Manager, Case Resolution

Job title: Manager, Case Resolution

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Job Details

Manager, Case Resolution – (994856.1)

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Organizational Unit

University of Victoria -> University Secretary -> Equity and Human Rights

Posting Close Date

17 December 2021

Please note that positions will close at 4 p.m. on the closing date.

FTE

1.0

Salary Grade

$78,424.00 – $112,735.00

Additional Posting Information

N/A

Salary posted reflects full FTE (will be prorated for part time)

Classification

ME8

Employee Group:

Management Excluded – Continuing

# of Hires Needed

1

Category

Administrative and Support Services, Education, Training, and Library, General Management, Legal, Other

About this Opportunity

The University of Victoria is one of Victoria’s largest employers and one of Canada’s best diversity employers. Together we are more than 5,000 dedicated faculty, librarians and staff supporting the University of Victoria’s diverse academic programs, world-class research and commitment to civic engagement.

The salary range for this position is:

Recruitment range: $78,424 – $98,033 maximum starting salary is determined through knowledge, experience and internal equity.

Performance range: starting salary to max of $112,735 is available through annual performance increases.

An employee in this classification is excluded from the bargaining unit as defined in the Labour Relations Code.

Job Summary

Mandate or core purpose of role

Reporting to the Associate Director, Equity and Human Rights, the Manager, Case Resolution is an active and collaborative member of the Equity and Human Rights Office. The Manager supports the Associate Director’s responsibilities for strategic leadership on the Discrimination and Harassment Policy and Procedures (GV0205) and the Sexualized Violence Prevention and Response Policy and Procedures (GV0245). The Manager is also responsible for developing and managing strategies for equity, inclusion and diversity on campus. This work is accomplished primarily through the equitable, fair and timely resolution of complaints brought forward to the Office by members of the university community. The Manager addresses infringements of human rights, the experience of discrimination and harassment or incidents of sexualized violence by managing the processes established in university policies towards successful resolution. This work is also accomplished through oversight of the policies and processes, coordination of responses to cases as they proceed through the Office, and consultation with stakeholders across campus. The Manager, Case Resolution is responsible for working with students, staff, faculty, librarians and university leaders through processes of dispute resolution that advance the university’s goal of a welcoming and inclusive campus where diversity adds to the value of membership in the community.

Summary of roles, functions and areas of focus

The Manager offers consultation, referrals and, where possible, strategies designed for the resolution of complaints raised by members of the university community under the Discrimination and Harassment Policy (GV0205) and the Sexualized Violence Prevention and Response Policy (GV0245). Successful resolution of complaints often requires coordination across the full range of academic and administrative offices of the university. The Manager may also, on occasion, conduct investigations into formal complaints under the Discrimination and Harassment Policy (GV0205).

The Manager will consult with other members of the EQHR team on the development of education, training and other initiatives aimed at preventing harassment, discrimination, sexualized violence and other human rights issues. The very nature of complaint work is that it is unpredictable and demands that the Manager be prepared to work in situations where complainants may have recently been subject to traumatizing events and experiences. The Manager must demonstrate a high level of self-awareness in order to maintain the ability to demonstrate a high degree of flexibility and creativity.

The Manager leads collaborative efforts between the Office and other key campus units to ensure effective implementation of the Discrimination and Harassment Policy (GV0205) and the Sexualized Violence Prevention and Response Policy (GV0245). In carrying out this work, the Manager will, for example, work in partnership with key administrative offices, staff and faculty groups as well as individuals to achieve the goals set out in the policies.

Job Requirements

A law degree or a master’s degree in social work, conflict resolution, related field. Minimum of 5 years of ‘relevant’ and ‘practical’ experience that is diverse and demonstrates knowledge in mediation, conflict resolution, policy work, administrative law, human rights law and implementing education initiatives

An equivalent combination of education and experience may be considered.

Knowledge and experience

• Demonstrated self-awareness of one’s own multiple social locations and the impact they might have on interactions
• Demonstrated adaptability and resilience in response to changing work environment and demands
• Communicates effectively in conversation and writing with a broad range of people representing all levels of a complex organization
• Demonstrated applied knowledge of building and maintaining equitable and trusting relationships
• Demonstrated experience with actively collaborating with others to produce desired results in a supportive environment
• Demonstrated leadership capacity with a diverse range of people
• Knowledge of the university culture and governance is an asset

Problem Solving/ Organizational skills

• Sound judgment and decision making
• Multi-tasks effectively; effective time manager
• Works well under pressure
• Works well with ambiguity; flexible, adaptable
• Creative and innovative
• Takes initiative

Communication and Interpersonal skills

• Listens thoroughly to allow others to fully express themselves and to discern underlying issues
• Demonstrates a capacity to de-escalate situations marked by significant tension, bringing calm in order to determine appropriate priorities for immediate action
• Verbal skills: adapts speaking style for the intended audience; tailors presentations to audience
• Writes clearly and to the point; ensures written communication is appropriate for the audience
• Able to influence and persuade
• Able to communicate decisions effectively
• Articulate spokesperson for equity, human rights and the EQHR office
• Enthusiastic; positive approach
• Inspires trust in the minds of others
• Patient, diplomatic, tactful, discreet; shows courtesy, respect
• Consultative working style
• Team player – establishes collaborative partnerships which build on strength of each party
• Values the differing perspectives diverse membership brings to a team
• Shares information and ideas
• Comfortable working with diversity; Sensitive to others’ needs
• Establishes personal and professional networks and contacts both internally and externally

Administrative

• Effective supervisory skills; Empowers others through the use of positive feedback and recognition
• Committed to continuous learning and supporting the development of all staff
• Able to lead staff through change and transition particularly change that accompanies increasing diversity
• Fosters a culture of trust and respect by being open, honest and maintaining confidences
• Ensures accuracy of unit record keeping

Complaint investigation/ dispute resolution skills

• Ability to apply a range of dispute resolution methods (e.g. mediation, facilitation, problem solving)
• Experience working with a diverse range of students, staff and faculty in resolving complaints/ conflicts
• Facilitates creative problem solving, collaborative and appropriate solutions
• Able to see and understand multiple perspectives on an issue
• Preserves the dignity and respects the diversity of all those involved
• Maintains impartiality and rationality; Remains calm and in control
• Experience with human rights investigative processes is an asset

Integrity

• Maintains confidentiality
• Models ethical, equitable and respectful behavior
• Able to set aside own views, handle matters without bias and, when that is not possible, recognizing this and seeking appropriate advice from the Director or other colleagues in the Office.

Unusual working conditions

This position is unique in many ways. The scope of the position is broad, demanding interaction with and accountability to students, staff, faculty and senior administration. As a result of investigation and complaint work the incumbent will encounter conflict and emotionally charged situations and will be expected to balance the necessity for change while supporting positive working relationships.

Equity and Diversity Statement

UVic is committed to upholding the values of equity, diversity, and inclusion in our living, learning and work environments. In pursuit of our values, we seek members who will work respectfully and constructively with differences and across levels of power. We actively encourage applications from members of

Read our full equity statement here:

Accessibility Statement

Persons with disabilities who anticipate needing accommodations for any part of the application and hiring process may contact: Any personal information provided will be maintained in confidence.

COVID 19 On-Campus Requirements

The University of Victoria requires all students, staff and faculty coming to campus to declare their . Your declaration is and will be securely stored. If you declare that you are not fully vaccinated or choose not to disclose your vaccination status, you must participate in weekly

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