Coordinator, Human Resouces

South Shore Regional Centre for Education

Qualifications:

• An Undergraduate Degree;
• Degree or diploma in Human Resources Management (with a concentration in labour relations) or equivalent OR  
• B.Ed. and Masters in Leadership or equivalent with management experience as well as significant knowledge, experience and aptitude for human resources and labour relations matters OR
• Equivalent of training and/or experience;

Experience:

• Minimum of five (5) years experience in increasingly senior leadership positions where there was a significant focus on labour relations.

• Minimum of three (3) years demonstrated team leadership experience effectively supervising staff.
• Experience in conflict resolution.
• Experience and demonstrated ability to conduct workplace investigations.
• Minimum of 5 years of experience working in a unionized environment.

Other Assets:

• Previous experience and demonstrated understanding of the public education sector, especially in a leadership role, would be a significant asset.

COMPETENCIES REQUIRED:

• The ability to provide leadership influence and expertise in Human Resources Services across the Regional Centre to resolve systemic, process and day-to-day issues in collaboration with leaders and other stakeholders within HR processes including grievances, investigations, attendance, accommodations, equity provisions and staffing for all schools and offices.  
• The ability to provide outstanding leadership skills with the ability to foster a team approach to problem-solving, innovative solutions and continual improvements. 
• The ability to review and develop policies, processes and guidelines which result in the implementation of effective Human Resource practices. 
• The ability to show an in depth understanding of the SSRCE philosophy of education and the manner in which that philosophy impacts on Human Resources issues.
• The ability to provide leadership in the development, delivery and management of effective Human Resource services such as staffing and recruitment, labour relations, employee relations, employment equity and professional and organizational development. 
• The ability to support the HR Director with labour relations matters, negotiate, administer, monitor compliance, resolve disputes and manage relationships between unions and staff.
• The ability to lead and develop performance appraisal/growth planning processes.
• The ability to lead on matters relating to hiring, accommodations, return to work, mediation, investigations and discipline.
• The ability to establish and oversee effective region wide NSTU and PSAANS succession planning.
• The ability to exhibit outstanding leadership skills with the ability to foster a team approach to problem-solving, innovative solutions and continual improvements.
• Outstanding communication skills both internally within the HR Department and externally to other departments and schools within the SSRCE.
• The ability to exhibit strong interpersonal, oral and written communication skills.
• The ability to maintain, in strictest confidence, information received concerning confidential matters such as relations between the SSRCE and its unions, grievances, contract interpretation, contract negotiations, employee injury and health, staffing & recruiting, performance management and other information deemed to be of a confidential nature.
• The ability to apply knowledge, experience and commitment in the areas of race relations, cross-cultural understanding, human rights and diversity.
• The ability to engage in continuing education and professional development.
• The ability to comply with Occupational Health and Safety Act and Regulations.

PERFORMANCE RESPONSIBILITIES: 

The Coordinator of Human Resources shall perform tasks assigned by the Director of Human Resources. These tasks may vary, from time to time, with the evolution of the organization and may include but not be limited by the following: 

1. Act in an advisory capacity to Family of School Supervisors, school administrators, and other supervisory staff on all Human Resources matters.  Work directly with supervisory staff on human resources matters of complexity, seriousness and/or sensitive in nature.  Serve as a resource to employees, supervisors and other stakeholders on human resources issues. Analyze, evaluate and recommend solutions to HR matters.  

2. Provide direction to the Regional Office and School Employees on areas of the contract(s), policies, procedures, laws etc. that require interpretation and/or clarification. 

3. Provide leadership to the NSTU and PSAANS staffing process and ensure applicable policies and collective agreements are followed; Oversee staffing-related matters and work with all members of the staffing team regarding needs identification, allocation and establish standards, logistics, supports and approvals relating to such matters. 

4. Ensure the administration of all aspects of collective agreements and non-union handbook(s) in line with policies and internal guidelines.  

5. Review investigative reports and provide direction to the HR Staff on employee investigations and employee performance management concerns.  

6. Develop, revise, implement and ensure compliance with the most effective processes for recruitment and retention of staff including:  

• Updating NSTU and PSAANS job descriptions and job postings 
• Succession planning of PSAANS and NSTU Employees
• Attendance at appropriate employment recruitment job fairs as necessary. 
• Facilitation and, in some cases, participation in Permit Teacher, NSTU and PSAANS selection processes.  

7. Conduct workplace investigations, prepare reports, seek resolution and participate in dispute resolution procedures.     

8. Keep abreast of human resources issues, particularly as they apply to the educational employment setting.  Keep abreast of related legal issues. In depth understanding of the Centre’s Regional Student Success Plan and the manner in which the plan impacts on Human Resources issues.  Maintain professional expertise through ongoing personal research and regular Professional Development.

9. Responsible for the coordination of special task work as needed. (ex. SSRCE Regional Policy Review Committee, SSRCE Student Transportation Appeal Committee, Article 60 PD Committee, SSRCE Student Transfer Review Committee).   

10. Lead the development, implementation and monitoring of performance evaluation, growth planning processes and procedures for NSTU and PSAANS employees with an in depth understanding of the teaching and leadership standards. Provide ongoing monitoring, support, advice and coaching to school administrators and regional staff.

11. Support the Director in representing the Regional Centre in NSTU labour-relations matters including:  

• Grievance Resolutions and Collective Bargaining

12. Support the Director in preparation for and participate in NSTU collective agreement negotiations.

13. Provide expert advice and assistance to the Director of Human Resources in developing and revising Human Resources policies and procedures in line with best practices and to the most effective benefit of SSRCE.  Informs the Director of Human Resources of potential Human Resources issues and recommend solutions.

14. Lead the onboarding process for Permit Teachers, NSTU and PSAANS employees.

15. Plays the lead role in case management of NSTU and PSAANS employees on short term sick leave and long term disability including monitoring assessments, referrals and accommodation actions.

16. Collaborates with and provides support to school administrators and supervisors in all departments on matters relating to health and abilities including, Injury on Duty, Sick Leave, Long Term Disability (LTD) for PSAANS and NSTU.

17. Design, lead in the development and implementation of complex return work plans for NSTU and PSAANS in conjunction with employee, employee’s treatment provider, supervisory staff and union representatives. Ensure these plans are responsive to organizational needs and adhere to applicable labour legislation, including the Human Rights Act.
18. Other duties to be assigned.

BACKGROUND/SECURITY CHECKS:

The South Shore Regional Centre for Education requires all newly hired employees to provide a satisfactory Criminal Record / Vulnerable Sector Check and a Nova Scotia Child Abuse Register Check. We will accept checks completed within the last 3 months. 

Regional Office based positions require travel and candidates may be required to provide a valid driver's license.  Some school based positions also require travel and candidates may be required to provide a valid driver's license.

Thank you for your interest in the South Shore Regional Centre for Education, however, only those shortlisted for an interview will be contacted.