EMPLOYMENT OPPORTUNITY                                                                                          Competition #SA005-2024

HR Specialist, Workplace Wellness + Employee Accessibility

Temporary Part-Time (80%) Excluded Leave Replacement Position

(12 month position with the possibility of an extension to 18 months)

28 Hours per week (hours of work to be determined)

Grade 9 ($42.53 to $56.70 per hour)

Develop your HR career at Emily Carr University of Art + Design by joining a dynamic team of diverse HR professionals. Our students come from all walks of life, and here in the HR department, we support the university in reflecting that diversity in the staff and faculty that comprise this incredible community of learners and educators.

Emily Carr University of Art + Design is a school of students, faculty, thinkers and makers unlike any other. Established in 1925, we are the only specialized, accredited, public, post-secondary university in British Columbia solely devoted to education and research in the creative sector and its associated knowledge economy. We merge research, critical theory and studio practice in an interdisciplinary environment, strengthening our work by the integration of our personal and professional practices. Our strategy, facilities, partnerships and resources are intentionally student-centred to foster dialogue, expression and open connections in support of the next generation of creative and cultural leaders.

The HR Specialist, Workplace Wellness + Employee Accessibility collaborates with internal and external partners in the delivery of HR services to the University community in matters pertaining to employee wellness, accessibility, and disability management, including graduated return-to-work programming and accommodations, for all staff, faculty and administrators.

The HR Specialist, Workplace Wellness + Employee Accessibility fosters a culture of justice, equity, diversity, and inclusion (JEDI) for all those who attend our campus for work or for study. This requires the Specialist to remain current in JEDI trends that impact their field of work and make recommendations to the Associate Vice-President on how to improve HR services.

As the successful applicant, you should possess:

• A Master’s degree in Disability Management, Occupational Health + Safety (OHS), Occupational Therapy, or other relevant field.
• Or a Bachelor’s degree in Disability Management, OHS, Social Work, Occupational Health Nursing or Kinesiology, plus an equivalent combination of education, training, and experience.
• Minimum three (3) years of related professional experience in a unionized setting.
• Certified Disability Management Professional (CDMP) designation or credentials in a related area of practice including OHS or Vocational Rehabilitation considered a strong asset (i.e OHN, CRST, CCPE, CRTWC, RVP).
• Experience with a Human Resource Information System such as Colleague, Banner, or PeopleSoft.
• Experience in the development and execution of disability management and workplace accommodation programs.
• Experience serving as a representative in third-party proceedings such as the BC Human Rights Tribunal, WorksafeBC, WCAT, labour grievances/arbitrations.
• Advanced knowledge of trauma-informed professional practice
• Knowledge of relevant legislative frameworks including the Workers Compensation Act, Accessible British Columbia Act, and current Human Rights legislation
• Demonstrated commitment to justice, equity, diversity, inclusion, and reconciliation.
• Excellent computer literacy and proficient in standard office applications.
• Ability to establish positive and effective work relationships with all staff and faculty accessing Human Resources services.
• Ability to establish positive and effective work relationships with labour unions.
• Ability to exercise sound judgement and confidentiality.
• Ability to perform duties with minimal supervision and to contribute effectively in a team environment.
• Effective organizational skills and an aptitude for detail and accuracy.
• Excellent oral and written communication skills and ability to communicate complex information to a diverse community.
• Ability to work with confidential material and situations.
• Ability to perform a variety of tasks simultaneously and with frequent interruptions and under deadline.
• Familiarity with leading practices in justice, equity, diversity, and inclusion, including the use of intersectional frameworks to evaluate the inclusivity of HR policies, programs, and benefits.

Typical Duties include:

Employee Wellness

• Develops an employee wellness strategy, in consultation with the AVP, Human Resources + Privacy Officer, to support the evolving needs of the university community. The strategy shall address all dimensions of wellness with particular focus on preventative mental health initiatives and on supports for individuals with emotional and cognitive disabilities. Applies an intersectional framework when developing the wellness strategy, and any other related activity, to ensure the needs of equity deserving groups are considered.
• Engages with third-party experts and content creators to deliver timely and cost-effective wellness programs and initiatives.
• Partners with HR Advisor, Benefits and the HR Manager, Leadership + Organizational Development to review or develop policies, procedures and HR related programs, benefits and rewards that aim to foster a culture of wellness within the university.
• Maintains current knowledge of leading practices in the field of occupational wellness through the review of literature as well as liaising with appropriate professional groups and communities of practice.

Employee Accessibility and Disability Management

• In partnership with university leaders and union representatives, utilizes a medical case management model to assess, evaluate, plan, and assist the Employee in recovery from occupational and non-occupational illness or injury. This encompasses early intervention initiatives, evaluation of treatment plan for disabilities and coordination of all aspects of the rehabilitation plan.
• Partners with the HR Advisor, Employee Benefits on non-occupational illness or injury, and the Manager, Safety on occupational illness or injury matters.
• Receives and interprets medical information from various sources (general practitioners, medical specialists, etc.) in conjunction with job specific requirements and works with leadership to make decisions regarding work suitability of each case. Establishes relevant medical questionnaires to send to the physician for clarification of medical evidence provided as necessary. Where applicable, engages third-party supports such as short-term disability service provider, Occupational Health Nurse, Occupational Therapists or Hygienist, as per the relevant collective agreement or condition of employment.
• Arranges independent medical evaluations (IME’s), in consultation with the administration and any applicable labour union, when required to facilitate the University’s “duty to inquire” into the wellbeing of all staff, faculty and administrators.
• In partnership with the employee, leader, union representative and any relevant third party, manages the graduated return-to-work programming (GRTW), and the development of short term modified duties, as well as the Duty to Accommodate (DTA) process to ensure a productive return to employment for the employee. Approves and signs off DTA agreements on behalf of the university.
• Coaches leaders, union representatives, faculty, staff, and administrators on leading practices in Disability Management and provides advice on issues concerning Human Rights and Duty-To-Accommodate scenarios. Furthermore, provides guidance on the application of policies relative to general and specific medical absences and rehabilitation issues based on knowledge of the Workers Compensation Act, Human Rights legislation, collective agreement provisions and university policy and procedures.
• Represents the university, with support from university legal counsel, at third-party proceedings including labour mediations, arbitrations and hearings at the BC Human Rights Tribunal, as required. Works with HR Advisors and/or legal counsel to gather and prepare evidence to support the university’s position in any third-party proceedings regarding sick leave, GRTWs and accommodations.
• Develops, implements, and evaluates resources, educational programs and training materials for Managers, Leaders, Supervisors, and staff in relation to return-to-work initiatives and duty to accommodate responsibilities.
• Represents the university on external committees and working groups relating to the provision of accessibility and disability management services. Participates in internal and external groups and meetings as required to share and provide information.
• Maintains current knowledge of leading practices in the field of disability management through the review of literature as well as liaising with appropriate professional groups.
• Researches and prepares information, statistics, costing, and other data. Maintains HR metrics and compiles reports as required.
• Liaises with third parties to participate in the design and implementation of policies, systems, workflow, and procedures relating to HR activities.
• Fosters a culture of Justice, Equity, Diversity, and Inclusion (JEDI) by remaining current in JEDI trends that impact their field of work and make recommendations to the HR Director for improvements in support of the ECU community, and the related strategic goals of the University.
• Provides assistance to the HR Director, Advising Services and AVP, Human Resources + Privacy Officer for special or confidential projects including best practice research.
• Performs other related duties as required, including providing back up to other Human Resources positions as needed.

To apply for this job, please visit https://ecuad.peopleadmin.ca.

Posting open until filled. Application review will start 25 January 2024.

Emily Carr University especially invites those who have demonstrated a commitment to upholding the values of equity, diversity, and inclusion and will assist us to expand our capacity for diversity in the broadest sense. In addition, to correct the conditions of disadvantage in employment in Canada, we encourage applications from members of groups that have been historically disadvantaged and marginalized. These include women, persons with diverse gender expressions and identities, persons of all sexual orientations, racialized persons, persons with disabilities, and First Nations, Metis, Inuit and Indigenous persons. All qualified people are encouraged to apply; however, Canadians and permanent residents of Canada will be given priority. While we thank all candidates for their interest, only those short-listed will be contacted.