Director, Conflict Management Office

3 weeks ago

Waterloo, Canada University of Waterloo Full time

Overview:
This senior position is accountable to the Associate Provost, Campus Support and Accessibility for providing conflict management expertise to the campus community and for providing strategic leadership over the Conflict Management Office (CMO). This involves leading the development, management, rationalization and assessment of the CMO and its programs and functions at the University of Waterloo. This position is responsible for ensuring the operation of this unit meets and follows all critical elements within the conflict and complaint management process and adheres to the Ontario Human Rights Code, the Ontario Occupational Health and Safety Act, and other relevant statutory obligations.

The CMO is the University’s centralized office for receiving concerns and managing all complaints and investigations related to harassment, discrimination, and related statutory obligations. This is accomplished through capacity building and offering expert direction and leadership with respect to the University’s response to conflict and human rights related issues. The office offers preventative and response-based services, including facilitating and leading investigations related to harassment, and discrimination (and other related statutory requirements); leading mediations and facilitated discussions; management coaching; system/policy navigation; and senior leadership consultations.

**Responsibilities**:
Strategic Leadership and Oversight
- Provides leadership of the overall vision and strategy for the Conflict Management Office. This involves designing, implementing and reviewing strategic plans for the department; establishing the mission, vision, and values for the department; and facilitating the alignment of these departmental ‘statements of purpose’ with those of the Institution, always in consideration of our statutory obligations
- Maintains coordinated, integrated and high performing programs and services delivered within the unit. This includes being accountable for offering strategic and person-centred services that fulfill the University’s legal duty to respond to concerns and complaints of discrimination, harassment, and sexual/gender-based violence
- Provides forward-thinking and tactical leadership by identifying trends for proactive rather than reactive responses to employee and student needs and rights. Remains fully aware of related trends within postsecondary education sector and interprets how various external factors influence the University and Conflict Management Office’s services
- Provides leadership to the University by offering input into the University’s strategic plan, strategic initiatives, and other cross-campus functions as it relates to managing conflict and complaints

Expertise and Guidance/Consultations
- Acts as a central resource for all campus members with concerns related their workplace or University life. Offers guidance on how to uphold statutory obligations related to preventing and responding to allegations of discrimination, harassment, sexual/gender-based violence; and provides guidance to the campus around identifying and mitigating associated risks. Sufficiently facilitates matters, ensuring they are progressing as appropriate
- Direct link between Legal Counsel and the CMO. Compiles evidence and relevant documentations to be used in litigation and at the Ontario Human Rights Tribunal. May serve as a witness representing the University at said Tribunals

Directly Manage Complex/Escalated Intervention (Informal and Formal)
- Provide formal or informal services where the matters are particularly complex, serious or where the University is at particular risk
- Ensure the University’s statutory-based obligations are met with respect to training and capacity building initiatives. Ensures, on behalf of the University, that appropriate content is part of all CMO programming, thereby enhancing management’s ability to respond to complaints effectively and while reducing liability risks associated with mismanagement
- Identify where the University will be best served to initiate restoration activities, post formal and informal processes. This involves assessing the outflow and impact of formal processes for the purpose identifying required actions to ensure the unit/group/team are positioned to resume effective relations, engage in meaningful work, and respond effectively to barriers to effective communication and trust

Human Resource Management
- Overall responsibility for the Conflict Management team of specialized professionals
- Applies collaborative approaches to direct the teams’ objectives and performance, focusing on the departments and University-wide goals
- Ensures resources are utilized optimally, through effective processes, task delegation, coordination and collaborative communication
- Exceptional leadership and management of direct reports including hiring, coaching, staff performance management, professional development, salary

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