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Partner, Human Resources

Job ID: 27491

Updated: November 24, 2022

Location: Main Campus

We would like to take this opportunity to acknowledge the traditional territories of the people of the Treaty 7 region in Southern Alberta. The City of Calgary is also home to Métis Nation of Alberta, Region III.

Position Overview

The Department of Human Resources is currently seeking a Full-time Regular Partner.

Reporting to the Senior Manager/Manager, HR Services, the HR Partner works at a strategic level for one or more Faculty(s)/Unit(s) as part of the HR Services (HRS) team.

The HRS team provides guidance and support on all HR-related matters to Faculty/Unit stakeholders while adhering to and promoting the University’s policies, practices and programs, and ensuring compliance with relevant collective agreements and legislation.

As the portfolio lead, the HR Partner oversees and owns the end-to-end service delivery of all HR programs, policies, systems and services for academic, operational and support staff for their assigned portfolio. Being the main point of contact will mean the HR Partner works closely with their assigned HR Advisor(s) and delegates work as appropriate. The HR Advisor(s) will act as a support to the HR Partner in obtaining information related to client needs such as facilitating responses to various HR inquiries and concerns such as performance management, compensation, interpretations of the collective agreement, etc. The HR Partner will have a dotted line relationship to their HR Advisor(s) which requires delegation of work, information sharing, career development, and mentorship between the two parties, and is strengthened by trust, open communication, and established mutual expectations. The HR Partner will work in collaboration with the HR Senior Partner assigned to their portfolio who will provide the HR Partner oversight and support on complex HR files, as appropriate.

In order to excel in this fast-paced, demanding and diverse environment, the HR Partner must manage multiple simultaneous deadlines, highly complex and confidential issues and in some cases, conflicts that require direct involvement and resolution. The work is often complex, sensitive in nature and impacts numerous stakeholders which requires the HR Partner to be highly organized and able to consider multiple and/or creative solutions for clients. The HR Partner must perform in an environment where there is often ambiguity, continuous change and shifting priorities, and is required to deal with high volumes of work. This position will have a direct impact on Faculty/Unit senior leadership and staff decision making in order to achieve their strategic business goals.

This position will also have an impact on University wide HR policies, practices and project initiatives. This position is assigned a portfolio however, is expected to have a broad organizational understanding that is obtained by working closely with their HR Partner colleagues as well as the Senior HR Partner.

Clients are predominantly senior leaders of Faculties/Units. The main purpose of this role is to provide credible and expert strategic HR advice, apply sound judgment, build relationships and resolve complex issues and conflicts regarding HR issues. Other key contacts will include central HR Centres of Expertise (COEs) and other Shared Services Partners, such as Finance. This position works with the Deans, Vice-Provosts, Associate Deans, Assistant Deans, Department Heads and Department Managers within the Faculties, and with the university Administration’s Senior Leadership, VPs, AVPs, Directors and Managers. This position also provides proactive leadership and guidance to management in maintaining a positive relationship with all unions.

This position is part of the Management and Professional Staff (MaPS) employee group, and will experience peak periods of high volume workload where additional hours will be required. While most work is conducted during business hours, some availability outside of work hours, for consultation, is possible.

The HR Partner is responsible for supporting an assigned client group as the portfolio lead along with acting as a resource and mentor to their HR Advisor(s). The HR Partner acts as an escalation point for issues being handled by their HR Advisor(s). The HR Partner will act as a source of knowledge and expertise in trouble-shooting various issues within their assigned client group and will liaise with, engage and inform the Senior HR Partner and Senior Manager, HR Services, as required.

The HR Partner provides oversight, leadership and implementation of HR programs, policies, practices, systems and services for an assigned client group including academic, operational and support staff. The HR Partner provides support and leadership in the resolution of conflicting priorities to ensure that university policies and procedures are adhered to while at the same time maintaining positive relationships with clients, HR Services, HR centres of expertise and other partnering units.

Position Description

Summary of Key Responsibilities (job functions include but are not limited to):

Strategic Consulting:

  • Develop strategic HR goals/plans to enable client’s attainment of business strategies and operational goals including research and learning objectives (i.e. formal comprehensive, strategic plans)
  • Provide clear leadership by demonstrating a full understanding of Faculty/Unit business plans, trends and needs.
  • Ensure a broad organizational perspective to ensure strategic advice is in line with the U of C strategic goals and direction
  • Participate as an integral member of the Faculty/Unit leadership team to ensure that HR perspectives are considered in business plans, decisions and organizational changes
  • Connect university operating strategies, plans and procedures to Faculty/Unit HR priorities, needs and impacts
  • Communicate and obtain Faculty/Unit support for HR policies, programs and procedures 
  • Inform and influence central HR COE policies and programs regarding Faculty/Unit human resource priorities, needs and impacts
  • Understand senior leader/manager opinions and anticipate their needs and concerns (i.e. gap analysis, strategic goals)
  • Support senior leadership in providing and interpreting HR information required for vital decision making (i.e. budget preparation, succession planning, etc.)

Employee and Labour Relations & Issues Management:

  • Provide clients with exceptional labour relations support including collective agreement interpretations, strategic labour relations advice and full-scale support with workplace investigations, progressive discipline, layoffs/recalls, terminations and grievances.
  • Advise client on best labour relations practices to ensure consistency in order to manage risk to the institution. This includes proactively identifying concerns/issues and making recommendations to the client to mitigate risk.
  • Inform clients of Institutional and Faculty/Unit risks associated with potential grievances by identifying, investigating, proposing and implementing appropriate solutions
  • Provide HR advice, services and process support which comply with appropriate legislation (i.e. FOIP, AES, Human Rights, etc.), other governing documents (GPC, APT, etc.), and collective agreements, as well as confidentiality and university values
  • Assess, investigate, plan and troubleshoot strategic and operational solutions for labour relations issues

Relationship Management:

  • As the point of contact for clients within an assigned portfolio, the HR Partner is expected to collaborate with COEs and HR Advisor(s) to facilitate support of complex client issues and to respond to client inquiries ensuring accuracy, timeliness and thoroughness in responses.
  • Accountable to broker the relationship between the Faculty/Unit and HR to evaluate and secure specialized resources and services from the HR COE’s and other partnering supports.
  • Works closely with HR COEs to reflect client needs and understand/implement HR policies, programs and procedures
  • Works with Finance Partner to support vacancy reconciliation and position management reporting and reconciliation of the complement plan for their Faculty/Unit
  • Fosters a proactive and positive relationship with union representatives
  • Acts as ambassador for HR and the university both internally and externally
  • Provides timely, accurate, and business relevant HR advice and coaching to Faculty/Unit senior leaders and managers
  • Maintains customer satisfaction and identifies performance gaps and emerging trends


  • Leads, mentors, and coaches HR Advisor(s) in the provision of HR services, processes, policies and programs to their Faculty/Unit (i.e. job shadowing, coaching, mentoring, formal learning, on the job experience, etc.) utilizing the dotted line relationship which empowers information sharing, career development, and mentorship, and is strengthened by trust, open communication, mutual expectations and respect.
  • Champions HR initiatives ensuring information flows to HR Advisor(s)
  • As part of the Portfolio Exchange Model, ensures identification of experiential learning opportunities for themselves, for HR Advisor(s) and for other team members to enhance professional growth and development
  • Delegates to HR Advisor(s) or People Processes and Solutions team as appropriate
  • Provides performance feedback to HR Advisor(s), using judgement on escalations to Senior Manager/Manager
  • Supports HR project work as assigned, often in a leadership capacity
  • Create a healthy, sustainable work environment for staff

Organizational Development, Talent Management and Change Management:

  • Provide strategic recruitment, selection and retention support to clients including advice on recruitment strategies for essential roles and career growth and planning to help retain high performers.
  • Support succession planning initiatives in assigned Faculty(s)/Unit(s)
  • Provide salary offer advice ensuring equity and compliance with relevant policies/collective agreements.
  • Identify development opportunities and gaps within the unit and make recommendations on additional supports that can be provided to help address them (i.e. customized training, management coaching)
  • Identify situations within portfolio where change management is needed and work with client  to provide support (i.e. workforce reductions, reorganizations, business process changes, new/revised policies, PeopleSoft upgrades, etc.)
  • Measure, monitor and improve the provision of HR services, processes, policies and programs to enhance productivity, efficiency, customer service or overall university and Faculty/Unit performance (i.e. feedback, value add)
  • Identify and drive the communication and sharing of learning across functions to facilitate continuous improvement (i.e. HR COE and Faculty/Unit information)
  • Ensure that the general administration and HR implications of change efforts are understood and supported within the Faculty/Unit, and vice versa
  • Communicate HR policies, programs and procedures to ensure the Faculty/Unit understanding and commitment

Qualifications / Requirements:

  • University degree in Human Resources, Business or a related field is required. A graduate-level degree in a related area is considered an asset
  • Minimum of 5 years’ related experience in a complex human resources generalist capacity
  • Chartered Professional in Human Resources (CPHR) designation is an asset
  • Experience in a public sector and/or academic environment is an asset
  • Knowledge and practical application of all applicable human resource legislation, policies and practices (i.e. Public Services Employee Relations Act, University of Calgary and AUPE Collective Agreement, TUCFA Collective Agreement, Employment Standards Code, Freedom of Information and Protection of Privacy Act, Human Rights Legislation, Occupational Health and Safety Act )
  • Experience in and knowledge of best practices in generalist HR areas such as Employee and Labour Relations, Talent Management and Organizational Development, Compensation and Total Rewards, Staff Wellness and Disability Management
  • Strong analytical and interpretive skills to recognize and comprehend complex issues, policies, regulatory and legislative requirements and information affecting client’s environment
  • Demonstrated ability to work well with others and to handle difficult situations while maintaining effective and productive working relationships
  • Must be able to think logically, solve problems and be critically objective with an ability to develop innovative solutions to problems
  • General understanding and support in the application of Academic career cycles considered an asset
  • Must be able to work independently and in a team environment
  • Proven relationship management, consulting and teamwork expertise
  • Proven ability to use metrics and data to support strategic analysis and decision making
  • Excellent oral, written communication and presentation skills
  • Strong project management skills and execution skills to ensure successful delivery/implementation of Faculty/Unit and/or HR projects, processes and policies
  • Intermediate level computer proficiency in Microsoft Office Suite, PeopleSoft or other HRIS
  • Other key attributes:
    • Focus on service delivery and commitment to results
    • Innovation and creative thought leadership
    • Adaptability and change leadership
    • Sound judgement and decision making skills
    • Advising and influencing skills
    • Coaching, mentoring and conflict management skills
    • Promotes inclusiveness and diversity

Application Deadline:  December 08, 2022.  Applications will be reviewed as they are received

We would like to thank all applicants in advance for submitting their resumes. Please note, only those candidates chosen to continue on through the selection process will be contacted.

Additional Information

This position is classified in the Professional Career Band, Level 3 of the Management and Professional Staff Career Framework.

To find out more about management and staff opportunities at the University of Calgary and all we have to offer, view our Management and Staff Careers website.

The University strongly recommends all faculty and staff are fully vaccinated against COVID-19.

About the University of Calgary

The University of Calgary is Canada’s leading next-generation university – a living, growing and youthful institution that embraces change and opportunity with a can-do attitude. Located in the nation’s most enterprising city, the university is making tremendous progress on its Eyes High journey to be recognized as one of Canada’s top five research universities, grounded in innovative learning and teaching and fully integrated with the community it both serves and leads. The University of Calgary inspires and supports discovery, creativity and innovation across all disciplines. For more information, visit

The University of Calgary has launched an institution-wide Indigenous Strategy in line with the foundational goals of Eyes High, committing to creating a rich, vibrant, and culturally competent campus that welcomes and supports Indigenous Peoples, encourages Indigenous community partnerships, is inclusive of Indigenous perspectives in all that we do.

As an equitable and inclusive employer, the University of Calgary recognizes that a diverse staff/faculty benefits and enriches the work, learning and research experiences of the entire campus and greater community. We are committed to removing barriers that have been historically encountered by some people in our society. We strive to recruit individuals who will further enhance our diversity and will support their academic and professional success while they are here. In particular, we encourage members of the designated groups (women, Indigenous peoples, persons with disabilities, members of visible/racialized minorities, and diverse sexual orientation and gender identities) to apply. To ensure a fair and equitable assessment, we offer accommodation at any stage during the recruitment process to applicants with disabilities. Questions regarding [diversity] EDI at UCalgary can be sent to the Office of Equity, Diversity and Inclusion ([email protected]) and requests for accommodations can be sent to Human Resources ([email protected]).

We encourage all qualified applicants to apply, however preference will be given to Canadian citizens and permanent residents of Canada.


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