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Director, Human Resources, Law - Full Time / À Temps Plein

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Queen's University

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Industry Sector: Social Services/Education / Services sociaux/ Éducation

Organization Description:

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. 

We are committed to employment equity and diversity in the workplace and welcome applications from individuals from equity seeking groups such as women, racialized/visible minorities, Indigenous/Aboriginal peoples, persons with a disability, persons who identify in the LGBTQ+ community and others who reflect the diversity of Canadian society.

Come work with us!

Job Listing #8001

Director, Human Resources, Law • Full Time / À Temps Plein

Date Posted: 22 Jul 2021

Application Deadline: 15 Aug 2021

Location: Kingston and Surrounding Area

Category: Other / Autre

Hours Per Week: 35

Pay Rate: Salary / Salaire OVER 55,001

Language Requirements: English / Anglais

Job Description:

Reporting directly to the Faculty of Law’s Executive Director, Administration and Finance, with functional (dotted line) accountability to the University’s Senior Director, Client Service and Organizational Development & Learning, the Director, Human Resources works with the Faculty’s senior leadership to help sustain an institutional culture of employee inclusion, high performance, and continuous improvement. As a key advisor to the senior leadership, the Director, Human Resources plans and implements progressive HR strategies and procedures that support the goals and priorities of the Faculty and the University. The Director provides strategic advice to the Dean, Associate and Assistant Deans, managers, faculty members, staff, and University administrators on complex human-resource and leadership-related issues with respect to academic and general staff. These responsibilities include faculty and staff recruitment, total compensation, employee relations and engagement, workforce development and training, organizational design, legal compliance, privacy legislation, and return to work and accommodations.

As a transformational leader, the Director has a strong strategic focus and bring an energetic and pro-active approach to human resources that enhances the effectiveness of the Faculty. The Director oversees all of the Faculty’s HR programs and initiatives, working closely with specialists on the Central HR team. As the primary contact for labour relations and employment issues within the Faculty the Director works with managers to promote positive employee relations, apply policies and collective agreements effectively. The Director is a member of the University’s Client Services Team and works within the strategic framework of Central HR.


  • Lead Faculty human resources activities to help the senior leadership team achieve its goals and support Faculty programs.
  • Advise the Dean, Executive Director, Administration and Finance, Associate and Assistant Deans, and managers about all matters of human resources management including recruitment, total compensation, labour relations, employee engagement, staff development and training, legal compliance, privacy legislation, and absence management and sick leave administration. Ensure consistency with University policies and procedures and labour and employment legislation.
  • Collaborate with Central HR’s Director, Client Services, when setting strategic goals and objectives and planning new policies and initiatives.
  • Develop and lead the implementation of a progressive, strategic human resources service-delivery model for the Faculty; continuously evaluate processes for opportunities for improvement and greater efficiency.
  • Assess and diagnose organizational effectiveness issues and implement appropriate solutions. Provide advice and coaching to help leaders and managers in resolving matters related to team effectiveness, employee engagement, change management, problem solving, and conflict resolution. Recommend and develop programs that increase employee engagement, performance and contribute to a high-level of employee satisfaction.
  • Oversee academic appointment processes and any changes to academic appointments, ensuring compliance with the relevant collective agreements and University policies and procedures. These processes include recruitment, appointment, reappointment, renewal, tenure, promotion, merit, workload management, leave, and retirement for adjunct, tenure?track, and tenured faculty members.
  • Support the Dean’s Office with faculty performance assessment and merit processes as required.
  • Oversee staff recruitment processes including assisting with organizational design, needs assessments, job description development, compensation liaison with Central HR, candidate selection and interviews, offers and negotiating contracts, and staff orientation. Provide leadership in workforce and succession planning.
  • Lead staff performance evaluation processes by training and coaching managers, assisting with performance development plans, and implementing actions required by those plans.
  • Support and promote the Faculty’s culture of diversity and inclusion by demonstrating commitment to University and Faculty initiatives, policies, and programs that foster a welcoming, inclusive, and supportive work environment.
  • Assist managers with grievance investigations and responses by providing advice and assistance regarding grievance processes, the interpretation of collective agreements and staff policies, past practices, and potential risks to the Faculty and University. Work with the University’s Employee/Labour Relations and Faculty Relations units to address and resolve escalated concerns.
  • Contribute to the operational and strategic priorities of Central HR as a member of the Client Services Team by advising the Faculty about policy and procedural updates, assisting with program implementation, and ensuring service delivery best practices and the alignment of HR practices between the Faculty and Central HR.
  • Help the University’s bargaining teams prepare for collective bargaining processes by providing information and documentation regarding human resource and operational experiences, opportunities, and strategic priorities in the Faculty. Participate on bargaining team as required.
  • Work with Faculty managers to identify and develop staff with the potential to advance to more senior positions; implement supervisory skills development and educational initiatives and training programs; oversee the Performance Dialogue Process.
  • Provide direct supervision to the staff that supports the HR functions at Law and ensure support is provided and that work is completed effectively and efficiently.


  • Ability to develop effective relationships and gain credibility across all levels of an
  • Professionalism, confidence, and a strong client focus; diplomacy and the ability to
  • Superior interpersonal, communication and writing
  • Strong influencing, coaching, mentoring, leadership and facilitation
  • Commitment to continuous improvement and the ability to guide organizational
  • Comfortable in a large, complex organization with a variety of centralized and decentralized activities.
  • Ability to think conceptually and strategically while maintaining a creative, practical, sustainable, and results-driven approach to human resources.
  • Ability to diagnose and resolve complex employee relations and organizational
  • Understanding of unionized environments and familiarity with collective
  • Proactive approach to human resource management solutions and employee
  • A strong entrepreneurial drive consistent with the development and growth of the Faculty.
  • Excellent business judgment to resolve and/or mediate
  • Experience working independently and in a collaborative team
  • Change management expertise, in particular in complex organizational re-structuring and
  • Excellent people management skills, including the ability to plan, organize, direct, and motivate individuals and high-performing
  • Ability to organize and manage a demanding schedule of conflicting priorities and


  • Determine and recommend human resource strategies that support the Faculty’s priorities and strategic vision.
  • Assess and mitigate risk through providing appropriate advice, training, and coaching to support the Faculty’s
  • Evaluate Faculty culture and recommend strategies to make changes as
  • Recommend appropriate organizational structure and staffing levels across the Faculty.
  • Determine the most effective way to intercede and/or mediate workplace
  • Determine the content of correspondence, reports, and proposals, including the development of
  • Recommend changes and modifications to policies, procedures, and collective agreement
  • Determine when and who to involve or consult in unusual situations that may set future
  • Make judgments on the application of policies and
  • Prioritize time and duties to ensure work, which is coming from multiple sources, is completed within the required
  • Make human resource management decisions including training and professional development, performance reviews, workload distribution and discipline for direct
  • Determine whether documentation provided by departments meets established criteria in matters relating to academic
  • Decide on nature and content of presentation for training
  • Decide on the nature and content of agenda topics and background information for meetings and the content and tone of minutes of meetings and
  • Determine whether personnel files are complete and can proceed to decision and, if not, what additional material is Exercise judgment as to the relevance of material received and whether it adequately addresses the requirements of the Collective Agreement.
  • Determine when to consult more senior Faculty or University personnel including the Executive Director and Director, Client




  • University degree in human resources or business; a graduate degree is an asset.
  • Additional HR certification, such as CHRP, is an asset.
  • A minimum of five years’ work experience in mid to senior-level human resources management with supervisory experience.
  • Knowledge of principles, practices, and techniques of human resources service delivery, particularly within an academic setting.
  • Knowledge of employment and labour legislation and its application.
  • Knowledge of and experience with Queen’s human resources policies and procedures is an asset.
  • Consideration may be given to a combination of equivalent education and experience.

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