Creating Success Through Leadership OPPORTUNITY PROFILE. Director, Human Resources

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1 Creating Success Through Leadership OPPORTUNITY PROFILE Director, Human Resources July 2014

2 OPPORTUNITY PROFILE About Concordia University College Concordia s history has been marked by steady growth and change in its mission and service to the public. This expansion is in keeping with its current status as one of the largest independent, not-for-profit yet government funded, degree-granting institutions in Canada. Concordia University College of Alberta s program offerings include undergraduate and graduate degrees, select diploma and certificate programs, as well as academic upgrading. Mission Concordia University College of Alberta is a community of learning grounded in scholarship, freedom, and the Christian faith, preparing students to be independent thinkers, ethical leaders, reflective servants in their occupations, and citizens for the common good. Vision Concordia University College of Alberta will be recognized nationally and internationally for its graduates' knowledge, skill, integrity, and wisdom. Values 1. Concordia is seeking an institutional reputation and profile both locally and nationally as an excellent smaller Christian university true to its mission and vision, and a good choice for all students seeking to enrol in its programs. 2. Concordia maintains its mission as a Christian university serving the public. 3. Concordia seeks to respond to the expanding expectations of a diverse population of students, faculty, and staff with various world views and experiences, varied generational attitudes, various accommodation requirements, and with a growing sense of the necessity of equal treatment in Canada s pluralistic society. 4. Concordia seeks out faculty who support Concordia's mission. 5. Concordia seeks to recruit, retain, and train administrators and staff who contribute to its mission, and also to put in place appropriate human resource planning to support the ongoing mission in spite of the constant challenges of competition for scarce human resources. 6. Concordia seeks collaborative opportunities with community partners and other educational institutions which make sense and allow it to enhance its mission, without placing undue hardships on our institution brought about by such arrangements. 1

3 THE OPPORTUNITY Reporting to the Vice President, Finance and Operations the Director, Human Resources is responsible for leading all aspects of a Human Resource Department in a university environment with approximately 60 faculty members, 160 staff, and an operating budget of $26 million. This Director must lead the processes of human resource planning, employee relations, compensation review, job classification, training, recruitment, and administration of employee benefits program. This person must ensure a proactive and strategic approach to Human Resources management that comes building understanding and strong relationships with a diverse set of client groups within the university. Key Roles & Responsibilities Strategic Direction and Human Resource Planning Recommend strategies to ensure that aptitudes and demonstrated competencies of staff and management align with the institutional mission, requirements of internal operations, and organizational culture. Provide a strategic plan for Human Resources that sets out a future vision for the function, identify critical human resource issues, and establish short and long term plans that can address these issues. Serve as a member of operational and management committees as required. Recruitment and Selection Assist with procurement of appropriate staffing to meet operational requirements. Manage the process of new staff recruitment in cooperation with supervisors, directors, and/or senior management. This process will entail application of optimal sourcing, interviewing, and reference checking methods. Provide advice with respect to wording of employee contracts. Labour and Employee Relations Concordia has a unionized faculty. The Human Resources Director must be able to provide consultation, and participate with the bargaining team for faculty contract negotiations and support ongoing administration of the collective agreement. Advise staff regarding employment questions, grievance, and personal issues. Advise and consult supervisors and managers with respect to resolution of internal conflicts or staff performance issues. Manage compensation and job classification Administer institutional position description, job analysis, and performance evaluation systems. 2

4 Assess employee classification using institutional job classification tools. Administer, and revise as needed, Concordia s job classification system. The Director must ensure parity of compensation for similar classification levels of work. The Director must also understand market dynamics in relation to employee compensation for specific professional and technical job responsibilities to ensure competitiveness of compensation at Concordia in the local market place. Employee Benefits Administration Act as on-site Administrator of group benefits and pension. This means periodically reviewing cost-effectiveness of employee benefits plan, and recommending changes as needed. Ensure that employee benefits meet needs of the employees. Recommend changes as needed. Manage and monitor staff disability leaves. General Management of Human Resources Department Prepare annual department budget. Provide supervision to staff and operations of Human Resources department. Oversee employee recognition program. Develop and maintain personnel policies and procedures. Review and update as necessary. Develop and maintain health and safety policies and procedures. Review and update as necessary. THE PERSON The ideal candidate will have a CHRP designation and an accredited university degree in a related field, preferably at the graduate level, combined with a minimum of five years experience. This is augmented by a successful track record of leadership and supervision of others in a human resources setting, preferably in a university environment. The incumbent will also demonstrate competency in supervising payroll processes, employee recruitment and hiring, conflict management resolution, job classification review, annual evaluation of staff, administration of staff discipline, employee compensation review, staff orientation processes, and staff terminations. The Director, Human Resources will demonstrate competency to strategically manage human resources development to ensure that competencies of staff align with existing and future priorities of the organization. 3

5 Experience Extensive experience as a human resources executive, with exposure to a broad spectrum of human resource functions. Experience with collective bargaining in a university setting or professional environment is a highly desirable asset. Skills and Abilities Human Resource Management: Possesses excellent human resource knowledge and interpersonal skills to work positively with academics, staff and unions. Is sensitive and caring with the ability to bring diverse individuals and initiatives together using strong negotiation and conflict resolution skills. Professional: Acts as both a leader and as an integral part of different teams. Able to provide effective leadership which will foster innovation, collaboration, respect and trust. Possesses high ethical standards, integrity, as well as an honest, open and consistent approach to working with leaders, peers, employees and stakeholders. Visionary: Understands and interprets human resource trends and addresses issues and university challenges with clarity, energy and confidence. Has the ability to adapt to new and changing situations through the adoption of best practices. Leadership: Acts as a leader, coach, mentor and positive role model with the ability to initiate, motivate and delegate. Service-orientated: Exhibits an engaging personal style that builds a service-orientated, valueadded human resources culture. Priority Setting and Problem Solving: Able to problem solve and make necessary decisions to move forward the work at hand. Strong ability to think and work strategically towards the resolution of complex issues. Strong planning and organizational skills to work within an environment where co-operation, coordination and flexibility are required. Pragmatic Decision Maker: Recognizes priorities and changing approaches. Shows common sense and intuitive judgment. Able to make, implement and act upon operational decisions. Communication: Possess excellent communication, coaching, facilitation and conflict resolution skills. Able to express ideas clearly, verbally and in writing, while paying attention to the concerns of others in a manner that elicits cooperation and support. Able to communicate effectively at all levels of the organization in both one-on-one and large group situations. Builds trust through demonstrated objectivity and consistency. Is a compassionate listener. Gains commitment of staff. 4

6 Systems: Intermediate knowledge of human resource systems and information technology in general. Working functionality of common word-processing, spreadsheet, and database computer programs. Competency with information technology to manage improvements or changes to an automated human resources information and payroll system. COMPENSATION The Director, Human Resources will be paid a competitive salary. Specifics will be discussed in a personal interview. For further information please contact Ardyce Kouri, Partner Cecilia Oteiza Ayres, Search Assistant Davies Park Edmonton #1505 Scotia Jasper Avenue Edmonton, AB T5J 3R8 Ph: (780) Fax: (780) Websites: Davies Park: Concordia University College : 5