Our Team

Assists and coordinates job design, documentation, evaluation, and salary administration for assigned employee groups. Assists in developing and writing job descriptions in collaboration with managers. Monitors and provides analysis/ recommendations regarding compensation. Supports the maintenance of pay equity requirements for Algonquin College by ensuring that the job descriptions for the Non-bargaining positions of the College are maintained and relevant to the work requirements of the payroll authorizations. Provides regular on-going guidance to Managers regarding the job evaluation process, salary calculation process, how to write job descriptions, and the evaluation of roles. Conducts training for Managers who are responsible for job content and job changes related to both bargaining and non-bargaining role.

Provides specialist advice, training and guidance to management, Human Resources and employees on a wide range of labour relations-related matters. Acts as a resource to management on the interpretation and implementation of the College’s collective agreements and labour law; ensures appropriate action is taken on issues that support the College’s strategic plan, including progressive discipline and termination, human rights complaints, workplace harassment investigations, mediation of workplace conflict and employee conduct issues; functions as the first point of contact for formal employee complaints and grievances, supporting steps to resolve issues in the best interests of all parties; and represents the College at arbitration proceedings and other employment-related hearings.

Leading the design, development, and adoption of the Algonquin College Way process improvement methodology and change management model.

Providing coaching, mentoring, and training to all levels of employees in AC Way methodology and change management model.

Ensures safe and early return to work of all employees who have incurred an occupational or non-occupational illness or injury in the most efficient and cost-effective manner possible. Working with employees, supervisors, union representatives, managers, Labour Relations, the medical community and the insurance carrier, the Wellness & Abilities Specialist oversees the entire case management process. This involves reintegration of employees into the workplace following occupational or non-occupational disability claims, absence management strategies, accommodations and active return to work programs. The Wellness & Abilities Specialist also provides disability claims management advice, education and training to all levels of the corporation. The coordinator acts as a liaison to related third-party providers.

Focuses on data quality and effective reporting. Provides analytical support for the Human Resources team. Produces monthly HRIS reports to support the College. Responsible for reports outlined in the College’s Collective Agreement as well as reports for the College Employer Council. Works with stakeholders, end-users, and business partners to gather, document, and scope business needs and requirements for new features or enhancements to Workday.

Provides specialist advice, training and guidance to management, Human Resources and employees on a wide range of labour relations-related matters. Acts as a resource to management on the interpretation and implementation of the College’s collective agreements and labour law; ensures appropriate action is taken on issues that support the College’s strategic plan, including progressive discipline and termination, human rights complaints, workplace harassment investigations, mediation of workplace conflict and employee conduct issues; functions as the first point of contact for formal employee complaints and grievances, supporting steps to resolve issues in the best interests of all parties; and represents the College at arbitration proceedings and other employment-related hearings.

The Director, People and Culture provides strategic leadership and functional direction in the areas of Organizational Learning, Change Management, Strategic Workforce planning and HR programs within an environment of continuous improvement and transformational change. The Director leads the execution of the College’s People Plan (multi-year strategy), reporting on the College’s progress in achieving identified success measures as well as oversees the methodology for measuring and reporting on employee engagement.

As a champion for employee experience, the Director leads initiatives that drive a culture of learning, creates opportunities for flexible work strategies and sustains a workplace that embraces diversity and inclusion.  

The Director is responsible for leading key HR operational activities including workforce reporting, HR systems, organizational learning and equity, diversity and inclusion.

Provides specialist advice, training and guidance to management, Human Resources and employees on a wide range of labour relations-related matters. Acts as a resource to management on the interpretation and implementation of the College’s collective agreements and labour law; ensures appropriate action is taken on issues that support the College’s strategic plan, including progressive discipline and termination, human rights complaints, workplace harassment investigations, mediation of workplace conflict and employee conduct issues; functions as the first point of contact for formal employee complaints and grievances, supporting steps to resolve issues in the best interests of all parties; and represents the College at arbitration proceedings and other employment-related hearings.

Assists in the areas of day to day benefit and pension administration and leaves as outlined in the respective collective agreements, Administrative Terms and Conditions of Employment and the Employment Standards Act, ensuring accurate information and data integrity within the College’s Workday system. Contributes to the implementation of changes outlined by the College Employer Council, legislation and the respective collective agreements. Assists on compensation initiatives by acting in a role of the peer reviewer, data analyzer and assisting with compensation entries within Workday.

The Manager, Wellness & Abilities is responsible for the development and implementation of Disability Management programs (accommodation, prevention, recovery and return to work), compensation for full and part time employees, and employee benefit and leave programs for the College ensuring these programs are effective, strategic and client based. Develops communication programs within the scope of the role and provides continuous improvement and College compliance with relevant legislation.

In her role as the Equity, Diversity and Inclusion Coordinator, Kara McNeil provides administrative, training and communications support for Equity, Diversity and Inclusion activities and events for AC employees. Kara earned her B.A. Honours in English Literature from York University, and Post Graduate Diploma, Advanced Film and Television, from Sheridan College. Kara also completed her Management Certificate in Human Resources from the Sprott School of Business and Certificate in Leadership and Inclusion from Centennial College.

Provides specialist advice, training and guidance to management, Human Resources and employees on a wide range of labour relations-related matters. Acts as a resource to management on the interpretation and implementation of the College’s collective agreements and labour law; ensures appropriate action is taken on issues that support the College’s strategic plan, including progressive discipline and termination, human rights complaints, workplace harassment investigations, mediation of workplace conflict and employee conduct issues; functions as the first point of contact for formal employee complaints and grievances, supporting steps to resolve issues in the best interests of all parties; and represents the College at arbitration proceedings and other employment-related hearings.

Assists and coordinates job design, documentation, evaluation, and salary administration for assigned employee groups. Assists in developing and writing job descriptions in collaboration with managers. Monitors and provides analysis/ recommendations regarding compensation. Supports the maintenance of pay equity requirements for Algonquin College by ensuring that the job descriptions for the Non-bargaining positions of the College are maintained and relevant to the work requirements of the payroll authorizations. Provides regular on-going guidance to Managers regarding the job evaluation process, salary calculation process, how to write job descriptions, and the evaluation of roles. Conducts training for Managers who are responsible for job content and job changes related to both bargaining and non-bargaining role.

Provides managerial and administrative support to Human Resources and to the Office of the Vice President, Human Resources.

Provides specialist advice, training and guidance to management, Human Resources and employees on a wide range of labour relations-related matters. Acts as a resource to management on the interpretation and implementation of the College’s collective agreements and labour law; ensures appropriate action is taken on issues that support the College’s strategic plan, including progressive discipline and termination, human rights complaints, workplace harassment investigations, mediation of workplace conflict and employee conduct issues; functions as the first point of contact for formal employee complaints and grievances, supporting steps to resolve issues in the best interests of all parties; and represents the College at arbitration proceedings and other employment-related hearings.

Focuses on data quality and effective reporting. Provides analytical support for the Human Resources team. Produces monthly HRIS reports to support the College. Collaborates with the Human Resources team and the business intelligence team to support the achievement of corporate priorities. Responsible for reports pertaining to vacancy and complement, reports outlined in the College’s Collective Agreement as well as reports for the College Employer Council.

Leads the educational design, development, and delivery of employee learning.

First point of contact for the Labour Relations department, providing support to the Director and the Labour Relations team. The incumbent ensures seamless and efficient departmental operations while managing highly sensitive and confidential material, coordinates grievance and applicable committee meetings, and is responsible for the budget planning and reconciliation for the Human Resources department.

Collaborates with the COL team to design, create and deliver learning and development opportunities and supports for all College employees.

Leads the Inclusion and Diversity Circle, Accessibility for Ontarians with Disabilities Act, Psychological Health and Safety, gender inclusion student initiative, diversity and inclusion.  

Leads technical, administrative, program, and budget supports for the Centre for Organizational Learning.

As the HR Special Projects Coordinator, they support the HR business plan objectives and overall College strategic objectives through special project initiatives. The HR Special Projects Coordinator assists with the researching, planning, and implementation of Human Resources Programs including planning and executing stakeholder engagement sessions, gathering and compiling data, and structured reporting and evaluation protocols.

Leads learning and development support and orientation for support staff.