WHO ARE WE?

The Calgary Board of Education (CBE) is the largest school board in western Canada with over 144,000 students and 16,000 employees. Our mission: Each student, in keeping with their individual abilities and gifts, will complete high school with a foundation of learning necessary to thrive in life, work and continued learning. We pride ourselves in the values we hold. Students come first. Learning is our central purpose. Public education serves the common good. The CBE encourages an inclusive and equitable workplace, which supports our diverse student and employee community. We encourage all applicants to join our dynamic, diverse, and collaborative culture and welcome applications from all qualified individuals.
When you apply to the CBE, you can feel good about serving our future leaders and contributing to student success.

EDUCATION AND EXPERIENCE

• Undergraduate degree in Human Resources or related discipline.
• A minimum of five to seven years of increasingly responsible experience in strategic HR advisory roles, with substantial involvement in labour relations and providing consultative support to all levels of leadership on a wide range of human resource matters.
• Prior experience in a large or complex organization, experience working with multiple bargaining units, and training in conducting workplace investigations are preferred.
• Certification as a Human Resources Professional (CHRP) strongly preferred.
• An equivalent combination of directly related post-secondary education and experience may be considered.

DEMONSTRATED SKILLS AND COMPETENCIES

• Knowledge of Alberta Education Standards, the School Act, CBE Administrative Regulations, and the Three-Year Education Plan.
• Advanced knowledge of employment law, collective agreements, and conflict resolution techniques.Proven leadership and mentorship skills with a focus on developing HR talent and mentoring HR professionals.
• Strong analytical decision-making capabilities in high-pressure situations.
• Demonstrated ability to partner effectively with senior leadership and cross-functional teams.
• Proficient in Microsoft Excel and Word, with intermediate to advanced computer skills.
• Excellent presentation skills with the ability to effectively present to senior leadership.
• Demonstrated ability to manage competing demands and adapt to changing priorities as an HR Advisor.
• Strong analytical and decision-making skills, with the ability to handle high-pressure situations effectively.
• Adaptability to a rapidly changing environment; demonstrated reliability and ability to be flexible.
• Ability to create positive relationships, establish rapport and work effectively.
• Ability to work in a fluid environment with a focus on the delivery of results.
• Strong problem-solving skills, analytical skills, conflict resolution and mediation skills.
• Strong time management, prioritization, multitasking and organizational skills.
• Strong ability to work independently as well as part of a team.
• Excellent written and verbal communication skills.
• Professionalism, tact, courtesy and diplomacy skills.
• Ability to work with others and build strong relationships.
• Personal suitability.

LAND ACKNOWLEDGEMENT

The Calgary Board of Education acknowledges the traditional territories and oral practices of the Treaty 7 Nations, including the Siksikaitsitapi Nations, Tsuut’ina Nation, and the Îyârhe Nakoda Nations. We acknowledge the Métis Nation within Alberta, and all people who make their homes in the Treaty 7 region of southern Alberta. As a learning organization, we are committed to advancing the Truth and Reconciliation Calls to Action focused on Education for ReconciliACTION

WHAT DOES THIS ROLE LOOK LIKE?

The CBE understands the future of work is flexible. In this role, you are eligible to participate in a flexible work program that allows you to work remotely for up to three days a week. A minimum of two days must be in the office. At certain times, you maybe be required to work in the office more then 2 days per week based on operational requirements.
Purpose
The purpose of this job is to act as a strategic partner to organizational leaders by providing expert advice and leadership on complex HR matters, while working collaboratively with Labour Relations Advisors to support effective people management strategies
Accountability
This job is accountable for navigating high-stakes employee relations matters, driving labour relations strategy, and collaborating with Centres of Expertise (COEs) to design and implement HR initiatives. It ensures the consistent interpretation and application of policies, legislation, and collective agreements and provides mentorship to HR Advisors.

MAJOR RESPONSIBILITIES

• Key Strategic Business Partner: The Senior HR Advisor provides expert guidance to leaders on employee and labour relations matters, including discipline, organizational design, and performance management, while ensuring compliance with legislation, collective agreements, and CBE policies. Acting as a liaison between bargaining units and employees, the role also identifies recurring ER/LR issues, collaborates with HR and COEs to develop solutions, and plays a key role in contract negotiations and collective bargaining. Supported by an HRA, the Senior HR Advisor delegates work, shares knowledge, and provides mentorship.The role delivers strategic HR advice across all functional areas. It supports key activities such as coaching leaders, facilitating training, advising on workplace accommodations and attendance, and leading investigations, grievances, and terminations. The Advisor also contributes to policy development, builds strong internal partnerships, and oversees complex matters escalated by HRAs.
• Employee and Labour Relations: Supports leaders by providing advice, interpretation, and application of the collective agreements, including the handling of grievances up to the arbitration stage. Provides guidance to supervisory staff responsible for responding to allegations of inappropriate behaviour, including assessment of appropriate discipline and implementation of disciplinary remedies, up to and including termination. Provides advice to supervisory staff responsible for maximizing employee attendance, ensuring adherence to accepted human resources and legal practices. Includes advice on the interpretation and application of employment legislation.
• Talent Management: Serves as a resource to management, providing advice on the selection, movement, and displacement of staff in a manner consistent with CBE Administrative Regulations, collective agreements, employment legislation, and accepted human resources practices. Partners with supervisory staff to translate future operational requirements into human resource requirements and develops an associated plan to ensure required talent is available when needed.
• Total Rewards: Partners with management to ensure work is accurately described for the purpose of the applicable classification system that determines employee compensation. Supports the implementation of employee rewards and recognition systems.
• Leadership and Learning: Designs and delivers leadership development programs to build capabilities and a high-performance culture. Helps leaders create effective communications and strategies, particularly for sensitive issues like grievances, collective bargaining, and HR policies.
• People Development: Supports management in the identification of client group learning needs and partners with the People Development team as required to ensure appropriate training and development solutions are implemented. Activities include leadership coaching in a variety of areas such as progressive discipline, performance management, succession planning, and managing a unionized workforce.
• Health & Wellness: The Senior HR Advisor acts as a strategic partner and key collaborator with Health Advisors when working with leaders in managing workplace accommodations, fitness to work evaluations, and compliance with OH&S, particularly when complex situations arise which have both a health and wellness component and performance issues. They may act as a bridge between the employee, the manager, and the Health Advisor on complex cases.
• HR Operations: Lead and advise cross-functional teams to strategize and execute complex changes to work design, tech, staffing, org structure, and compliance with collective agreements and ESA.
• Organizational Development: Provide strategic counsel to leaders on multiple HR programs; drive design and implementation of initiatives focused on EE engagement, change management, and conflict resolution.