Description
The York Region District School Board (YRDSB) supports a flexible working culture and currently provides the opportunity for employees to work from home in addition to working in the office for some positions. The YRDSB implemented Working From Home Guidelines to facilitate this work option. Please note, this does not apply for school based positions.
In compliance with Board policies and procedures, the Human Rights Officer is responsible for both early resolution and formal investigation of human rights complaints. This includes facilitating informal resolution of harassment and discrimination issues, conducting thorough investigations, and providing advice to ensure a discrimination and harassment-free working and educational environment.
1) A great place to live and work
2) Our commitment to Equity, Accommodation, and Accessibility
3) Excellent salary and benefits
Total Rewards Include but are not limited to:
Defined benefit pension plan
Short Term Disability Plan
3 days paid religious holidays
Summer Hours (Fridays off in July/August)
A wide array of Benefits through Trust Plans
Professional development and career growth, etc.
Sabbatical and other leaves of absence
Participation in Deferred Salary Plan
Secondment opportunities
Managers and Support Staff Educational Trust Fund (reimbursement of courses/education related to role)
Major Responsibilities :
Act as the first point of contact for complaints of discrimination and harassment, conducting a preliminary review to determine appropriate handling and departmental jurisdiction.
Facilitate early resolution through informal methods such as mediation and problem-solving, offering recommendations for resolution where appropriate. This could include advising management on best practices.
Conduct thorough investigations of formal complaints, including gathering evidence, interviewing involved parties, and reviewing relevant documentation.
Draft investigation plans, identifying issues, and determining effective investigative techniques.
Analyze evidence, provide well-reasoned assessments, and prepare detailed reports with findings and recommendations.
Coordinate and conduct interviews with complainants, staff, and witnesses, ensuring fairness, timelines, and confidentiality.
Plan, coordinate, and facilitate workplace and student restoration plans and activities.
Plan, create, and facilitate training on human rights, AODA, or other topics that promote human rights within a working or learning environment.
Maintain and manage complaint files, ensuring adherence to organizational standards and timelines.
Collaborate with internal and external stakeholders to resolve conflicts and promote a healthy learning and working environment.
Advise on trends, potential systemic issues, and policy revisions to prevent future occurrences.
Keep up to date with relevant legislation, policies, and best practices in human rights, providing insights on organizational climate and educational needs.
Perform other duties as assigned.
Line of Responsibility:
Reports to the Senior Human Rights Advisor.
Education, Experience, and Qualifications:
A three-year post-secondary degree or diploma in Labour Relations or Investigation or in a related field, with additional training in conflict resolution, mediation, investigations, or workplace restoration, or equivalent, as approved by the board.
A minimum of three years experience in human rights or investigations, preferably in an educational setting.
Strong knowledge of the Human Rights Code, relevant legislation, school board policies, and collective agreements.
Proven skills in conflict resolution, mediation, investigation, and report writing.
High level of discretion, judgment, and the ability to handle emotionally charged situations with empathy and impartiality.
Excellent communication, problem-solving, analytical, and interpersonal skills.
Equity, Diversity and Inclusion Statement
The York Region District School Board (YRDSB) believes in giving each and every applicant an equal opportunity to succeed on their own merit and we strive to hire staff that reflect and support the diverse perspectives, experiences and needs of students and communities. We remain committed to upholding the values of equity, diversity, and inclusion in our living, learning and work environments. We know that diversity underpins excellence, and that we all share responsibility for creating an equitable, diverse and inclusive Board-community.
Therefore, in pursuit of the Board’s values, we seek members who will work respectfully and constructively with differences and across the organizational hierarchy in actualizing the Board’s priorities, goals and principles outlined in the Director’s Action Plan. Candidates who have strong racial literacy practices and a commitment to dismantling anti-racism, anti-oppression, and creating identity-affirming spaces, in order to intentionally disrupt racist and hateful acts.
We actively encourage applications from members of groups with historical and/or current barriers to sovereignty, equity, including, but not limited to:
First Nations, Métis and Inuit peoples, and all other Indigenous peoples;
African, Black and Black Caribbean peoples (in alignment with Anti-Black Racism Strategy);
South Asian, East Asian, Southeast Asian, Middle East/West Asian, Latino/Hispanic (in alignment with YRDSB Workforce Census to address disproportionalities identified).
members of groups that commonly experience discrimination due to race, ancestry, colour, religion and/or spiritual beliefs, or place of origin;
persons with visible and/or invisible (physical and/or mental) disabilities;
persons who identify as women; and
persons of marginalized sexual orientations, gender identities, and gender expressions.
At YRDSB, we recognize that many of these identities intersect and therefore, equity, diversity and inclusion can be complex. We value and respect the contributions that each person brings to enriching the Board and are committed to ensuring full and equal participation for all in the communities that we serve.
Accessibility and Accommodation Statement
We also recognize the duty to accommodate and foster a culture of inclusion. Consistent with the principles of dignity, individualization and inclusion, we will make any appropriate accommodation based on any of the protected grounds in the Human Rights Code to support candidate participation in the hiring process. When contacted, candidates will be provided with an overview of the various elements of the hiring process, such as skills assessments, written practicum, presentation, interview, etc. If an accommodation is required, requests can be made in advance of any stage of the recruitment process. All information received relating to a candidate’s required accommodation will be addressed confidentially by the Recruitment and Retention Team. Please make this request to careers@yrdsb.ca or a member of the Recruitment Team. If this position is a school based LTO/Contract Teaching position, please email the Principal directly to request the accommodation to be made at the school in collaboration with Human Resource Services, Disability Management Team.
Important Note for YRDSB Employees: If you have a current accommodation in place through Disability Management, please inform your Disability Management Case Manager to ensure that your accommodation needs can be met in the new role that you are pursuing. If invited to participate in the hiring process, and you are unable to perform the essential/bona fide requirements (e.g. physical, cognitive requirements), please notify the Recruitment Team by emailing careers@yrdsb.ca to review next steps (in the email please reference the job title you are applying to).
Important Information for CUPE 1734 Members:
LA.11.7 Those twelve (12) month employees filling vacancies as a result of their applying to a job posting are to remain twelve (12) months at their position. Ten (10) month employees are to remain in their position until the end of the school year. This requirement can be waived with permission from the Superintendent responsible for Human Resource Services. This does not prevent employees from applying for a position or from applying for a promotion during the twelve (12) month period.
As a condition of employment, successful candidates will be required to submit a current original Police Vulnerable Sector Check (PVSC) from the police jurisdiction in which they reside or an Enhanced Police Information Check (EPIC) through Sterling Backcheck prior to commencing employment with the Board. The PVSC and EPIC documents are only valid if issued within the last six months. Candidates are not advised to obtain this document prior to an offer of employment. Should you go through the EPIC process it is the candidates responsibility to download the results and provide a PDF copy to the Board upon instruction. Should you go through the PVSC process, it is the candidates responsibility to provide the results to the Board upon instruction.
On-line applications are collected centrally at the Education Centre - Aurora and are monitored by Human Resource Services. All applications will be screened based on the required education, experience and qualifications as noted in the posting and job description and as reflected in the application. Only those candidates meeting these criteria will be eligible to participate in the selection process and only qualified candidates will be contacted.
The personnel file of all internal applicants will be reviewed as part of the selection process.
