Job Description

About Queen's University

Queen's University is the Canadian research intensive university with a transformative student learning experience. Here the employment experience is as diverse as it is interesting. We have opportunities in multiple areas of globally recognized research, faculty administration, engineering & construction, athletics & recreation, power generation, corporate shared services, and many more.


We are committed to employment equity and diversity in the workplace and welcome applications from individuals from equity seeking groups such as women, racialized/visible minorities, Indigenous/Aboriginal peoples, persons with a disability, persons who identify in the LGBTQ+ community and others who reflect the diversity of Canadian society.


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Job Summary

Reporting to the Associate Vice-Principal, Human Resources, the Manager, HR Systems and Analysis (Manager) is a key leader in HR and is responsible for leading and developing the Human Resources Management (HRMS) team that supports Human Resources' administrative systems and data analysis at Queen's University and oversees the technological resources and support for the department. They also have critical responsibility for ensuring the services provided by the team are integrated into the department's service offering as a whole so that we are always focused on client needs and impact. The Manager will guide the HRMS team through collaboration and partnerships seeking to improve operational processes, increase efficiency, improve quality of services delivered by the Human Resources department. The Manager is responsible for ensuring the efficacy of Human Resources systems and through extensive business process design experience, detailed analysis, and specialized systems knowledge will oversee all phases of the system. The Manager will build and maintain strong relationships throughout the University to engage diverse cross-functional teams and establish buy-in when needed for development opportunities.




The Manager is responsible for the planning and prioritizing of the HRMS team and provides direction, leadership and expertise on strategic initiatives and policies, as well as contributing to their development, implementation, and related communication and will ensure that proposed solutions meet stakeholder needs through ongoing assessment of process and deliverables.

KEY RESPONSIBILITIES:

Leads the planning and implementation of strategic projects and initiatives to improve overall efficiency and results of the department. This may include, but is not limited to, conducting research, organizing meetings/events, preparing reports and presentations to sponsors, stakeholders, and senior leadership, and providing mentoring, coaching, and direction to HRMS and IT Services team members to ensure a successful outcome. Oversees HR technological solutions to ensure that business solutions support business requirements including leading activities such as requirements definitions, solution design and solution cost estimation. Understands departmental, client, and stakeholder priorities and objectives and manages teams in alignment. Manages complex programs and organizational relationships. Understands complex requirements, collaborates with IT Services development and support team, liaises internally across organizational units and communicates with both internal and external stakeholders to build relationships and plan and provide for information systems changes to meet current and future requirements. Acts as a subject matter expert by developing and maintaining a comprehensive understanding of data definitions for multiple modules and application systems, data usage within the administrative applications and how to access and retrieve data for inquiry and reporting purposes. Defines project scope and objectives, involving all relevant stakeholders and ensuring technical feasibility. Reviews and approves business requirement documents and approves technical changes to university wide systems. Provides advanced data analysis and reporting to the department and stakeholders. Supports university and departmental initiatives such as legislative changes, collective bargaining, and system implementations through advanced knowledge of HR data and business processes. Mentors team members through knowledge transfer and peer reviews. Plans, prioritizes, and manages the work of employees, providing strategic and tactical advice, guidance and coaching. Identify the need for staff resources, participate on staffing committees, and make effective recommendations regarding employee selection. Provides ongoing coaching to employees for current assignments and develops them into positions in which they will succeed. Sets goals that requires continuous improvement of performance through constructive feedback, cross-training and skill development. Assesses staff training and development needs and ensures that employees receive training required to improve and sustain successful performance. Manages performance by establishing performance standards, reviewing and evaluating performance and conducting formal performance reviews on an ongoing basis. Investigates, address and resolve employee/labor relations issues, including disciplinary matters. Makes decisions or effective recommendations on matters involving possible discipline, discharge and probationary termination. Other duties as assigned. Oversees the maintenance and delivery of technology and equipment for the Human Resources department. Aligns the technology budget with the needs of the department and ensures cybersecurity compliance is being adhered to within the department and related systems. Leads and oversees concurrent initiatives and projects. Manages risks, resolves issues, and removes roadblocks to ensure success. Assesses cross functional priorities and provides recommendations on strategic direction. Ensures the delivery of HR data adheres with privacy, data governance, and cybersecurity policies. Reviews data requests and provides recommendations to ensure appropriate usage and distribution of personnel data.

REQUIRED QUALIFICATIONS:

University degree and a minimum of 5+ years of related experience is required. Advanced knowledge of the business analysis discipline. Demonstrated training and/or certification considered an asset. Demonstrated experience in advanced SQL language. Demonstrated experience in PowerBI and data modelling tools. Proven experience in a business analysis capacity in a university environment. Demonstrated experience in strategy development and implementation, project management, program analysis, and meeting required objectives. Sound knowledge of a broad array of higher education-related data and the ability to evaluate its validity and relevance in relationship to policy development. PeopleSoft Human Resources experience considered an asset. Extensive knowledge of university structure, policy, administrative systems, and Human Resources at Queen's University. Experience in post-secondary Human Resources Management Systems unit would be considered an asset. Consideration may be given to an equivalent combination of education and experience.

SPECIAL SKILLS:

Ability to inspire a high performing team to work towards shared objectives and optimize team effectiveness by engaging diverse perspectives and empowering others. Is familiar with and applies best practices in diversity and inclusion practices, strategies, systems, policies, and is a role model for inclusive and culturally competent behaviour. Strong communication (both verbal and written) and interpersonal skills, displays confidence and articulates a clear message when interacting with diverse audiences. Ability to interact with people at all levels of the university with the highest professional standards of conduct and with acute sensitivity to the political and diverse environment. Change champion with sound project management skills and the ability to plan and coordinate multiple project/work initiatives effectively simultaneously. Develops and proactively implements long term departmental goals. Initiative and self-motivation; foster a climate of inclusion, openness, and trust while participating on and leading teams; experience organizing and coordinating efforts with many stakeholders and multiple objectives. Advanced computer skills with proficiency in using a variety of information technology tools and the ability to identify and adopt new tools to support projects effectively. Excellent relationship building and conflict management skills with the ability to maintain composure in difficult situations. Maintains a client-centric culture by working closely with the customer and maintains a high level of client satisfaction. Good judgement, combined with the ability to grasp concepts and ideas quickly and to work effectively within the context of the big picture, with integrity, professionalism, confidence, tact, and compassion. Demonstrated strong analytical and problem-solving skills honed through researching and analyzing complex problems involving multiple relationships and interactions, where information is incomplete, missing or ambiguous, with the ability to pull diverse information together into a proposal that provides possible solutions.

DECISION MAKING:

Prioritizes own work and work of project team members in accordance with evolving and/or competing priorities. Determines appropriate assignment of resources, evaluates progress on assigned work of project team members, assists in solving problems, analyze implications, and decide on course of action that would result in timely and accurate completion of tasks. Appropriately prioritizes, implements and oversees responses to urgent or emergency situations. Determines development and support requirements, contributes to the development of strategic plans and objectives, and participate in budget planning and decision?making as a member of the broader Human Resources Leadership Team. Assesses appropriate "fit" of technical solutions relative to functional requirements, conformance to university standards, and ability to integrate within the Queen's IT architecture. Works as a member of the Human Resources management team, determines approach to ensure all areas are supporting each other and collectively meeting HR services goals. Research and determine relevant best practices and incorporate them into the design of various projects. Determine what information should be distributed, to whom, and in what format; decisions will be made based on the relevance of the information and the impact that recipients can have on the process or project outcome. Determines when to advise or involve the senior management. Evaluates job candidates and makes effective recommendations on suitable hires. Makes decisions and/or effective recommendations regarding transfers and promotions. Evaluates employee performance and decides on appropriate training or coaching to address lack of proficiency in carrying out responsibilities, or remedial action for staff disciplinary situations. Assesses investigation outcome of grievances and makes effective recommendations on appropriate course of action or next steps on grievances. Makes effective recommendations on level of discipline up to discharge and probationary termination.

Employment Equity and Accessibility Statement

The University invites applications from all qualified individuals. Queen's is strongly committed to employment equity, diversity, and inclusion in the workplace and encourages applications from Black, racialized persons, Indigenous people, women, persons with disabilities, and 2SLGBTQI+ persons. In accordance with Canadian Immigration requirements, priority will be given to those who are legally eligible to work in Canada.


The University provides support in its recruitment processes to all applicants who require accommodation due to a protected ground under the Ontario Human Rights Code, including those with disabilities. Candidates requiring accommodation during the recruitment process are asked to contact Human Resources at hradmin@queensu.ca.