People and Culture Consultant

As the main point of contact, the People and Culture Consultant provides comprehensive strategic and operational advice, guidance, and support to Managers, Deans, Directors and VPs and their respective departments and faculties across campus, in all facets of Human Resources and Labour Relations.

Reporting to the Executive Director of HR Strategic Partnerships, the Consultant collaborates on developing and implementing best practice programs, policies, and systems to support the University's leaders and managers. This role delivers high-level service and expertise in Human Resource management across various domains. The Consultant's areas of responsibility encompass recruitment and selection, employee and labour relations, and conducting preliminary inquiries into matters such as harassment, discrimination, professional misconduct, and conflicts of interest.

Additionally, the role involves coaching managers on performance management, fostering organizational development, advising on support staff job positions and faculty salary placements. Through these diverse functions, the Consultant provides comprehensive HR support to enhance the University's operational effectiveness.

The key to the success of the People and Culture Consultant in attaining their intended outcomes is their ability to develop strategic partnerships, understanding the key challenges of the departments and/or faculties and providing coaching and strategic advice based on HR best practices within their assigned portfolios. The People and Culture Consultant will operate with considerable independence, while exercising discretion, and initiative.

MAJOR RESPONSIBILITIES

• Provide knowledge and strategic advice to portfolio leaders on employee and labour relations. Provide guidance and support in the interpretation and application of three collective agreements, the Benefits and Working Conditions of Administrative Employees and HR policies.
• Works with managers and union representatives to discuss issues and find both conventional and creative ways to resolve problems, considering past practices, best practices, and the mutual interest of all stakeholders while maintaining the integrity of the relevant collective agreement.
• Advise and coach portfolio leaders on performance management issues and ensure consistent application of corrective actions in line with applicable collective agreements and institutional practices.
• Leads step 1 grievance meetings and advises and coaches managers through the Grievance process while recommending effective remedies. Provides input to and participates in resolution meetings and arbitrations to resolve labour management issues.
• May participate in collective bargaining including input and research towards preparation of bargaining proposals.
• Works collaboratively with internal client groups to champion the development and the application of TRU’s employment brand and recruitment and selection strategy. Ensure processes are aligned with TRU’s strategic goals, underlying TRU as an “Employer of Choice” for potential applicants and existing employees.
• Work collaboratively with portfolio leaders to develop work force plans that meet the organization’s short- and long-term resource needs.
• Coaches department leaders on recruitment and selection best practices and ensures compliance with collective agreements, procedures, and working conditions, connecting leaders with organizational resources.
• Advise and coach portfolio leaders on effective performance and development planning and support the process by providing relevant training and practical tools.
• Conducts preliminary inquiries into complaints of harassment, conflict of interest, professional misconduct, discrimination and abuse, and reporting to…