QUALIFICATIONS

• Bachelor’s degree in Human Resources, Industrial Relations, Business Administration, or a related field; CHRP designation required (or equivalent combination of education and experience).
• Minimum 5 years of progressive HR experience, ideally in a standalone role in a unionized, public sector, or academic environment, with expertise in recruitment, labour relations, employee relations, health and safety, and HR policy development.
• Proven ability to manage full-cycle recruitment, coach hiring managers, and apply inclusive hiring practices; familiarity with HRIS and applicant tracking systems.
• Strong understanding of employment legislation, collective agreements, and the application of equity, diversity, and inclusion in HR practices.
• Excellent interpersonal, organizational, and communication skills, with the ability to work independently, handle confidential matters, and balance multiple priorities.
  Benefits Information
  Why Lakehead
  Application Deadline:
  Wednesday, August 27, 2025 - 11:59pm
  Salary:
  Band 8: $77,222.72 - 96,528.11
  Working Conditions:
  On Site - Office Environment
  Contact Information:
  humanres@lakeheadu.ca
  Reference Number:

Campus HR Leadership

• Act as the face of HR on the Orillia campus, independently managing most HR issues with remote support from central HR.
• Provide local HR leadership, maintaining strong partnerships with faculty, staff, leadership, and union representatives.
• Proactively identify campus-specific HR risks and opportunities and collaborate on cross-campus HR strategies.

Talent Acquisition

• Recruitment Leadership: Manage end-to-end recruitment for assigned portfolios, ensuring compliance with university policies and legislation.
• Support for Hiring Managers: Provide strategic advice and training to hiring managers on effective recruitment, including unbiased assessment and retention strategies.
• Cross-Campus Collaboration: Work with the Thunder Bay HR team and the Talent Acquisition and Employee Development Advisor to ensure consistent recruitment practices and candidate experiences.
• Onboarding: Facilitate consistent and customized new employee onboarding, including HR Administration and timely completion of training, to support retention , engagement and smooth integration into the campus community.

Employee and Labor Relations

• Employee Relations: Serve as the initial contact for employee concerns. Address sensitive employee concerns, including conflict resolution and workplace investigations, as directed for the Orillia campus.
• Policy Guidance: Advise on employment standards, human rights legislation, and collective agreements to support compliance and best practices.
• Grievance and Discipline Management: Lead grievance processes and disciplinary actions, escalating to the Manager of Employee and Labor Relations when needed.
• Advisory Services: Coach managers on feedback, evaluations, progressive discipline, respectful workplace, among other people management matters.
• Labor Relations: Participate in union negotiations and labor strategy as required, aligning with university-wide labor relations initiatives.

Health and Safety

• Program Leadership: Ensure Orillia campus compliance with OHSA, WSIB, and other safety legislation.
• Emergency Preparedness: Develop the Orillia fire safety plan, conduct drills, and ensure fire code compliance, coordinating with local authorities and university teams.
• Lab and Biosafety Compliance: Manage lab safety, biosafety protocols, inspections, and training, and serve on the Biosafety Committee.
• Joint Health and Safety Committee (JHSC): Oversee JHSC operations, including member training and compliance with OHSA standards.
• Incident and WSIB Management: Handle critical incident reporting, WSIB claims, and coordination with regulatory bodies.
• Safety Training: Conduct campus-wide safety training and collaborate on emergency preparedness with security services.

HR Policy and University-Wide Projects

• Policy Development: Regularly review HR policies, recommending updates in line with legislative and organizational changes.
• University-Wide Projects: Support initiatives like induction programs, leadership development, and well-being, in collaboration with the AVP-HR and cross-campus HR teams.
• Committee Participation: Contribute HR expertise to university committees as required
• Process Improvement: Lead or support projects to enhance HR services, streamline onboarding, and develop talent programs.
• Data-Driven Insights: create reports, and use HR metrics to guide improvements in recruitment, retention, health and safety, and other HR operations.