Human Resources Consultant

Human Resources Consultant Posting Number: ES1757P

Job Posting Open Date: 03/05/2026

Job Posting Close Date: 03/26/2026

Position Start Date: 04/01/2026

Location: Lansdowne

Building: Paul

Applicant Portal Position Category: Exempt

Employee Group: Exempt

Pay Grade: Pay Band 8

Salary: Recruitment Range: $74,168 to $98,891 per year - Starting salary is determined through knowledge, experience and internal equity. Performance Range: Salary may be up to a maximum of $108,780, which is obtainable through annual performance increases.

Number of positions to be hired under this posting: 1

Days of the Week: Monday to Friday

Work Schedule: 8:30AM - 4:30PM

Hours per Week: 35

Additional Work Arrangements: Possibility of WFH up to two days per week. Ability to move between campuses when needed to.

Position Type: Regular Full Time

Position Reason: Replacement

Posting Type: Employees & General Public

Division/School: Human Resources

Department: Human Resources

Job Description A) Job Summary Reporting to the Director, Employee & Labour Relations, and with minimal direction or supervision, the HR Consultant works as a member of the advising team to provide generalist human resources advice and consultation to a portfolio of College clients. The HR Consultant provides guidance and advice regarding the interpretation, administration and implementation of human resources policies, procedures, collective agreements, Terms and Conditions of Employment for Exempt Employees, Employment Standards and Human Rights legislation in a multi-unionized environment. This role will also be responsible for managing/overseeing all of the recruitment activities within their assigned client portfolio.

B) Reporting Relationships While this position has no direct reports, the HR Consultant provides day-to-day advice, guidance and direction to the Human Resources Assistants.

C) Essential Job Functions Building Business Relationships

Develops pro‑active business partnerships to assist clients in achieving their department’s key goals and objectives.

Provides seasoned professional advice and consultative services to client executives, line managers and supervisors, highlighting emerging issues and providing regular briefings through a variety of communication approaches.

Builds trusting relationships and coaches workplace leaders on effective “people management” practices, including communications approaches to difficult issues, and strategies for resolving issues.

Works with senior workplace leaders to develop the skills and abilities of managers and supervisors within the College, including coaching around performance management.

Recruitment and Retention

Counsels and coaches selection committees on staffing options, recruitment processes, various advertising strategies and/or innovative hiring techniques that can be utilized to attract qualified candidates in a competitive marketplace, and actively participates in selection committees.

Supports the development and successful implementation of capability‑based recruitment practices on a College‑wide basis.

Supports a strategic workforce planning approach to recruitment for the client area in conjunction with the workplace leaders and other HR Specialists.

Ensures leaders are supplied with current guidelines, tools and supports regarding recruitment processes.

Employee and Labour Relations

Provides accurate information and advice to managers and supervisors on collective agreement interpretations and HR procedures and practices, including the implementation of newly bargained and/or revised collective agreement articles or agreements.

Identifies and assists line managers with potential labour relations issues, often acting as the first point of contact.

Fosters a positive labour relations environment by participating in constructive discussions with line management, union stewards and representatives including identifying opportunities for cooperative change.

Conduct thorough and effective employee related investigations such as misconduct or respectful workplace issues including developing scripts, conducting interviews, obtaining documents and other factual data, as required.

Provide support to College exempt management in responding to initial stage grievances including investigating the issue and writing responses.

Conducts research, provides background information and assists with preparation for collective bargaining, grievances, arbitrations, respectful workplace and human rights complaints, as required. May participate with collective bargaining.

Provides advice to managers, supervisors and HR staff on issues relating to compensation and benefit administration.

Performance Management

Coaches managers and supervisors on strategies for resolving workplace, performance or interpersonal issues and makes recommendations on appropriate courses of action.

Coaches managers on addressing performance issues including resolving conflicts, mediating disputes between employees and assessing the best course of action in complex performance issues.

Supports the development and implementation of performance management tools and actively participates in related training initiatives.

Researches issues and works with workplace leaders, employees, and union representatives to manage and resolve complaints and other issues through to successful conclusions.

Exercises judgement when determining when issues should be referred to the Labour Relations Specialist.

Attendance and Sick Leave Management

Works closely with workplace leaders, providing ongoing awareness of the benefits of active attendance management, resolving attendance management issues or concerns and providing attendance management training as required.

Liaises with the Abilities Management Specialist to establish, promote and/or support return to work, rehabilitation and accommodation initiatives.

Job Evaluation

Provides advice to clients on writing job descriptions in a manner consistent with College practices.

May participate in the job evaluation process for exempt roles or committees for bargaining units.

D) Other Functions and Responsibilities Other duties similar in scope and complexity as assigned.

Qualifications Bachelor’s degree or diploma in Human Resources or related discipline plus five years of human resource generalist experience in a complex, multi‑union environment, preferably post‑secondary.

A certified Chartered Professional in Human Resources (CPHR) designation is desirable.

An equivalent combination of education, training and experience will be considered.

Knowledge, Skills and Abilities

Knowledge of the TRC’s Calls to Action and UNDRIP as they inform change in the workplace.

Considerable knowledge and experience in recruitment and selection, employee and labour relations, job evaluation, performance and attendance management, conflict resolution, collective agreement interpretation, Employment Standards and Human Rights legislation.

Working knowledge of Microsoft Office products and current desktop products. Ability to work with HRIS system.

Excellent verbal, written and interpersonal communication skills.

Well‑developed planning, organizing, decision making, implementation, problem solving and conflict resolution skills.

Proven ability to deal tactfully and decisively with sensitive client issues while maintaining the highest levels of customer service and confidentiality.

Demonstrated ability to work under pressure, meet tight deadlines and effectively handle changing priorities.

Capabilities Focus on Students and Their Success (Core) We all have a role to play in promoting and supporting students – directly or indirectly – contributing to their success, education and transition as they build their path to the future.

Cultural Alignment (Core) Inclusion and respect align with Camosun’s traditions of lifelong learning and positive, supportive experiences for all. We examine our individual and institutional cultures and, through indigenization, consider other ways of knowing (thinking), being (approaches), doing (acting), and relating.

Fostering and Nurturing Relationships (Core) Fostering and nurturing relationships is at the core of everything we do. Successful workplace relationships take time to develop and include building trust, engagement and collaboration.

Address College Needs (Leadership) In order to address college needs leaders recognize and respond to the complex, diverse and interdependent components. Leaders inspire others to work individually and collaboratively to achieve departmental/divisional, college and sectoral goals.

Enable Self & Others (Leadership) To better serve students and the college to achieve success, leaders enable self and others to take responsibility and to participate in learning and development opportunities.

Create Time and Space (Leadership) To be at our best and achieve organizational goals, we need both time and space. Time and space as a unitary concept promotes opportunities to listen, plan, think, create, innovate and develop relationships.

Open Until Filled

Additional Information Preference may be given to candidates who, at the interview stage, demonstrate an understanding of the TRC’s Calls to Action and UNDRIP as they inform change in the workplace.

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