PRIMARY PURPOSE
As Human Resources Strategic Business Advisors (HR SBA), we partner with colleges and units across campus to support strategic people initiatives focused on in the University Plan 2025 in being the university the world needs (nīkānītān manācihitowinihk; ni manachīhitoonaan).
NATURE OF WORK
Our Human Resources Strategic Business Advisor (SBA) group is part of the Human Resources portfolio. Within our team structure, HR SBAs and HR Coordinators report directly to one of our five Senior HR SBAs, while the team collectively reports to the Manager, HR Advisory services. HR SBAs work closely with leadership, faculty and staff in our assigned colleges or units.
Our success depends on our ability to demonstrate a combination of strong university acumen, HR functional knowledge and a strategic mindset to participate in the development and implementation of people strategies for the colleges and units.
SBAs are assigned to support specific colleges and units. Within these assigned areas, we partner with college and unit leaders by understanding their values, culture, challenges and operational needs. We work collaboratively with our specialist groups in the Human Resources portfolio, which includes employee & labour relations, total rewards and talent management, to help achieve people strategies and outcomes both institutionally and across the different colleges and units.
Relationships are at the heart of what we do and its critical that our SBAs are comfortable and effective in working across multiple, diverse and, at times, challenging stakeholder groups. From academics to administration, research to operations, we work with all groups in identifying, planning and implementing people practices to advance the mission of the university.
As SBAs, we regularly address complexities in the delivery of services and are required to manage emerging and unpredictable events in a sensitive and timely manner. We regularly work with leaders when implementing difficult and challenging decisions, often during periods of change. As a result, we must have well developed organizational and project management skills and may be required to work outside of the university’s regular operating hours, which we balance with professional flexibility. The HR SBA role comes with opportunities to collaborate with leadership, faculty, staff and colleagues across a variety of platforms, work in support of operational and academic initiatives and further our careers through professional development and continuing education.
ACCOUNTABILITIES
College/Unit Support
- We support the implementation and delivery of integrated human resource strategies that assist colleges and units in achieving their goals, priorities, and operational objectives
- We support leaders by providing strategic guidance, and creative solutions which assist in the development of initiatives in areas such as talent acquisition, career engagement, problem solving, labour relations, organizational development and change management, to assist the college and unit in meeting its strategic goals
- We work with leaders to identify areas of specific focus in which to provide specific HR support and development
Functional Expertise & Collaboration
- We establish and maintain strong working relationships with a variety of constituents across campus, including college staff, central office colleagues, and service centre partners to ensure success in meeting the college’s and university’s strategic and operational goals
- We contribute to the development of the Human Resources portfolio through leading and/or participating in projects to advance the tools and supports delivered by HR to colleges and units across campus
- We partner with our colleagues in functional specialist groups to develop a depth of university specific skill and knowledge in areas such as labour relations, talent management, career engagement, wellness, organizational design and diversity and inclusion
- We ensure that exposure to risk and liability is mitigated by ensuring compliance with and providing strategic guidance related to collective agreements, labour legislation, employment law, and university and college/unit policies and procedures
QUALIFICATIONS
- A relevant university degree, preferably in a human resources or related field, along with a minimum of three (3) years’ experience working in human resources
- A Chartered Professional in Human Resources (CPHR) designation is considered an asset
- Experience working in a unionized environment is preferred
SKILLS
- A strong understanding and knowledge of several human resource disciplines through progressively responsible positions including labour relations, performance management, diversity and talent acquisition
- The ability to influence outcomes and provide guidance to operational decisions unique to a college or unit
- Strong facilitation, conflict resolution, problem-solving and communication skills are required to provide strategic supports and guidance across portfolios and functional areas of HR
- Knowledge and understanding of issues (including cultural, socio-economic and other factors) affecting Indigenous peoples, in support of Indigenous engagement as a strategic priority at the university
- Understanding of equity, diversity and inclusion principles and the ability to identify where greater EDI and anti-racism efforts are required, connecting with institutional EDI strategies and supports
- The ability to work collaboratively, build relationships with internal and external partners, and manage multiple demands to meet deadlines
- Proficient computer skills, including Microsoft Office applications. Experience and skills in working within SharePoint and OneNote is considered an asset
Department: Human Resources
Status: Permanent
Employment Group: Exempt
Full Time Equivalent (FTE): 1.0
Salary: The salary range, based on 1.0 FTE, is $72,511.00 - 119,943.00 per annum. The starting salary will be commensurate with education and experience.
Salary Phase/Band: Salary Band 3
Posted Date: 7/23/2026
Closing Date: 8/6/2026 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 us for assistance.
