Job Specification

Purpose of Position :

To provide coordination and project management support in the areas of talent and performance management, workforce and human capital planning and strategies, organizational capacity and engagement, organizational health, safety and wellness and strategic labour relations.

To provide functional support to HR Business Advisors in carrying out activities related to the five key areas identified above.

To support ministry specific and/or corporate OPS HR initiatives with a broad organizational focus and impact; developing strategies and processes to implement, assess and recalibrate to meet client needs (i.e., Performance and Talent Management, Diversity, Employee Engagement).

Duties / Responsibilities :

Provides support and human resources services to a team of HR Business Advisors and indirectly to ministry/organization senior executives to enable clients to achieve their business results. These services include strategic human resource, business planning and improvement, and change management advice and action related to five key areas of responsibility: talent and performance management, workforce and human capital planning and strategies, organizational capacity and engagement, health, safety and wellness strategies and strategic labour relations.

Incumbents are accountable for supporting HR Business Advisors and the ongoing operations of the HR Strategic Business Unit in developing and maintaining effective client relationship management:

1. Providing appropriate HR services and supports; provides business assessment, advice and strategy development that assist clients to achieve their business goals that focus on the five key areas of responsibility, including strategies to address systemic issues. Provides operational/policy analysis, assessment and advice around HR implications and business improvement strategies to clients.

2. Provides strategic labour relations support in carrying out a range of dispute management processes, including completion of PSOA Investigations related to Disclosure of Wrongdoing, and assisting with other areas (Ombudsman Investigations, Human Rights Commission Investigations, WDHP Complaints, Bargaining Agent Policy Grievances) as required. Conducts investigations/reviews and make recommendations related to PSOA Conflict of Interest and provides support in the development and review of related policies


3. Provides strategic labour relations support in helping coordinate the WDHP system in the ministry (arranging communications, training for volunteers etc.)

4. Supports workforce planning in helping asses workforce and workplace implications including human capital needs to meet business priorities on short and long term needs; helps to identify strategies and solutions to support and embed a high performing division/organizational culture; works with Regional HR Service Centres and Enterprise Business as needed to plan and coordinate tactical implementation of HR strategy. Develops overall ministry roll out and messaging of plans, monitoring, evaluation and ensuring effective communication and linkages between divisional/organizational units and other HR areas such as Regional HR Service Delivery Centres across the ministry(ies).

5. Provides project planning expertise, and manages projects with cross division or ministry impact, such as implementing changes to business (i.e. new legislation such as PSOA, new or changed business, creation of ministry, program transfers/divestments) with human resources/labour relations implications, identifying resources and brokering needed resources to participate and support client, using project planning techniques to prepare project/work plan outlining key activities, linkages and responsibilities and timeframes. Is accountable for the “HR” products, services and supports are provided to the client and resolves related problems.

6. Builds relationships within HR community, and with key stakeholders, other ministries, external service providers and clients and coordinates and facilitates linkages with other SBUs, RSDC and EBOs to ensure holistic HR service provision to clients. Contracts with and manages external service providers where needed to meet client deliverables. Accesses established vendor of record lists and/or develops requests for tender, assessing and selecting qualified vendor. Provides input into budget development for contracted services.

7. Supports the enterprise in the delivery of the integrated talent management and performance management programs. Reviews data to assist in identification of existing talent and talent needs; assists in development of succession plans, identification and coordination of executive orientation/development programs; brokers talent data searches; liaises with other HR providers of talent management services to obtain advice and information.

8. Broker's advice from enterprise-wide and regional service delivery centres as required ensuring that clients receive effective and timely service to meet business needs. Works with SBU colleagues, enterprise-wide and regional delivery centres to coordinate service delivery for clients.

9. Supports the development of EDC submissions for organizational or business transformation ranging from ministry reorganizations impacting SMG allocations to new business delivery to recruiting SMG positions.

10. Provides coordination and support to various corporate initiatives and their application, ensuring principles and intent of policy/initiative are supported and achieved (e.g. Pay-for-Performance Programs, SMG incentive awards), liaising with the enterprise-wide centres or brokering expert advise on issues (e.g. compensation), as required.

11. Prepares and presents policy and issues papers, briefing notes, research reports for SBU staff to senior executives as requested

12. Works with SBU team to address any operational or policy implications for any work of the unit i.e., labour relations, controllership, risk management; supports continuous improvement where trends and systemic issues are identified; escalates service concerns and potential solutions to the HR Business Advisor, Manager or Director SBU.

Knowledge :

1. Knowledge and understanding of strategic HR management issues and human capital initiatives and their impact on organizational performance and business effectiveness.
2. Understanding of the operation and intent of management consultation services and methodology
3. Superior consultative, interpersonal and verbal communication skills, to develop and maintain effective business partnerships and communication lines and to advise and influence them on complex/contentious business transformation, talent and performance management, workforce and human capital planning and strategies, organizational capacity and engagement, organizational health, safety and wellness and strategic labour relations.
4. Political acuity, to recognize and take into account sensitive political situations and develop appropriate responses for clients.
5. Demonstrated application of the knowledge, principles, and practices of strategic human resources management consulting, client engagement, relationship management, service management along with currency in emerging trends/issues in human capital and intellectual capital development.
6. Knowledge and understanding of the concepts and methodologies to identify and guide direct intervention in organizational development and culture change, capacity identification and gap analysis, change management and labour relations/employee relations as well as of related legislation, policies, programs, collective agreements, etc., in order to provide advice and support to Ministry senior executives on a variety of strategic and ministry-wide HR issues, including policy and legislative frameworks required to delivery strategic labour relations support (e.g. Conflict of Interest)
7. Research skills, to review and analyze various business and strategic human resources management issues, trends, problems, etc. such as systemic issues, policy/process concerns, business needs, etc. and to prepare recommendations and reports as appropriate
8. Knowledge of corporate OPS and ministry programs, governance, organization, culture, and management issues, in order to identify and analyze ministry human resources and organizational issues and to provide strategic advice, develop strategies/action plans and/or provide client service to meet business needs.
9. Excellent written communication skills, to prepare various reports, proposals and other communications.
10. Excellent coordination and project management skills, to oversee and coordinate various initiatives, projects, activities and services and to manage issues.

Judgement :

1. Performs work under the general direction of the Manager, Strategic Business Unit, and with oversight by the team of HR Business Advisors, within a broad framework of legislation, policies, agreements, procedures, and best practices.
2. Exercises considerable judgement and discretion in:
3. Contributing to work as a strategic business partner with strong client management and relationship responsibilities to provide appropriate, workable and timely HR services to support achievement of their business goals while balancing corporate controllership responsibilities i.e., SMG/FTE allocation.
4. Client operations/business needs have implications for the full range of human resources functions and the position incumbent will exercise a significant breadth of judgement to ensure that clients and other service providers understand and respect the complexities and intricacies involved in developing solutions /strategies that harmonize these multiple interests and mandates.
5. Working individually or as a team bringing expertise and skill in assessing ministry business goals and needs and determining how or what human resources supports or services should be developed or provided in response.
6. Analyzing strategic or ministry-wide business and human resources issues and determining and developing strategies, options, risks, etc. in order to prepare advice on issues such as projected staff skill shortages, contentious labour relations problems, workforce adjustment proposals, ministry change management initiatives, etc.
7. Brokering and coordinating the provision of human resources services to the Ministry by other service providers (i.e., enterprise and/or external), assessing business requirements, arranging the services and resolving any problems.
8. Analyzing strategic or Ministry-wide business and human resources issues e.g. with precedent-setting or other significant impact on the Ministry and assisting in the development of strategies, options, risks, etc. such as contentious labour relations issues, major Ministry workforce adjustment or change management initiatives, organizational effectiveness issues, etc.

Accountability - Programs :

Accountable for the provision of knowledgeable, sound and workable strategic business advice, management services and supports in the areas of business transformation, talent and performance management, workforce and human capital planning and strategies, organizational capacity and engagement, organizational health, safety and wellness and strategic labour relations.

Position is accountable to support the HR Advisor in HR services and supports required by the client to meet their business goals and to ensure a balance between helping clients meet their business goals effectively and exercising corporate controllership and ethical accountabilities i.e., FTE, collective agreements.

Accountability – Personnel :

Position may give direction to cross ministry/function teams including project lead responsibilities in one or multiple area of responsibility or business. Position may provide contract management to external consultants including participation with or on behalf of client in procurement of consultant.

Accountability - Finance and Materials :

Costs options for plans and projects/initiatives; monitors and controls project budgets; contracts with external vendors and service providers and manages their performance. Is accountable for maintaining confidentiality and security of confidential records.

Accountability - Impact of Errors :

Failure to provide effective, timely and appropriate advice or support on HR matters or failure to identify the appropriate support or service required could lead to inconsistencies and quality of service/advice/support, problems or delays in the achievement of ministry business objectives and/or loss of staff time and other resources, reduced service to ministry clients, and/or criticism of the unit or ministry.

Consequent impacts would include unnecessary operating costs, lost opportunities to save taxpayer dollars, decreased staff morale and potential labour management issues.

Contact - Internal :

Contact with Ministry senior executives and/or their designates to present solutions, strategies and methodologies. Regular contact with HR Business Advisors and other SBU staff to obtain/provide information/expertise and to discuss and address Ministry issues. Regular contact with HR staff of OPS service providers such as enterprise-wide centres and the regional delivery service centre to obtain expertise or information and/or to arrange and coordinate services provided to Ministry senior executives.
Contact with bargaining agents to explain, consult, and involve them and or their members in key strategic initiatives or organization changes.

Contact - External :

Occasional contact with external service providers of HR services to coordinate services.
Regular contact with specialist in the HR/OD and change management fields to remain current with trends, developments and best practices.