Faculty Labour Relations Specialist, College of Arts and Science

Primary Purpose: The Faculty Labour Relations Specialist (FLRS) is the College’s primary expert in labour relations, collective agreement interpretation, complaint management, and faculty-related conflict resolution.

Working independently and collaboratively with the Dean, Academic Leaders, Human Resources, and the Office of the Vice-Provost, Faculty Relations, the FLRS develops and implements faculty labour‑relations strategies for the College, including workplace investigations, dispute resolution, and oversees complex, sensitive cases involving discipline, performance management, and workplace accommodations,

The role contributes to short‑, medium‑, and long‑term goals for the Dean’s Office and the Office of the Vice‑Provost, Faculty Relations, leading interdepartmental processes to support a productive, respectful, and legally compliant faculty work environment.

Nature of Work: The role requires highly specialized labour‑relations expertise applied to a broad range of faculty workplace issues in a fast‑paced, high‑volume context with competing demands and frequent interruptions. Success requires focus, sound judgment, and the ability to meet tight deadlines under pressure.

The work demands tact, discretion, and professionalism when handling confidential matters; strong analytical skills for assessment, reporting, and interpreting policies and contractual obligations; and the capacity to build effective relationships that support collaboration and constructive problem solving.

The FLRS advances commitments to equity, diversity, inclusion, and Indigenization by ensuring advice and processes are respectful of differences and informed by diverse viewpoints.

Typical Duties or Accountabilities:

Case Management & Resolution

• Lead management of faculty complaints, disciplinary and non‑disciplinary cases, and faculty related conflict‑resolution processes
• Serve as the lead for investigations, fact‑finding, and disciplinary matters
• Provide support for grievance processes, in collaboration with the Office of the Vice‑Provost Faculty Relations, and assist with labour‑relations matters while ensuring compliance with legislation, collective agreements, and university policies
• Guide faculty and Department Heads through complaint, dispute, and grievance procedures with process‑based advice

Strategic Advice & Guidance

• Advise and collaborate with academic leaders in the College on dispute resolution, compliance risks, and labour‑relations strategies
• Provide informed advice and recommendations to the Dean on labour relations, the faculty agreement, workplace issues, recruitment, and governance
• Serve as an internal consultant to College leaders and support staff on best practices and requirements related to faculty relations
• Deliver timely, evidence‑based recommendations that support effective problem solving and financial sustainability

Training, Capacity Building & Culture

• Lead and support training and capacity‑building initiatives to strengthen labour‑relations knowledge for Department Heads, faculty, and staff
• Coordinate with the Office of the Vice‑Provost, Faculty Relations to plan and organize development activities, workshops, and training sessions

Collaboration & Stakeholder Relations

• Build and maintain constructive relationships with the Faculty Association and with internal and external stakeholders to support a principled, institution‑wide approach to faculty relations
• Coordinate strategies and address emerging issues with the Office of the Vice‑Provost, Faculty Relations, ensuring alignment across units

Continuous Improvement & Process Excellence

• Identify and recommend process improvements that align with institutional priorities and integrated shared‑services approaches

Education:

Relevant university degree, preferably in Human Resources, Administration, Law, or a related field; an equivalent combination of education and progressive work‑related experience in faculty relations, labour relations, or Human Resources may be considered. A CPHR designation and/or a law degree or legal training is a strong asset.

Experience:

Five or more years of related experience within a university setting; experience in multi‑bargaining‑unit environments and labour relations and/or similar legal structures; extensive knowledge of employment legislation. Understanding of university governance, structures, and academic/collegial processes is an asset.

Skills:

• Leadership and consensus‑building; self‑starter, highly organized, and a polished communicator
• Process‑improvement mindset with strong research, problem‑solving, and prioritization skills
• Strategic thinking with the agility to adapt and shift priorities, exercising diplomacy and creativity
• Proficiency with Microsoft Office (Outlook, Teams, SharePoint) and the ability to handle highly confidential information

Applications will be reviewed as received.

Inquiries regarding this position can be directed to Sarah Poelzer at sarah.poelzer@usask.ca

Department: College of Arts and Science
Status: Term 24 Months
Employment Group: Exempt
Full Time Equivalent (FTE): 1.0

Salary: The salary range, based on 1.0 FTE, is $93,004.00 - 155,808.00 per annum. The starting salary will be commensurate with education and experience. Compensation will be determined by qualifications and credentials and may result in placement in a different salary band.
Salary Phase/Band: Salary Band 4

Posted Date: 5/1/2026

Closing Date: 5/21/2026 at 6:00 pm CST
Number of Openings: 1
Work Location: May be eligible for hybrid work under the terms of USask's Alternative Workspace Guidelines

The University of Saskatchewan aspires to be what the world needs and embraces equity, diversity and inclusion as foundational to excellence and innovation. We actively seek to create a welcoming environment where all individuals feel empowered to thrive, contribute, and grow. Applications from equity-deserving groups are encouraged as part of our ongoing efforts to reflect the diversity of the communities we serve: EDI Framework for Action**.**
We continue to grow our partnerships with Indigenous communities across the province, nationally, and internationally and value the unique perspective that Indigenous employees provide to strengthen these relationships. Verification of Indigenous Membership/Citizenship at the University of Saskatchewan is led and determined by the deybwewin | taapwaywin | tapwewin: Indigenous Truth policy and the Standing Committee in accordance with the processes developed to enact the policy. Successful candidates that assert Indigenous membership/citizenship will be asked to complete the verification process of Indigenous membership/citizenship with documentation.
The University of Saskatchewan provides an accessible and inclusive workplace. Should you require support through any stage of the recruitment process, please contact usfor assistance.