Careers

Employee Equity Statement

Hamilton-Wentworth District School Board (HWDSB) is committed to building inclusive learning and working environments where students see themselves reflected in the curriculum, staff population, physical surroundings and the broader community.

HWDSB’s mission is to empower students to learn and grow to their full potential in a diverse world. Guided by this mission, HWDSB strives to build a workforce that embodies the values of human rights, equity, diversity and inclusion, while reflecting and welcoming the diverse and distinct identities, experiences and needs of our students and our communities.

HWDSB seeks qualified candidates who share our commitment to equity and inclusion, and who will contribute to the vision of creating inclusive and equitable outcomes. HWDSB especially invites and welcomes applications from:

• Indigenous Peoples (e.g. First Nations, Métis and Inuit peoples;)
• Members of groups that commonly experience discrimination due to race, ancestry, colour, religion and/or spiritual beliefs, or place of origin; (e.g. Black and racialized communities, immigrant communities, etc.)
• 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. (i.e. Two-spirit and LGBTQIA+)

As part of HWDSB’s commitment to employment equity and removing barriers to groups that have faced and continue to face barriers in employment, we invite all applicants to complete a voluntary question(s) that collects identity-based information. The voluntary question(s) is on the Apply to Education application page for this position.

HWDSB is committed to providing accommodation throughout the recruitment and selection process, based on any human rights protected grounds. If you require accommodation, please notify us in advance and we will work with you to meet your needs.

We want everyone to feel welcome and accepted at HWDSB. We truly believe that, whoever you are, You Belong at HWDSB!

Land Acknowledgement

Hamilton-Wentworth District School Board acknowledges our presence on ancestral Anishinaabe and Haudenosaunee Confederacy land as determined by the Dish with One Spoon treaty.

The intent of this agreement is for all nations sharing this territory to do so responsibly, respectfully and sustainably in perpetuity.

We respect the longstanding relationships with the local Indigenous communities, the Mississaugas of the Credit First Nation and the Six Nations of the Grand River.

Professionals Trained Outside Ontario

We encourage all professionals trained outside Ontario to have their academic credentials evaluated as needed prior to applying for employment, in order to accurately interpret and compare to Canadian equivalents. For an evaluation, please visit the website for World Education Services (WES), a not-for-profit organization known for quality, reliability and timely service. Learn more through the Ontario College of Teachers.

Employee Wellness

At HWDSB, we are committed to co-creating and fostering an environment where staff feel safe, valued, and supported, and where staff wellness is a priority. Through our comprehensive Staff Wellness Program, all staff have access to a variety of individual and site-based wellness supports to support their journey in achieving optimal wellness.

As part of our Staff Wellness Program, HWDSB is proud to be partnered with Homewood Health for our Employee and Family Assistance Program (EFAP). Homewood Health offers support to all our employees and their dependents focused on all the dimensions of health, such as mental, financial, physical, occupational, intellectual, and emotional well-being.

Click here to learn more about Homewood Health.

Professional Development

HWDSB is a learning organization that offers a complete range of programs and services with a dedication to excellence as a leading supplier of public education. Starting in Kindergarten and continuing through adult education, we are committed to the values of equity and inclusion, allowing each student to study and flourish to his or her greatest potential. There are supports in place for each employee to function in a safe and supportive work environment that inspires them to accomplish their best. We provide all schools with a comprehensive range of centralized services and assistance.

Throughout our organization, we are committed to attracting, developing, and supporting informed, experienced, and passionate school and system leaders. We aim to build leadership capability within our learning organization by providing high-quality learning and training that is collaborative with internal and external partners.

Our Location

Find our schools here.

Our HR Team

Welcome to Human Resource Services at HWDSB. Our division is comprised of six departments:

• Labour Relations
• Recruitment and Staffing
• Employee Support and Wellness
• Professional Development and Employee Experience
• Occupational Health and Safety
• Compensation, HR Operations and Analytics

Together we provide a full-range of support services, programs and resources to support our staff in the areas of employee benefits, onboarding, accommodation services, employee relations, non-curricular professional learning and so much more.

Our team of dedicated Human Resource professionals are committed to working with communities in attracting and retaining a talented, equitable and diverse workforce. We can't wait to work with you!

Thank you for considering employment at Hamilton-Wentworth District School Board. To learn more about HWDSB, please visit the About Us section of the website.

To apply, you must complete the following steps:

1. Join the HWDSB Team View our Current Opportunities
2. Prepare your Resumé and Cover Letter for Success HWDSB Multi-Year Strategic Plan
3. Submit Your Application – IMPORTANT: Monitor your email including spam folder as all interviews or job competition updates will be coordinated through email. How to Apply through Apply to Education 
4. Prepare for your Interview Microsoft Teams Support
5.  Successful Interview & Reference Checking – Candidates unsuccessful during the interview will be given the opportunity to provide feedback
6. Conditional Offer of Employment – Human Resource Services will work with you to help you complete final employment documentation requirements.
7. Employment Testing – Some roles require additional pre-hire testing (Office/Clerical Staff, computer testing; Educational Assistants and Caretaking, physical testing)
8. Formal Offer of Employment
9. Onboarding & Orientation Program (Paid)
10. Start your career journey at HWDSB – Human Resource Services is happy to help with any questions you have throughout your transition.

Candidates do not have to pay fees to Apply to Education to apply to HWDSB.

Resume Checklist & Best Practices

Everything you need to confidently prepare your resume and present your best self in an interview.

Resume Format

Resumes should be:
• No longer than 2 pages.
• Clearly organized, with most recent experience listed first – use bullet points to provide details about past work/volunteer experience.
• Focused on skills and experience related to the role, not personal details.
• A cover letter may be requested depending on the role, please review the job posting for this requirement.
• Consider including a cover letter to further show how previous experience translates to the role. Cover letters should be no longer than 1 page and should match the format and design of your resume.

What to Include on Your Resume
• Full name (First and Last Name)
• Pronouns (if you wish)
• Phone number
• Email address
• Optional: links to professional profiles (e.g., LinkedIn)

Professional Summary (Optional)
• A brief 2–3 sentence overview highlighting:
• Your professional background
• Reference the organization’s mission, values, and key priorities where possible.
• Key skills or areas of expertise (highlight what you bring: experience, strengths, impact)
• The type of role you are seeking

Work/Professional Experience
For each role, include:
• Job title
• Employer name
• Location (country is acceptable if outside Canada)
• Dates of employment
• Key responsibilities and accomplishments
• International work history
• Education completed outside Canada
• Transferable skills and accomplishments
• Volunteer work, practicum placements, or professional development completed in Canada may also be included.

Education, Certifications & Credentials
• Degrees, diplomas, and certificates (name of credential, institution, expected graduation date if pending).
• Relevant professional development, workshops, or additional qualifications.
• Credential assessments (completed or in progress, if applicable)
• List relevant licenses, registrations, and certifications required for the role, as listed in the job posting.
 For teaching roles: Registration with the Ontario College of Teachers (OCT) number or evidence thereof, relevant division and subject qualifications. Easy upload in your Apply to Education profile.
 For support roles (e.g. Educational Assistant): appropriate diploma/certification as listing in the job posting
Include professional designations and any specialized training that supports your application

Skills, Transferrable Skills & Specialized Training
Include skills that relate directly to the position such as:
• Technical and digital skills (software, platforms, HRIS/LMS tools, etc.).
• Specialized training (e.g. conflict resolution or nonviolent crisis management)
• Language skills and additional assets.
• Alternative experience (work, volunteer, lived) that could translate to the role.

Equity, Diversity, and Inclusion
• Show examples demonstrating commitment to equity, inclusion, belonging, and accessibility. Since HWDSB states its commitment to building inclusive environments, include points that highlights your experience or training in this area, if possible.
• Highlight work or training related to anti-oppression, anti-racism, Indigeneity, or inclusive practices.

What NOT to Include on Your Resume
To support a fair, equitable, and human-rights-based hiring process, do not include:
• Date of birth or age
• Graduation dates (unless upcoming)
• Images of yourself
• Gender, marital status, or family information
• Country of origin or immigration status
• Social Insurance Number (SIN)
• Religion or political affiliation
• Height, weight, or other physical characteristics

References
• You will be asked to fill out a Pre-Employment Screening Form (PESF) and include three (3) references. You will be asked to provide your current and/or most recent supervisor.
• Obtain consent from your references and collect their professional email addresses before listing them. Ensure that each reference is relevant to the experience presented on your resume.
• List references in Apply to Education or state “References available upon request”.
• Ensure references can speak positively to your work and character – have you asked your references what they would say about you?

How to Apply
• Applications are submitted through: www.applytoeducation.com
• Always review each posting carefully for instructions. Each job posting will have a unique posting number.

If You Are Invited for an Interview
• You will be contacted by email through Apply to Education and/or by telephone
• Interviews may be virtual or in person
• Credentials and references may be verified

How Will I Know the Outcome?
• Successful candidates are contacted directly with next steps
• Candidates not selected are typically notified by email the interviewed applicants of the hiring decision within 45 days of the final interview.

Interview Do’s and Dont's

Hiring Process and Practices

To promote student achievement and well-being, HWDSB aims to assure continual improvement in service delivery, program provision, and staff development. We acknowledge the importance of attracting, developing, and maintaining excellent staff members. We are committed to building and maintaining an ethical, inclusive, caring, and safe work environment by using equitable, transparent, and supportive recruitment and promotion methods that support HWDSB’s Strategic Directions.

HWDSB seeks qualified candidates who share our commitment to equity and inclusion, and who will contribute to the vision of creating inclusive and equitable outcomes. HWDSB especially invites and welcomes applications from:

• Indigenous Peoples (e.g. First Nations, Métis and Inuit peoples);
• Members of groups that commonly experience discrimination due to race, ancestry, colour, religion and/or spiritual beliefs, or place of origin; (e.g. Black and racialized communities, immigrant communities, etc.)
• 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. (i.e. Two-Spirit and LGBTQIA+)

External job postings will be posted publicly through Apply to Education. Qualifications, a job description, start and finish dates, land acknowledgement and an equity, diversity, and accommodation statement are all included in the job postings. The statement on equity, diversity, and accommodation encourages applications from equity-seeking groups and assures that job seekers are aware that accommodations would be offered based on any human rights protected ground.

Support for Using Digital Tools

To promote student achievement and well-being, HWDSB aims to assure continual improvement in service delivery, program provision, and staff development. We acknowledge the importance of attracting, developing, and maintaining excellent staff members. We are committed to building and maintaining an ethical, inclusive, caring, and safe work environment by using equitable, transparent, and supportive recruitment and promotion methods that support HWDSB’s Strategic Directions.

HWDSB seeks qualified candidates who share our commitment to equity and inclusion, and who will contribute to the vision of creating inclusive and equitable outcomes. HWDSB especially invites and welcomes applications from:

• Indigenous Peoples (e.g. First Nations, Métis and Inuit peoples);
• Members of groups that commonly experience discrimination due to race, ancestry, colour, religion and/or spiritual beliefs, or place of origin; (e.g. Black and racialized communities, immigrant communities, etc.)
• 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. (i.e. Two-Spirit and LGBTQIA+)

External job postings will be posted publicly through Apply to Education. Qualifications, a job description, start and finish dates, land acknowledgement and an equity, diversity, and accommodation statement are all included in the job postings. The statement on equity, diversity, and accommodation encourages applications from equity-seeking groups and assures that job seekers are aware that accommodations would be offered based on any human rights protected ground.

Police Check

As a condition of employment with HWDSB, all successful candidates will be required to provide a satisfactory Police Vulnerable Sector Check (PVSC), in accordance with the Education Act. Anyone seeking employment must provide an appropriate police record check from the police jurisdiction in which they reside. Please contact your police department for further information on obtaining this document and ensure that it is a Police Vulnerable Sector Check (PVSC). Costs incurred in obtaining this document is the candidate’s responsibility. Please note this document will only be considered valid for six (6) months after the date of issue.

A Police Vulnerable Sector Checks (PVSC) is required where an individual is in a position of trust or authority over vulnerable persons, including students. Human Resource Services will advise applicants as to the required police record check and ensure its receipt prior to employment.

Prospective employees may not commence employment until the appropriate police screening documentation is received.

Each police jurisdiction has varied time delays in processing applications, ranging from several weeks to several months.

Anyone offered a position with HWDSB will be required to successfully complete the Pre-Employment Screening Process for the Board. The Pre-Employment Screening Process includes the requirement to provide the Board with References, a Police Record Check satisfactory to the Board, and training related to Accessibility for Ontarians with Disabilities Act (AODA) as well as Workers Health & Safety Awareness. In all cases, the required information and forms will be provided before the successful applicant will be allowed to assume their duties. Specific information about these requirements will provided at the time that any offer of employment is made.

HWDSB believes that each applicant should be given an equal chance to succeed based on their own merits, and we try to employ staff who reflect and support the different viewpoints, experiences, and needs of our children and communities. Human Resource Services seeks to make all recruitment processes non-discriminatory and barrier-free, and applicants with disabilities will be accommodated throughout the process. If you are chosen to participate in our recruitment process, please let our Recruitment Team know what type of accommodations you will need. The information you provide about your applicants’ housing needs will be kept private. In accordance with the Accessibility for Ontarians with Disabilities Act (AODA), HWDSB strives to ensure that all recruiting processes are non-discriminatory and barrier-free. If you require an accommodation, please advise the Recruitment Team in advance of attending an interview, testing and/or a practicum.

What is an accommodation?

An accommodation is a means of preventing and removing barriers that impede candidates with disabilities from participating fully in their recruitment and onboarding processes.

HWDSB is committed to providing accommodation throughout the recruitment and selection process, based on any human rights protected grounds. If you require accommodation, please notify the recruitment contact in the job posting and we will work with you to meet your needs.

What is a disability?

• Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device.
• A condition of mental impairment or a developmental disability.
• A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language.
• A mental disorder
• An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997; (“handicap”)Ontario Human Rights Code Part 11, section 10 (1)

Asking for an accommodation will not affect the Board’s hiring decision. HWDSB is committed to fair and accessible employment and recruiting practices that attract and retain employees with disabilities. HWDSB and candidates share in the responsibility to engage in meaningful dialogue and to work together respectfully towards accommodation solutions.

Under the Ontario Human Rights Code, employers and unions, have a legal duty to accommodate the needs of people with disabilities who are adversely affected by a requirement, rule or standard. Accommodation is necessary to ensure that people with disabilities have equal opportunities, access and benefits.

Will asking for an accommodation affect the Board’s hiring decision?

No. HWDSB is committed to fair and accessible employment recruiting practices that attract and retain employees with disabilities. The principles of dignity, individualization, inclusion and full participation are to be applied throughout the entire accommodation process. All parties share in the responsibility to engage in meaningful dialogue and to work together respectfully towards accommodation solutions.

Under the Ontario Human Rights Code, employers and unions, have a legal duty to accommodate the needs of people with disabilities who are adversely affected by a requirement, rule or standard. Accommodation is necessary to ensure that people with disabilities have equal opportunities, access and benefits.

Examples of accommodations provided during the recruitment process include:

• accessibility within the building (e.g. elevator, automatic door openers, washrooms etc)
• scribe during practicum written process
• Computer/technology to assist with completion of selection process
• accessibility within the building to accommodate candidates (e.g. elevator, automatic door openers, etc)
• use of quiet meeting room/space, if requested
• sign-interpreter
• practicum process (no time limit, chunking of information/questions, etc.)
• interview process (provide a copy of interview questions, extra time, notes in the interview that are collected afterwards, etc.)
• Microsoft Teams online interviews for candidates outside of Ontario (or in extenuating circumstances that are reviewed by recruitment prior to scheduled interview)

Can I request an accommodation for the selection process?

Yes. Candidates are welcome to request an accommodation prior to any component of the recruitment process. If you require an accommodation during the interview process, please inform the recruitment team and/or hiring manager, of the accommodation needs required. The recruitment team/hiring manager will do their best to work with you in creating a plan to accommodate your needs.

Can I request an accommodation as an employee at work?

Yes. Human Resource Services assists with providing accommodation to persons with disabilities in the workplace.

They provide support to employees on sick leave, long term disability, or workplace safety and insurance board (WSIB) claim and returning to work after illness or injury (for both employee and his or her department); information on workplace injury, long term disability, workplace accommodation,  and related issues, and; information about healthy workplaces, individual health strategies, educational opportunities and health related resources and services both inside and outside of the workplace. (Please note: The level of support and sick leave may vary with the employee group and collective agreement in place).