HR Advisor

**About Queen's University**

Queen’s 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.

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**Job Summary**

Reporting to a Director, HR (Director) within the Client Service Team (CST), the HR Advisor is a skilled HR generalist responsible for advising on all aspects of the employment relationship for both employees and managers within assigned client portfolios. The HR Advisor is accountable for carrying out complex HR related duties in support of clients in all operational aspects of HR advisory services, ensuring that employment related issues are followed through to resolution in accordance with university policy and/or collective agreements, and legislative requirements. The HR Advisor will also provide recommendations and/or assistance to the Directors, as required.

The HR Advisor is part of the CST where sharing ideas, open communication, accountability and partnership are promoted. This collaborative environment enables the CST to deliver comprehensive and responsive client strategic HR planning solutions to support the clients’ ability to achieve their operational goals and objectives.

**KEY RESPONSIBILITIES**:
**Client Services**:

- Acts as the primary HR contact providing strategic business partner support to clients in all

aspects of the employment relationship including: HR policies, collective agreements, payroll administration, benefits and pension eligibility and enrolment, compensation, training, performance management, attendance management, workplace accommodation, and employee relations issues.
- Provides clients with consultative guidance regarding HR best practice, legislation, university policies and collective agreement interpretation identifying precedent and risk management.
- Works closely with departmental directors, managers, and principal investigators advising on and participating in the development and implementation of strategic HR planning in pursuit of departmental and faculty goals.
- Assists client managers with the implementation of recommendations from organizational reviews; assists department representatives with organizational design issues and with determining potential impacts on positions and compensation.
- Provides guidance and coaching for managers on the performance review process; providing support with objectives setting, and assistance with performance development and improvement plans involving the Director’s, when appropriate.
- Provides technical support to clients on CareerQ and PeopleSoft issues, providing initial troubleshooting and diagnoses, and re-directs more complex matters appropriately.
- Facilitates New Staff Orientation sessions to onboard and familiarize cohorts of “New Staff” to the university. Makes recommendations regarding changes to the presentation content as required.
- Attends and chairs regular meetings with the CST. Assumes leadership of communicating and implementing procedural updates and changes to employment policy/practice within assigned portfolio of clients. Identifies continuous improvement opportunities and makes effective recommendations to CST processes/practices.
- Identifies trends and opportunities to enhance client service relationships.

**Strategic Recruitment**
- Leads clients through the full cycle of the recruitment process from the point that a vacancy is identified to the facilitation of the new hire onboarding process.
- Participates on search committees and/or providing Equity Representative services, where requested. Prepares and authorizes offers of employment in consultation with the hiring manager, and other HR specialists as needed.
- Provides guidance on strategic practices aimed at promoting equity, diversity, inclusion and indigeneity through all elements for the recruitment process.

**Employee and Labour Relations**
- Advises management on the appropriate strategies to use in managing labour and employee relations issues such as discipline, performance issues, workplace conflict, etc. and escalates as appropriate.
- Provides advice and support to managers with respect to university risks and obligations relating to employee terminations; performs severance calculations, drafts letters, and ensures proper documentation is in place.
- Completes preliminary inquiries for employee relations issues, gathering and documenting data from managers and employees and escalates appropriately.

**Compensation and Job Evaluation**
- Administers the job evaluation system(s) consistently and equitably. Interprets and applies policies with respect to job evaluation and salary administration. Evaluates, assesses and determines grade level and job classifica