHIPS This position reports directly to the CAO. Supervises one administrative position. Work is generated by the CAO and other senior management staff. Liaises with other Departments, managers, employees, union representatives and outside agencies as required. WORKING CONDITIONS Physical Effort: Sit with arms unsupported for short periods; dexterity for typing, filing and answering phones; stand for short periods. (frequent) Mental Effort: Interruptions from telephone enquiries. (frequent) Deal with enquiries, complaints and conflict resolution while managing multiple projects and deadlines. (frequent) Requires good judgment and organizational skill level (high) Visual/Auditory Effort: Respond to telephone calls; focus on VDT. (frequent)

4 Work Environment: Office. Required to work occasional irregular hours. KEY SKILLS AND ABILITIES Promote, incorporate and role model the Township s four core values into all program activities: Accountability we acknowledge and take responsibility for our actions, decisions, and policies. Integrity we practice high standards of ethical behavior and open communication that inspire trust. Respect we foster an environment of fairness where people are valued and treated with dignity. Service we strive to meet community needs and achieve high-quality results through teamwork, innovation, and creativity. Ability to communicate in a clear and concise manner (oral and written) that serves to clarify intent, achieve goals and detail the complexities of any given situation. Ability to influence others, resolve conflict and to play a leadership role in change initiatives by exercising tact, diplomacy and respect for others. Thorough understanding of and ability to interpret applicable collective agreements and/or various rights related legislation. Excellent understanding of labour jurisprudence is necessary. Extensive knowledge of and ability to apply performance management, corrective discipline and/or attendance/disability management strategies to individual situations which may be complex in nature. Sound understanding of and ability to consistently apply Human Resource employment related programs, policies, procedures and practices. Extensive knowledge in employment related legislation is required. Sound knowledge of and ability to apply compensation, job evaluation and benefit policies, practices and strategies aimed at successful attraction and retention of staff. Ability to build and maintain effective working relationship with staff at all levels in (and external to) the organization. Demonstrated ability to work well as a part of a team and to bring energy and passion to the work. Ability to use discretion when handling sensitive, high-level or confidential matters. Ability to develop and deliver training or information sessions as required. Strong organizational skills including a demonstrated ability to multi-task, organize and prioritize work inside of a fast-paced and change-oriented work environment. Ability to work independently without immediate supervision. Ability to draft correspondence and to maintain accurate records and files. Ability to solve problems and to exercise initiative related to assigned work. Proficient in the use of Office Suite software and applications (e.g. MS Word, PowerPoint, Excel and Outlook) and ability to operate standard office equipment. Ability to provide supervision, leadership and direction to unionized staff, including motivating, training, conducting performance reviews, and applying corrective discipline in a unionized environment.

5 QUALIFICATIONS Formal Education, Training and Occupational Certification: Masters degree in human resources management, public administration, business administration, or equivalent. An undergraduate degree in human resources management, public administration, business, or equivalent supplemented by courses (or certificate/diploma) in human resources management or CHRP designation is considered equivalent to a Masters degree. Current and valid Class 5 B.C. Drivers License Experience: Minimum of 5 years broad-based human resource generalist experience within a unionized environment, preferably in local government. CHRP designation, supervisory experience, courses in conflict resolution and/or labour relations, and experience in collective bargaining considered an asset. OTHER Length of time to become familiar with job duties and responsibilities: 1 year May be requested to substitute in a more senior position.

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