Description
Interested staff members are required to complete the following on-line application to the attention of: The Recruitment Team. This temporary position is effective February 10, 2025, and is ending on or about February 17, 2026.
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, collective agreements, and legislative requirements, responsible for partnering with hiring managers to support full-cycle recruitment efforts across the Board that facilitate effective and efficient coordination and consultation of the recruitment processes.
Major Responsibilities:
To coordinate and facilitate staffing processes including competition screening, review of educational qualifications, salary offers, monitoring temp/term employee contracts and conditions of employment.
To consult with hiring managers on recruitment processes while ensuring compliance with legislative frameworks in Ontario and collective agreements.
To monitor and facilitate staffing processes including promotion, appointments, and transfers of staff due to Disability Management accommodation processes.
To provide selection based general feedback and interview preparation guidance.
To build awareness of YRDSB brand to source candidates via career fairs, social media, web-based job postings, and community partnerships.
To collect, compile, assess and report statistics of employee demographics within YRDSB recruitment and selection processes.
To maintain consistent and equitable hiring/promotional processes in collaboration with Labour Relations, Union partners, and management staff ensuring adherence to collective agreements and legislation.
To advise employees on the Board recruitment and selections process, staff allocation and redeployment procedures and selection processes.
To support hiring managers in executing change such as redeployment, staffing allocations, return to work accommodations and attrition.
To support and facilitate the delivery of training for system administrators and managers on selection, recruitment, and retention processes.
To develop and facilitate new employee sign-up and orientation programs, including interview and resume writing workshops.
To review, monitor and refine recruitment and selection processes based on industry trends, succession plans, and support the implementation of new technology.
To facilitate, attend and participate in meetings and/or committees as requested.
To perform other duties as assigned.
Line of Responsibility:
Responsible to the Manager, Recruitment and Retention
EDUCATION, EXPERIENCE AND QUALIFICATIONS
A three-year university degree or college diploma in Human Resources Management or a related discipline is required, or equivalent, as approved by the Board.
Minimum five years in Human Resources Management or related experience is required.
A Certified Human Resources Practitioner (CHRP) Designation is an asset.
LEADERSHIP
Supervision or guidance is not an expectation of this role.
Responsible for sharing knowledge and information with individuals within and outside of the Board, as it relates to Board recruitment and retention processes.
Communicates private and confidential information with individuals and groups within and outside of the Board as it relates to staffing and hiring processes. Interactions involve consultation with compensation, benefit, and pension teams on salary and vacation negotiations.
Builds collaborative relationships with hiring managers and stakeholders to support the full-cycle recruitment processes.
ACCOUNTABILITY & DECISION MAKING
Decisions made can have an impact on recruitment and retention practices and processes.
Responsible for adherence to Board policies and procedures, collective agreements, and the human resources legislative frameworks.
Facilitating the transfers and movement process for staff including administrators.
Assesses feedback to improve the recruitment and selection processes to reduce barriers or bias in the selection process.
WORKING CONDITIONS
Typical corporate office environment.
Requires use of technology and computer equipment for prolonged periods.
May be required to travel to attend meetings or events between YRDSB locations.
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.
LA.7.4 Those transferred to positions not covered by this Agreement, will retain their seniority accumulated in the bargaining unit for a period of twelve (12) months, or up to twenty-four (24) months by mutual agreement of the parties, and if transferred back into the bargaining unit within the agreed upon period, they shall be credited with all previously accumulated seniority within CUPE 1734, provided that no bargaining unit employee who has completed his/her probationary period shall be displaced as a result of such transfer. Parties may jointly agree to extend past the 24 months upon mutual agreement between the Board, the Union and the Employee.
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.
