HR Analyst Attendance (Temp)

Interested staff members are required tocomplete the following online application to the attention of: The Recruitment Team. This temp position iseffective January 12 2026 until March 30 2027 and is due to a leave .

The York Region District School Board (YRDSB) supports a flexible working culture and currently provides the opportunity for employees to work from home in addition to working in the office for some positions. The YRDSB implemented Working From Home Guidelines to facilitate this work option. Please note this does not apply for school based positions.

In compliance with Board policies and procedures and related legislation this position is responsible for the development implementation refining and the continuous improvement of the Boards employee attendance management processes to support regular staff attendance. This includes running system reports and audits identifying employees requiring support and working with system partners to implement and improve developed processes.

Major Responsibilities :

• To draft review audit and document the employee attendance management processes and procedures.
• To lead and support the Boards Suspension of Sick Leave and Absence Without Leave (AWOL) Processes including analyzing data making recommendations reviewing files drafting communications.
• To provide specialized support for grievances or arbitrations as it relates to staff attendance.
• To assist line supervisors in supporting employees who may be struggling with attendance issues.
• To work with union and federation partners to support employees who may be struggling with attendance issues.
• To work with the internal Employee & Labour Relations team and Disability Management team to determine best processes to support/manage individual employees who are struggling with attendance issues.
• To schedule meetings and document outcomes related to individual employee support/processes.
• To research recommend design implement and support management with processes and solutions to support employee attendance issues including requests for employee data identifying absence patterns levels and trend through data reports.
• To liaise with IT Services Payroll Services Disability Management WSIB and Employee & Labour teams and other pertinent system partners to ensure integrity of data processes and procedures.
• To liaise with Payroll Services and other internal partners to ensure that pay implications/records and attendance records are adjusted as required.
• To train system leaders and internal partners on employee attendance processes and procedures.
• To participate in meetings and serve on committees as required.
• To perform other duties as assigned.

Line of Responsibility:

Responsible to the Senior Manager Human Resource Services

Education Experience and Qualifications:

• A three-year post-secondary college diploma or university degree in human resources management business studies or a related discipline or equivalent as approved by the Board is required.
• Strong analytical and technical/computer skills including a minimum of five to seven years of experience with Human Resources Information Systems (HRIS).

LEADERSHIP

• Supervision or people management is not an expectation of this role.
• Responsible for sharing knowledge and information to individuals and groups within and outside of the Board as it relates to YRDSB employee attendance management processes.
• Communicates private and confidential information with Board staff system leaders Unions and Federation Partners as it relates to the Board Wide employee attendance support program.
• Builds collaborative relationships with multiple departments system leaders and Unions as it relates to the employee attendance support process.

ACCOUNTABILITY AND DECISION MAKING

• Responsible for adherence to Board policies and procedures collective agreements and the human resources legislative frameworks.
• Provides recommendations of employee attendance management best practices through research and design of efficiencies and solutions that support employee attendance.

WORKING CONDITIONS

• Typical corporate office environment.
• Requires use of technology and computer equipment for prolonged periods.

Equity Diversity and Inclusion Statement

The York Region District School Board (YRDSB) believes in giving each and every applicant an equal opportunity to succeed on their own merit and we strive to hire staff that reflect and support the diverse perspectives experiences and needs of students and communities. We remain committed to upholding the values of equity diversity and inclusion in our living learning and work environments. We know that diversity underpins excellence and that we all share responsibility for creating an equitable diverse and inclusive Board-community.

Therefore in pursuit of the Boards values we seek members who will work respectfully and constructively with differences and across the organizational hierarchy in actualizing the Boards priorities goals and principles outlined in the District Action Plan. Candidates who have strong racial literacy practices and a commitment to dismantling anti-racism anti-oppression and creating identity-affirming spaces in order to intentionally disrupt racist and hateful acts.

We actively encourage applications from members of groups with historical and/or current barriers to sovereignty equity including but not limited to:

• First Nations Métis and Inuit peoples and all other Indigenous peoples;

• African Black and Black Caribbean peoples (in alignment with Anti-Black Racism Strategy);

• South Asian East Asian Southeast Asian Middle East/West Asian Latino/Hispanic (in alignment with YRDSB Workforce Census to address disproportionalities identified).

• members of groups that commonly experience discrimination due to race ancestry colour religion and/or spiritual beliefs or place of origin;

• persons with visible and/or invisible (physical and/or mental) disabilities;

• persons who identify as women; and

• persons of marginalized sexual orientations gender identities and gender expressions.

At YRDSB we recognize that many of these identities intersect and therefore equity diversity and inclusion can be complex. We value and respect the contributions that each person brings to enriching the Board and are committed to ensuring full and equal participation for all in the communities that we serve.

Accessibility and Accommodation Statement

We also recognize the duty to accommodate and foster a culture of inclusion. Consistent with the principles of dignity individualization and inclusion we will make any appropriate accommodation based on any of the protected grounds in the Human Rights Code to support candidate participation in the hiring process. When contacted candidates will be provided with an overview of the various elements of the hiring process such as skills assessments written practicum presentation interview etc. If an accommodation is required requests can be made in advance of any stage of the recruitment process. All information received relating to a candidates required accommodation will be addressed confidentially by the Recruitment and Retention Team. Please make this request to or a member of the Recruitment Team. If this position is a school based LTO/Contract Teaching position please email the Principal directly to request the accommodation to be made at the school in collaboration with Human Resource Services Disability Management Team.

Important Note for YRDSB Employees: If you have a current accommodation in place through Disability Management please inform your Disability Management Case Manager () to ensure that your accommodation needs can be met in the new role that you are pursuing. If invited to participate in the hiring process and you are unable to perform the essential/bona fide requirements (e.g. physical cognitive requirements) please notify the Recruitment Team by emailing to review next steps (in the email please reference the job title you are applying to).

Important Information for CUPE 1734 Members:

LA.11.7 Those twelve (12) month employees filling vacancies as a result of their applying to a job posting are to remain twelve (12) months at their position. Ten (10) month employees are to remain in their position until the end of the school year. This requirement can be waived with permission from the Superintendent responsible for Human Resource Services. This does not prevent employees from applying for a position or from applying for a promotion during the twelve (12) month period.

CUPE 1734 applicants will be considered to have the required educational qualifications based on the job description for the CUPE 1734 classification they currently hold on a permanent basis in accordance with the terms of the CUPE 1734 Collective Agreement. Permanent CUPE 1734 applicants will be considered first in the selection process.

LA.7.4 Those transferred to positions not covered by this Agreement will retain their seniority accumulated in the bargaining unit for a period of twelve (12) months or up to twenty-four (24) months by mutual agreement of the parties and if transferred back into the bargaining unit within the agreed upon period they shall be credited with all previously accumulated seniority within CUPE 1734 provided that no bargaining unit employee who has completed his/her probationary period shall be displaced as a result of such transfer. Parties may jointly agree to extend past the 24 months upon mutual agreement between the Board the Union and the Employee.

As a condition of employment an d in accordance with the Education Act anyone seeking employment or wanting to volunteer must provide a satisfactory police record check. A Police Vulnerable Sector Check (PVSC) must be completed by the police services in the jurisdiction in which you reside this is based on your home address (only accepted by police services within Canada); must be satisfactory to the YRDSB and completed within six (6) months prior to the scheduled start date. It is the candidates responsibility to provide the results to the Board upon instruction.

We will accept satisfactory PVSCs that name any other school board and other employers (daycare centers OCT and employers that would require a police check for vulnerable persons) in Ontario and obtained within the last six (6) months.

Online applications are collected centrally at the Education Centre - Aurora and are monitored by Human Resource Services. All applications will be screened based on the required education experience and qualifications as noted in the posting and job description and as reflected in the application. Only those candidates meeting these criteria will be eligible to participate in the selection process and only qualified candidates will be contacted.

The personnel file of all internal applicants will be reviewed as part of the selection process.