Director, Faculty Relations

Position Summary Reporting jointly to the Provost and Vice-President: Academic and the Chief Human Resources and Equity Officer (CHREO), the Director, Faculty Relations is responsible for leading the strategic and operational administration of non-unionized faculty groups (post-docs, teaching fellows), academic collective agreements (full-time faculty, contract teaching faculty, graduate teaching assistants), collective bargaining, and faculty-related employment and labour relations matters. This role provides advice and guidance to academic leaders to ensure consistent, fair, and compliant practices across all academic units and fosters collaborative relationships with university colleagues, leaders and union partners. Accountabilities Operations & Labour Relations Leadership Lead the interpretation, administration, and negotiation of academic collective agreements. Serve as Chief Negotiator for academic bargaining teams. Provide strategic guidance on faculty grievances, arbitration, and dispute resolution. Consult with internal and external legal counsel on academic employment matters. Provide advice to academic leaders on the resolution of complex faculty relations matters and performance management, ensuring adherence to collective agreements, legislation, and employment best practices Advise university bargaining teams on strategy, collective bargaining rules and norms, procedures and practices. Prepare costing and strategic mandate for academic labour negotiations in collaboration with Finance and senior leadership for presentation to the Compensation Committee of the Board. Ensure consistent application of academic policies across faculties and departments. Strategic Planning & Risk Management Contribute to university-wide strategic planning related to academic labour relations. Create bargaining strategies in alignment with institutional priorities. Collect and monitor sector data and trends to inform decision making. Identify operational risks and develop mitigation strategies. Lead program and service evaluations to improve delivery and outcomes. Ensure alignment of internal policies and procedures with legislation and governance structures. Monitor faculty relations trends in higher education to proactively address emerging workforce challenges. Research, recommend, and manage initiatives to ensure continued operational excellence. With the Associate Vice President: Academic develop and implement ongoing professional development for academic administrators Community Engagement Collaborate with the Office of the Provost & VPA, Deans, and Chairs to resolve labour relations issues. Collaborate with Human Resources colleagues to ensure a consistent approach to pan-university labour relations and employment matters. Member of the Vice President Academic Council (VPAC) Member of the Human Resources senior leadership team Represent the university on union-management committees and policy development groups. Establish and maintain effective communication with faculty unions, campus partners, and external community members. Participate in internal committees and working groups to inform decisions and policy development. Participate in external sector committees and collaboration groups Team Leadership & Development Lead and mentor the Faculty Relations team, fostering professional development and succession planning. Oversee recruitment, performance management, and development of Faculty Relations staff. Monitor workplace culture and productivity, intervening when necessary. Delegate workload, assign tasks, manage schedules and leaves, and recommend training and development. Provide day-to-day coaching, mentoring, direction, and support. Data & Financial Management Develop and manage the Faculty Relations operating budget. Ensure optimization of HRIS and data management systems for academic employment processes. Oversee the maintenance and management of faculty official files and related documentation. Monitor and report on performance targets and service levels for academic labour relations. Qualifications University undergraduate degree Master’s degree in Human Resources, Industrial Relations, Law (JD/LLB), or related field preferred. Minimum 8-10 years of progressive labour relations experience, including academic collective agreement negotiation and administration. A minimum of 5 years in a senior leadership role within a university or broader public sector, unionized environment. Deep understanding of university faculty culture, governance structures, and academic employment processes. Knowledge of the Ontario Labour Relations Act, Ontario Human Rights Code, and other relevant legislation. Demonstrated commitment to Equity, Diversity, Inclusion, and Indigeneity. Proven ability to foster positive and productive relationships with organizational leadership and union partners. Strong analytical, research, and decision-making skills. Proven ability to lead negotiations, resolve complex issues, and foster positive labour relations. Excellent communication, writing, and presentation skills. High level of integrity, judgment, and organizational skills. Expertise in conflict resolution, mediation, and alternative dispute resolution (ADR). High emotional intelligence and change management capability. Excellent communication, facilitation, and community engagement skills. Hours of Work This is a full-time, continuing position. The normal hours of work are Monday to Friday from 8:30 am to 4:30 pm. This position is eligible for a flexible work arrangement, as per Policy 8.14 (Flexible Work Policy). All arrangement must be approved by the direct manager. In-person attendance for events, as required to meet operational needs, is expected. On occasion, this schedule may need to be adjusted to meet operational requirements. This role has a university-wide mandate and travel to other campuses and locations may be required to attend meetings or events. Compensation  Level: MG-3B Salary Range: $147,324 - $176,788.80  When new employees are hired the appropriate base salary is determined using these sub-ranges as a guide while adhering to rules on hiring as defined in our compensation policy. Considerations for new hire salaries include, qualifications and length/depth of required experience, relevant market rates for similar jobs, internal equity, and estimated learning curve in starting the job. Wilfrid Laurier University endeavors to fill positions with qualified candidates who have a combination of education, experience, skills and abilities to successfully perform the duties of the position while demonstrating Laurier's Employee Success Factors. Equity, diversity and creating a culture of inclusion are part of Laurier’s core values and central to the Laurier Strategy. Laurier is committed to increasing the diversity of faculty and staff and welcomes applications from candidates who identify as Indigenous, racialized, having disabilities, and from persons of any minority sexual and gender identities. Indigenous candidates who would like to learn more about equity and inclusive programing at Laurier are welcomed to contact the Office of Indigenous Initiatives. Candidates from other equity deserving groups who would like to learn more about equity and inclusive programing at Laurier are welcomed to contact Equity & Accessibility. We have strived to make our application process accessible, however if you require any assistance applying for a position or would like this job posting in an alternative format, please contact Human Resources. Contact information can be found at  Should you be interested in learning more about this opportunity, please visit for additional information and the online application system. All applications must be submitted online. Please note, a resume and cover letter will be required in electronic form.