Ville : Ottawa

Catégorie : Full time

Industrie : Higher Education

Employeur : University of Ottawa

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Posting Reason:

Replacement of a regular position

Job Type:

Employee

Anticipated Duration in Months (for contracts and temporary assignments):

N/A

Job Family:

Human Resources Operations

# of Open Positions:

1

Faculty/Service - Department:

Administration and Operations, Faculty of Health Sciences

Campus:

Ottawa, ON

Union Affiliation:

N/A

Date Posted (YYYY/MM/DD):

2026/04/14

Applications must be received BEFORE (YYYY/MM/DD):

2026/04/27

Hours per week:

35

Salary Grade:

Non-Union Grade NC7 - 35 hrs

Salary Range:

$83,815.00 - $104,769.00

Job Description Summary
About the Faculty of Health Sciences About Sciences

Make your mark with the Faculty of Health Sciences! Health matters to everyone and we are committed to becoming a nationally and internationally recognized leader in innovative approaches to active living, health promotion, and quality health services.

Our success lies in our students and our people. Join us and every day you will have the opportunity to make a meaningful impact as we grow together and make a great faculty even better.

Position Purpose:

Reporting to the Chief Administrative Officer of the Faculty of Health Sciences, the Human Resources Generalist provides advisory services to corporate or strategic HR Managers of the faculty on matters involving recruitment and selection, classification, performance and development management, labour relations, training and development, benefits, health and safety and other HR functions. This position provides input to integrate HR related policies and processes with the faculty’s strategic direction and initiatives. The HR Generalist analyzes problems and issues to identify and recommend appropriate intervention and implement solutions. As a trusted consultant, the HR Generalist works with the management team to address their human resources needs through an analysis of short, medium and long term requirements, the implementation of best practices, recommendations, developing plans to address issues and monitoring results. Acts as the primary point of contact between central Human Resources and the faculty.

This role also supervises the Senior Officer, Human Resources operations of the faculty, ensures the sound management of all human resources operations, including and not limited to the approval of employment contracts, the pay and salary adjustments validation for the faculty’s administrative, IT, and research support employee groups (SSUO, PIPSC, management, postdoctoral employees, research staff under Policy 47, casuals, and work-study students).

In this role, your responsibilities will include:

1. Integration of HR Processes: Responsible for the integration of human resources management processes and systems in the designated faculty/service planning or management framework. Develop and maintain an in depth understanding of both legislated and University of Ottawa human resources policies, procedures and practices and their impact on faculty/service’s operations. Participates in the development of local HR processes and practices and ensures their contribution to the achievement of faculty objectives.

2. Advisory Services: Provide consulting services and support to Directors, Managers and Supervisors on complex issues related to all areas of human resources management. Identify human resources management problems/issues/implications associated with operational plans and recommend solutions that meet the faculty/service’s needs.

3. Recruitment and Selection: Coordinate all aspects pertaining to the posting and selection process in accordance with relevant human resources policy and procedures and collective agreements. Coordinate all aspects pertaining to the posting and selection process in accordance with relevant human resources policy and procedures and collective agreements.

4. Labour Relations: Provide advice and support to HR management on all areas of employee relations, including matters involving discipline, performance, attendance, and other conflict situations. May conduct investigations to recommend appropriate actions including disciplinary/administrative measures and probation extensions. In support to the management team, may participate in grievance resolution processes at stage one (1).

5. Orientation and On-boarding: Promote understanding and acceptance of University HR policies, programs, processes and practices by providing information during new employee orientation sessions and by providing information to staff on the need and reasons for specific policies/procedures and how they can contribute to the achievement of Faculty objectives.

6. Training and Development: Support managers in their evaluation of employees’ needs in relation to training and professional development and monitor training activities. Collaborate with managers to develop training plans to address shortfalls, review the adequacy of selected

7. Classification and Job Evaluation: Provide advice to management on organizational structure and job design. Provide advice and support to management on job description writing and job evaluation process.

8. HR and Succession Planning: In collaboration with central HR, provide human resources planning advice to the management by researching and developing demographic data, developing plans outlining anticipated turnover, developing succession plans and integrating these into overall faculty/service plans. Analyze demographic and HR planning data to identify the root causes of particular problem areas (e.g. excessive turnover) and make recommendations on possible interventions to address underlying problems and issues.

9. Performance Management: Provide advice and support to management and staff on matters related to the University’s performance appraisal program. Recommend actions which may enhance individual employee performance, commitment and personal growth. Act as primary contact person for questions related to the Performance Management program and software.

What you will bring:

• Knowledge of human resources (recruitment and staffing, classification, job evaluation, compensation and performance evaluation) normally acquired through postsecondary education or equivalent experience.

• Minimum 3 years of experience in human resources.

• Experience in at least 3 of the following HR disciplines: staffing, classification, employee relations, organizational development and career development.

• Knowledge and experience in the application of practices and laws governing human resources

• Knowledge of HRM challenges, trends and practices.

• Knowledge and experience in the application and interpretation of collective agreements.

• Experience using computer systems and software such as Windows, word processors, spreadsheets, databases, e-mail and the Internet.

• Experience in analysis and problem-solving .

• Ability to work with minimal supervision, in a team environment, under pressure with firm deadlines.

• Ability to work under pressure, to meet firm deadlines and to work in a team environment Initiative, leadership, judgment and autonomy.

• Strong organizational skills.

• Proven ability to work with discretion and tact.

• Bilingualism: French and English (spoken and written); to be considered for this position, candidates must be rated at the Low Advanced proficiency level or higher for both oral comprehension and reading comprehension in their second official language. The rating is determined by a proficiency test designed by the Official Languages and Bilingualism Institute.

Key Competencies at uOttawa:
Here are the required competencies for all or our employees at uOttawa: 

Planning: Organize in time a series of actions or events in order to realize an objective or a project. Plan and organize own work and priorities in regular daily activities.
Initiative: Demonstrate creativity and initiative to suggest improvements and encourage positive results. Is proactive and self-starting. Show availability and willingness to go above and beyond whenever it is possible.
Client Service Orientation: Help or serve others to meet their needs. This implies anticipating and identifying the needs of internal and external clients and finding solutions on how to meet them.
Teamwork and Cooperation: Cooperate and work well with other members of the team to reach common goal(s). Accept and give constructive feedback. Able to adjust own behaviour to reach the goals of the team.

The University of Ottawa embraces diversity and inclusion in the workplace. We are passionate about our people and committed to employment equity. We foster a culture of respect, teamwork and inclusion, where collaboration, innovation, and creativity fuel our quest for research and teaching excellence. While all qualified persons are invited to apply, we welcome applications from qualified Indigenous persons, racialized persons, persons with disabilities, women and LGBTQIA2S+ persons. The University is committed to creating and maintaining an accessible, barrier-free work environment. The University is also committed to working with applicants with disabilities requesting accommodation during the recruitment, assessment and selection processes. Applicants with disabilities may contact hrtalentmanagement@uottawa.ca to communicate the accommodation need. All qualified candidates are encouraged to apply; however, Canadians and permanent residents will be given priority.

Note: if this is a union position: The hiring process will be governed by the current collective agreement related to the union affiliation noted above; you can click here to find out more.

If this is a front-line position with responsibilities to interact with students, selected candidates must be rated at the Low Advanced proficiency level or higher for both oral comprehension and reading comprehension in their second official language. The rating is determined by a proficiency test designed by the Official Languages and Bilingualism Institute.

Prior to May 1, 2022, the University required all students, faculty, staff, and visitors (including contractors) to be fully vaccinated against Covid-19 as defined in Policy 129 – Covid-19 Vaccination. This policy was suspended effective May 1, 2022 but may be reinstated at any point in the future depending on public health guidelines and the recommendations of experts.