Employee Relations Specialist (Existing position)

Transcription

1 Edmonton Catholic Schools is now accepting applications for the position of Employee Relations Specialist (Existing position) Edmonton Catholic Schools is a large urban school district whose mission is to provide a Catholic education that inspires students to learn and that prepares them to live fully and to serve God in one another. The District is comprised of over 34,000 students and 3,000 employees in 87 schools and other sites. This position works closely with the manager in supporting the Employee Relations function in the areas of collective bargaining, managing the collective agreements and facilitating the support work required to address grievances and arbitrations. The job conducts financial and statistical analysis and other necessary research in support of the negotiations process. The job supports and advises principals, managers and supervisors on matters relating to Labour Relations and facilitates conflict resolution processes in the District. A University Degree in Business with a major in Human Resource Management, plus three years directly related experience; knowledge of the Alberta Labour Relations Code, Employment Standards Code, Human Rights, Citizenship and Multiculturalism Act, and other relevant legislation is required. A Certified Human Resource Professional or equivalent designation is an asset. This is a 12 month, Out of Scope, Level 6 position to commence October 1, 2012, with a salary range of $70,638-$88,229. Please a letter of interest and resume by 4:00 p.m., Monday, August 13, 2012 to: Charolette Player, Staffing Human Resource Services resumes@ecsd.net Only applicants considered for the position will be contacted. We thank all candidates for their interest.

2 JOB IDENTIFICATION: Incumbent: Vacant Current Classification Level: 6 Supervisor s Name: Location: Catholic Education Services Working Title: Employee Relations Specialist Requested Classification Level: Supervisor s Working Title: Manager Department: Human Resource Services Unit: Employee Relations PRIMARY FOCUS/OVERALL ACCOUNTABILITY: Provide a brief summary of the job, covering the main responsibilities, the framework within which the job has to operate and the main contribution to the organization. The job works closely with the manager in supporting the Employee Relations function in the areas of collective bargaining, managing the collective agreements and facilitating the support work required to address grievances and arbitrations. The job conducts financial and statistical analysis and other necessary research in support of the negotiations process. The job supports and advises principals, manager and supervisors on matters relating to labour relations and facilitates conflict resolution processes in the District. JOB RESPONSIBILITIES AND ACTIVITIES: Normally a job has four to eight core responsibilities, each of which shows what the job is accountable for, within what framework, and what the added value is. For each responsibility, approximately four major activities should be described. List the core responsibilities in ascending order of importance. 1. Act as the first-point of contact for the unit and provide consultation and advice on a wide range of sensitive issues related to performance management and discipline, classification and pay, interpretation of the collective agreements. 2. Advise the Employee Relations Team and management in all matters related to labour relations 3. Participate in and encourage creative conflict resolution strategies 4. Participate in the mediation of labour disputes, grievances and complaints in accordance with legislative and district requirements 5. Participate in negotiations and/or provide support to the lead negotiator in District collective bargaining with three unions 6. Provide advice and guidance to principals, managers and supervisors with regard to collective agreement interpretation and application and assist them with employee relations issues 7. Conduct investigations and document findings 8. Support, guide and assist principals, managers and supervisors through investigations, develop solutions and advise on the formal grievance process 9. Participate in the grievance and arbitration processes through consultation with the respective manager and Legal Counsel 10. Develop and maintain positive relations with employees in the Edmonton Catholic Support Staff Association, Alberta Teacher s Association, Alberta Union of Provincial Employees and the Out of Scope employees groups. 11. Ensure the policies, regulations and procedures relating to employee relations are current, accurate and accessible 12. Represent the department on various committees and special events Revised July

3 JOB RESPONSIBILITIES AND ACTIVITIES: Normally a job has four to eight core responsibilities, each of which shows what the job is accountable for, within what framework, and what the added value is. For each responsibility, approximately four major activities should be described. List the core responsibilities in ascending order of importance. 13. Maintain knowledge and expertise through professional development activities including conferences, workshops, seminars and self-study 14. Participate in short- and long-term strategic planning activities and provide input in to process improvement PROBLEM SOLVING: Describe difficult or challenging situations the position is typically expected to solve; the degree of originality of the solutions; assistance available; and any problems or decisions that must be referred to a supervisor for resolution or approval The job is often called upon to apply creative thinking and analytical skills to propose alternative ways of dealing with unique HR problems within the district, which may result in the development of a new policy, procedure or program. Although Employee Relations are guided by the respective collective agreements and Labour Standards, the problems are diverse and require the incumbent to find solutions that are both proactive and reactive. ORGANIZATIONAL DATA: Identify any measurable areas upon which the job has either direct or indirect impact. Measures that may be included are: number of staff supervised, annual operating budget, number and size of projects, clients served or any other significant values. Include examples that indicate the size of the job. Attach a complete Organization Chart that includes supervisor, peers, direct reports and staff. The job has impact thorough-out the district and directly affects all staff (classified and certificated). The job assists the manager in the delivery of services to staff in four working groups. The work impacts three unions: Alberta Teacher s Association (ATAs); Alberta Union of Provincial Employees; and Edmonton Catholic Support Staff Association (ECSSA). The work also impacts the Out of Scope employee group. REPORTING RELATIONSHIPS: Identify the jobs and the number of incumbents within each job that report directly to you. Provide a brief summary of each subordinate job s purpose. Job Title Job Responsibilities CONTACTS: Identify internal and/or external contacts such as co-workers, clients, stakeholders and partners. Indicate the nature and purpose of contact (i.e. to deliver information, present data, negotiate contracts, etc.) and frequency (daily, weekly, monthly etc.). Contact Nature and Purpose Frequency Managers, principals and supervisors District staff Superintendent and Assistant Superintendents Legal Counsel AUPE, ECSSA and ATA To resolve problems To prove advice and guidance on a range of employee relations issues To resolve problems To provide advice, guidance and information To provide and obtain information relating to labour relations and grievances To provide and obtain information relating to labour relations and grievances To collaborate on the resolution of impending issues To address issues and resolve problems To collaborate on collective bargaining and to provide and obtain information Daily Daily Revised July

4 Network of ER Contacts To provide and obtain information on best practices and common issues OOS, AUPE, ATA and ECSSA To provide and obtain information relating to labour relations and Monthly Liaison Committees grievances To collaborate on the resolution of impending issues Other school jurisdictions To provide and obtain information To share best practices Job Qualifications: Include a list of the most important knowledge factors, including knowledge about practical procedures, specialized techniques etc. Outline specific training that is needed to do the work and any occupational certification/registration required for the job. Include a list of competencies (skills and abilities) critical in performing the job. Knowledge & Experience Competencies University Degree in Business with a major in Human Resource Management, plus three directly related experience Excellent organizational and time management skills and the ability to manage conflicting priorities Strong written and oral communication skills with the Certified Human Resource Professional or equivalent designation an asset ability to communicate technical information to a varied audience Knowledge of the Alberta Labour Relations Code; Employment Standards Code; Human Rights, Citizenship and Multiculturalism Act; and other relevant legislation Strong conflict resolution, mediation, problem solving skills and the ability to influence decision making Strong consultation, needs assessment, investigative and interviewing skills Knowledge of the Collective Agreements with emphasis on labour relations practices, precedents principles, legislation and regulations Knowledge of human resource principles, theories and practices, conflict resolution and mediation practices and principles Knowledge of project management principles and records management practices including Freedom of Information and protection of privacy (FOIP) Legislation General knowledge of the education environment and an understanding of the district s operations and programs Strong presentation and research skills Ability to work effectively both independently and in a team environment Revised July

5 Organizational Chart Administrative Assistant Assistant Superintendent Pay and Benefit Services Employee Relations Staffing Employee and Family Assistance Program HR Assistant Employee Relations Employee Health Services Case Manager Employee Relations Specialist Employee Health Services Specialist HR Specialist Compensation Human Resource Services Employee Relations Unit July 2012 Signatures The signatures below indicate that the incumbent, supervisor and principal/director have read, discussed, and agreed that the information accurately reflects the work assigned. Incumbent Manager Name Signature Date Revised July

6 Asst. Superintendent Name Signature Date This information is being collected under the authority of Board Governance Policy EL# 5 relating to Freedom of Information and Protection of Privacy (FOIP) Act and will be used to allocate positions within a classification plan and to manage the Edmonton Catholic School District s human resources program. If you have any questions about the collection of this information, contact the Director, Human Resource Services at Organizational Chart Revised July