The University of Niagara Falls Canada (UNF), Ontario’s newest university set to open its doors in 2024, will be offering a host of distinctive undergraduate and graduate programs to prepare graduates to be leaders in a digital world. Our programs are designed to promote a digital mindset characterized by digital fluency – a combination of technical proficiency, literacy, ethics and communication – and by a growth mindset that is future-focused, collaborative, change-oriented and disposed toward continuous learning.
The University of Niagara Falls Canada is a subsidiary of GUS Canada and part of the Global University Systems (GUS) network. GUS is one of the largest education groups in the world; offering accredited bachelor's, master's, medical and law degree programs, vocational and professional qualifications, and language courses to approximately 100,000 students globally. GUS Canada has successfully introduced many innovative post-secondary institutions to communities across the country over the past decade, including University Canada West (Vancouver), the Canadian College of Technology and Business (Vancouver), the Toronto School of Management (Toronto), the Trebas Institute (Toronto and Montreal), and The Language Gallery (Vancouver and Toronto).
The HR Director will be responsible for developing and implementing effective HR strategies and programs to support our UNF's goals and objectives. This is an exciting opportunity to shape the HR function from the ground up and contribute to the growth and success of our institution. Specific Responsibilities
The HR Director position is responsible for the following as well as other related duties as assigned to support the business objectives and purpose of the University:
HR Strategy and Planning:
- Develop and implement HR strategies aligned with the UNF's mission, vision, and values.
- Work closely with the executive team to establish HR priorities and initiatives that support the overall business strategy.
- Identify and address HR challenges and opportunities, providing insights and recommendations for continuous improvement.
- Providing support, leadership and oversight for UNFs multiyear strategic workforce planning discussions, the annual workforce planning process and ongoing organizational staffing goals and strategies
Talent Acquisition and Management:
- Oversee the recruitment and selection process for faculty, staff, and administration, ensuring a diverse and qualified candidate pool.
- Developing a strong team environment with high level of staff engagement through effective recruiting, training and professional development, performance coaching and assessment of staff
- Implement talent management strategies to attract, develop, and retain high-performing staff and faculty.
- Collaborate with department heads to identify future staffing needs and develop succession plans.
Employee Relations and Engagement:
- Develop and implement effective policies and procedures that promote fair and consistent treatment of all staff and faculty.
- Provide guidance and support to leadership and wider team on HR-related matters, including employee relations, labour relations and legislative compliance.
- Promote a positive and inclusive work culture through employee engagement initiatives, recognition programs, and communication strategies.
Compensation and Benefits:
- Oversee the design, implementation, and administration of the university's compensation and benefits programs.
- Conduct regular market analysis to ensure competitive and equitable compensation structures.
- Stay updated on relevant legislation and regulations related to compensation and benefits, making recommendations for adjustments as needed.
HR Compliance and Reporting:
- Ensure compliance with applicable employment laws, regulations, and university policies.
- Prepare and submit reports on HR metrics, trends, and compliance to executive team and regulatory agencies as required.
Training and Development:
- Identify training needs and develop training programs to enhance employee skills and knowledge.
- Develop professional development opportunities and support employees in their career growth.
- Stay informed about best practices and trends in HR management and recommend relevant training initiatives.
To be successful in the HR Director position, an individual must possess, and be committed to developing, maintaining and demonstrating the following:
- Bachelor's or Master's degree in Human Resources, Business Administration, or a related field. HR certifications (e.g., CHRP, SHRM-SCP) are highly desirable.
- +8 – 10 years of progressive HR experience with at least 5 years in a leadership role. Proven experience as an HR Director, preferably in the higher education sector is an asset.
- Previous experience working in a start-up/high-growth environment is an asset.
- Broad experience in a senior human resources role within an academic environment or other relevant, complex environment.
- Demonstrated creative, analytical thought leadership and the ability to nurture and foster collaboration among a wide variety of stakeholders.
- Knowledge and experience in implementing progressive policies, practices and procedures that reflect a highly functioning HR portfolio.
- Demonstrated experience developing and implementing strategic human resource plans.
- Understanding of Canada's Human Resources industry and trends, relevant policies, procedures, best practices, and legal and legislative frameworks including pertinent sections of the Ontario Occupational Health and Safety Act, Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act, and relevant case law.
- Successful experience planning, leading, navigating, and effecting change/transformation within a complex unionized environment.
- Demonstrated experience in collective bargaining, grievances, labour dispute resolution, and arbitration;
- Evidence of building and managing successful partnerships and results-oriented teams.
- Experience and capacity to integrate equity, diversity, inclusion, antiracism principles, acting on workforce trends, adapting to environmental changes to support a progressive, future-focused workplace culture; and
- Ability to define, promote and champion the Human Resources value proposition.