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.

QUALIFICATIONS

Education and Experience

• Undergraduate degree in Human Resources or related discipline.
• May require designation such as CPHR, CCP, and/or Certified Change Management.
• A minimum of one to three years of experience in providing consultative and advisory support to all levels of organizational leadership regarding a broad spectrum of human resource issues in a multi-union environment.
• An equivalent combination of directly related post-secondary education and experience may be considered.

DEMONSTRATED SKILLS AND COMPETENCIES

• Knowledge of Alberta Education Standards, the Education Act, CBE Administrative Regulations, and the CBE Education Plan.
• 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 delivery of results.
• Strong problem solving skills, analytical skills, conflict resolution and mediation skills;
• Ability to maintain confidentiality with information of an extremely sensitive nature.
• Ability to support leaders in managing complex and contentious employee/labour relations issues including effectively managing relationships with union partner representatives.
• Strong time management, prioritization, multitasking and organizational skills.
• Ability to work independently as well as part of a team.
• Excellent written and verbal communications skills.
• Professionalism, tact, courtesy and diplomacy skills.
• Personal suitability.

BE PART OF OUR SUCCESS

Are you looking for an opportunity to join a team where your contribution makes a positive impact on the lives and learning of more than 140,000 CBE students? The Calgary Board of Education is looking for exceptional professionals to join our team. Our employees are highly valued and recognized, a career with the CBE offers incredible opportunities, rewards and supports.

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

PURPOSE

The purpose of this job is to support clients in making moderately complex decisions about managing their employees in support of the achievement of present and future operational objectives.ACCOUNTABILITY
The job is accountable for representing the needs of clients in HR program design and implementation by creating, updating and applying all HR policies and organizational guidelines and supporting clients in ensuring that they adhere to standards and legislation initiated by authorities and policies of the CBE.
This job is accountable for activities within an assigned area of Human Resources.
General Characteristics: Interprets and implements policies, legislation, labour agreements and terms and conditions to resolve problems with a focus on sustainable solutions and ensure compliance by all stakeholders.

MAJOR RESPONSIBILITIES

As a key business partner, advises managers on how to handle specific situations (e.g., discipline, work practice changes, organizational design and development, performance management) and their implications in terms of legislation (e.g. Education Act, Labour Relations Code, Human Rights, Employment Standards), labour agreements, terms and conditions of employment and CBE policies and plans. Serves as a communication link with bargaining unit representatives and individual employees to anticipate potential concerns and improve understanding of the organization’s position. Identifies chronic employee/labour relations problem areas and recommends solutions. May participate in or support major contract negotiations, including collective bargaining.
This job is accountable for activities within an assigned area of Human Resources which may include:

Note: Assignment may change as organizational needs and priorities evolve.

• Organizational Effectiveness: Provides advice to leaders who are considering changes to how work is performed, staff are deployed, or how a school or department is organized. Supports leaders in developing and sustaining positive working relationships that are consistent with the values of the organization. Coaches leaders on how to create and maintain a workplace culture in alignment with the CBE Working Relationship Commitment. Provides advice to supervisory staff responsible for maximizing employee performance in support of achievement of results, while ensuring compliance with CBE Administrative Regulations, collective agreements, employment legislation, and accepted human resources practices.
• Employee and Labour Relations: Supports leaders by providing advice, interpretation, and application of the collective agreements and terms and conditions, including the handling of grievances up to the arbitration stage. Provides advice 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 with accepted human resources and legal practices. Provides advice on the interpretation and application of employment legislation. Supports and leads the investigation process for complex workplace concerns.
• 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 associated plan to ensure required talent is available when required.
• 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 design and implementation of employee rewards and recognition systems. Coordinates with the Total Rewards department to ensure employees are compensated in alignment with our Total Rewards compensation philosophy.
• Leadership and Learning: Supports management in the identification of client group development needs and partners with the Leadership and Learning team as required to ensure appropriate training and development solutions are designed and 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: Support leaders in understanding available options when dealing with employees where a possible medical issue may be impacting performance or attendance. This may include advising on suggested and directed referral processes where a possible assessment of fitness to work is required. Works with Employee Health Advisors as required in facilitating accommodation of employee medical restrictions in accordance with accepted human resource practices and employment legislation. Supports the implementation of health and wellness strategies and compliance with occupational health and safety legislation.
• Learning and Change: Supports leaders in developing effective communications and learning materials to maximize the adoption of change. Develops and implements communication and change strategies with respect to complex and potentially highly confidential issues such as grievances, collective bargaining and HR policies.
• HR Operations: Provides advice and supports to cross-functional teams who are strategizing or implementing changes to work design, technology, staff deployment, school or departmental reorganizations, and collective agreements and employment legislation changes.
• Organizational Development: Supports leaders in professional advice and guidance related to a broad range of Human Resources programs. Supports the design and implementation of HR programs such as those focused on employee engagement, change management and conflict resolution.