Reporting to the Kingston Police Service Board, and with operational reporting to the Chief of Police, this position provides executive HR leadership, aligning the strategic vision for the police service with HR initiatives. This position influences and drives various activities associated with human resources and people and culture initiatives. These initiatives are focused on the entire employee life cycle including talent acquisition strategy, workforce and leadership development and planning, bargaining preparation, labour relations, grievance and problem solving, employee engagement, leave management, performance management, professional accountability, and diversity, equity and inclusion (DEI). Most important, this role acts as a strategic advisor to the Chief of Police as well as to the chain of command in all matters related to people, people operations and systems, and workforce planning.

DUTIES AND RESPONSIBILITIES

Strategic HR Leadership

• Provide key advice and guidance to the Chief and the Police Service Board including leading plans around bargaining, labour relations, budgeting, and workforce planning.
• Investigate, recommend, develop, plan, provide advice to, and support the implementation of workforce planning initiatives to align the workforce with long-term organizational goals and priorities.
• Provide ongoing advice and training on the handling of labour relations to improve competency of leaders across the organization.
• Collaborate on the envisioning of, recommend, and implement HR services that foster a culture of trust, transparency and accountability.
• Build a human resources service that in all its actions fosters a culture of opportunity and allyship.
• Lend an HR lens to all diversity, equity, and inclusion (DEI) efforts including how those efforts align with labour relations, community relations and community policing, and talent acquisition processes. Facilitate the introduction of any improvements to DEI strategy by facilitating discussions with all stakeholders as part of the change strategy.
• Develop and monitor unit objectives that align with the organization's direction, preparing unit plans, budgets, and tracking the goals associated with the business plan.

Labour Relations

• Initiate and prepare for all background data needed to support Board positioning and decision-making with respect to collective bargaining.
• Participate in regular labour/management meetings.
• Be proactive, promote and participate in strategies designed to strengthen relationships with the unions, promote clarity in policies and practices, and reduce grievances.
• Represent the employer and/or partner with external consultants as needed, when dealing with issues related to collective agreement interpretation, employment standards, human rights, or job evaluation/pay equity.
• Participate and lead some activities associated with collective bargaining, grievance resolution, arbitration and alternative dispute resolution where appropriate.
• Oversee, including through direct reports, day-to-day employee relations issues, including partnering with the labour management team on labour relations efforts and initiatives.
• Manage workplace investigations associated with code of conduct violation allegations including determining the method of investigation and the investigator, ensuring all procedures, protocols, and rights are respected, making sure go forward decisions are made, and ensuring that outcomes are implemented including disciplinary action where warranted.

Lead HR Business Partner

• Serve as a strategic advisor to the Kingston Police Service Board, Chief and the executive command on HR-related matters, providing insights and recommendations to support operational objectives.
• Support decision makers by gathering data, insight and best practice knowledge.
• Provide advice and guidance to leaders regarding the handling of performance matters.
• Provide advice, guidance and training to leaders to build their acumen in the prevention of grievances and related labour issues.
• Provide guidance, support, empowerment, and learning opportunities of the HR team to maximize team performance, build bench strength, and encourage engagement.
• Talent acquisition
• Work with and act as an advisor to the talent acquisition team, with a goal to increase applicant quantity and quality, decrease the time to hire, improve visibility of recruitment efforts, and improve applicant selection processes overall.
• Identify, recommend, and implement strategies to improve back-office processes including applicant tracking and management, and recordkeeping.
• Champion efforts to achieve DEI goals through refinements in talent acquisition activities.
• Leave management and wellness

o Champion commitment to Health and Safety legislation and programs.

• Lead efforts to improve all leave related practices including for workers' compensation related leaves.
• Review, recommend, and lead efforts to refine and clarify return-to-work and accommodation practices.
• Review, recommend, develop and lead efforts to support wellness systems
• Lead efforts to leverage and introduce human resources tools available through the City of Kingston.
• Lead efforts to refine and streamline people-related policies and procedures.
• Review, analyze, collaborate on, develop, recommend, and implement changes to the performance management process.

Requirements

Skills and Qualifications

Required Qualifications

• Bachelor's degree in human resources management, business administration, law (LLB) or related field.
• Master of Industrial Relations (MIR) or Certified Human Resources Leader (CHRL or CHRE) designation, or equivalent experience and education.
• Minimum of 10 years of progressive HR experience, with significant experience in strategic HR leadership roles which included labour relations skill.

Experience

Candidates should identify their experience in the following areas:

• Providing advice and guidance to executives on human resources matters.
• Building credibility for the value of human resources.
• Managing disability management, accommodation, and return to work processes in a unionized environment.
• Implementing new programs, processes, and initiatives.
• Implementing and maintaining diversity, equity, and inclusion programs.
• Facilitating and collaborating to achieve outcomes.
• Adopting and driving technology solutions within the human resources field.
• Strategic planning and data-driven decision-making.

Asset Experience

• Familiarity with police services and the community policing model.
• Understanding of how recent legislation changes impact the HR processes (WSIB, CSPA).

Benefits

https://www.joinkp.ca/why-kp/why-kingston-police/