Manager, Academic Human Resources

COVID 19 On-Campus Requirements

Prior to May 1 2022 the University required all students faculty staff and visitors (including contractors) to declare their COVID-19 vaccination status and provide proof that they were fully vaccinated or had an approved accommodation to engage in in-person University activities. These requirements were suspended effective May 1 2022 but the University may reinstate them at any point.

About Queens University

Queens University is the Canadian research intensive university with a transformative student learning experience. Here the employment experience is as diverse as it is interesting. We have opportunities in multiple areas of globally recognized research faculty administration engineering & construction athletics & recreation power generation corporate shared services and many more.

We are committed to employment equity and diversity in the workplace and welcome applications from individuals from equity seeking groups such as women racialized/visible minorities Indigenous/Aboriginal peoples persons with a disability persons who identify in the LGBTQ community and others who reflect the diversity of Canadian society.

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Job Summary

Reporting to the Director Human Resources (HR) the Manager Academic HR provides oversight and expert guidance on the full scope of academic human resources matters within their assigned portfolio in Queens Health Sciences. This includes advising the Dean Vice-Deans Associate Deans Department Heads and other senior academic leaders on matters related to academic appointments recruitment the employment lifecycle collective agreement interpretation and academic administrative appointments. The Manager is accountable for ensuring alignment with university policies collective agreements (particularly the Queens University Faculty Association QUFA) and relevant legislation.

As a key leader within the QHS HR team the Manager plays a critical role in human resources management process improvement and policy development. The Manager works in close collaboration with the Associate Director Academic HR to lead a team of academic HR professionals ensuring professional growth and compliance among direct reports and strategic alignment and operational efficiency across the academic HR functions.

Job Description

KEY RESPONSIBILITIES:
Provides operational leadership in the administration of the academic employment lifecycle including appointment reappointment promotion tenure leaves and retirement processes for faculty members primarily within the QUFA bargaining unit.
Serves as a senior advisor to decanal leadership on complex academic staffing matters including policy interpretation precedent-setting decisions and the strategic alignment of academic resources.
Oversees and ensures the consistent application of the QUFA and other collective agreements university policies and guidelines maintaining expertise in all relevant frameworks and offering guidance to academic leaders and administrators.
Supports the academic leadership team on matters related to academic administrative appointments including recruitment employment arrangements and transitions of vice-deans and associate deans.
Oversees the headship/directorship search and appointment process and oversees the coordination of search committees for directors of centres and vice/associate deans.
Supports the development of academic terms of reference for the establishment of Chairs or Professorships for submission to Senate.
Acts as a lead point of contact for the Office of the Provost Faculty Relations affiliated teaching hospitals funding agencies (e.g. SEAMO) and regulatory bodies (e.g. CPSO RCPSC) on matters related to academic appointments and licensure.
Interprets and advises on academic immigration matters including Labour Market Impact Assessments (LMIAs) work permit requirements and compliance with government programs liaising with the universitys Immigration Consultant and appropriate university offices.
Leads or supports the resolution of sensitive labour relations matters including supporting grievance and issue management consulting and liaising with Faculty Relations and QHS senior leadership.
Collaborates with the Associate Director Academic HR in aligning team priorities and resourcing strategies across the Academic HR function.
Leads the planning and implementation of process and policy improvements in collaboration with the Director HR and applicable university offices to ensure consistency and compliance.
Monitors and ensures the integrity of academic HR data across relevant systems (e.g. PeopleSoft) overseeing audits and contributing to institutional reporting.
Represents QHS Academic HR at internal and external committees or working groups contributing subject matter expertise and institutional perspective.
Plans prioritizes and manages the work of supervised staff providing strategic and tactical advice guidance and coaching. Identifies the need for additional staff resources participates on staffing committees and makes effective recommendations regarding employee selection.
Manages performance of supervised staff by establishing performance standards reviewing and evaluating performance and conducting formal performance reviews on an ongoing basis.
Assesses staff training and development needs of supervised staff and ensures that employees receive training required to improve and sustain successful performance.
Investigates addresses and resolves employee/labour relations issues for direct reports including disciplinary matters. Makes decisions or effective recommendations on matters involving possible discipline discharge and probationary termination.
Undertakes other duties as directed in support of the staffing and administrative functions of QHS.

REQUIRED QUALIFICATIONS:
University degree in business administration with a focus in human resources labour relations or related field.
Several years of progressive experience in academic or human resources leadership including experience advising on complex employment matters and interpreting collective agreements. Experience in a post-secondary and/or healthcare academic environments are considered assets.
Demonstrated experience supervising and developing staff.
Extensive knowledge of university structure policies procedures and applicable HR practices employment legislations and collective agreements.
Knowledge of PeopleSoft system is considered an asset.
CHRP Designation is considered an asset.
Consideration may be given to an equivalent combination of education and experience.

SPECIAL SKILLS:
Commitment to advancing Indigeneity equity diversity inclusion accessibility and anti-racism (I-EDIAA).
Strong relationship-building and interpersonal skills with the ability to advise influence and collaborate effectively with senior constituents.
Excellent judgment and discretion in handling complex confidential and sensitive issues.
Proven leadership and team management capabilities.
Strategic and analytical thinking with a proactive approach to problem-solving.
Exceptional organizational and time management skills with the ability to prioritize multiple demands.
Skilled in policy interpretation written communication and process documentation.
Proficiency with HRIS systems (e.g. PeopleSoft) Microsoft Office and willingness to learn new technologies.

DECISION MAKING:
Exercises discretion and independent judgment in interpreting and applying policies collective agreements and precedents to complex academic staffing matters.
Makes recommendations on academic staffing policy and process improvements.
Resolves or escalates labour relations concerns in collaboration with Faculty Relations and senior QHS & HR leadership.
Assesses and determines appropriate responses to institutional risk escalating as needed with comprehensive context and advice.
Prioritizes time and duties to ensure that work of supervised staff is completed on time.
Evaluates job candidates for supervised staff positions and makes effective recommendations on suitable hires.
Makes decisions and/or effective recommendations relating to supervised staff regarding transfers and promotions.
Evaluates employee performance of supervised staff 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 in connection with supervised staff and makes effective recommendations on appropriate course of action or next steps on grievances.
Makes effective recommendations for supervised staff on level of discipline up to discharge and probationary termination.

Employment Equity and Accessibility Statement

The University invites applications from all qualified individuals. Queens is strongly committed to employment equity diversity and inclusion in the workplace and encourages applications from Black racialized persons Indigenous people women persons with disabilities and 2SLGBTQI accordance with Canadian Immigration requirements priority will be given to those who are legally eligible to work in Canada.

The University provides support in its recruitment processes to all applicants who require accommodation due to a protected ground under the Ontario Human Rights Code including those with disabilities. Candidates requiring accommodation during the recruitment process are asked to contact Human Resources at .