Job Specification

Purpose :

Commissioner, Deputy Commissioners, Regional/Bureau Commanders and OPP Managers and Supervisors 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 lead OPP projects and HR initiatives, developing strategies and processes to implement, assess and recalibrate to meet client needs.



To develop, monitor and evaluate human resources impacts associated with achieving OPP business plans; developing and recommending changes in organizational capacities and competencies, and organizational design.

Key Responsibilities :

Develops and maintains effective business partnerships with other Ministries, Bureaux//federal/provincial and municipal policing organizations to integrate program planning and business needs with the appropriate HR services and supports. Provides business assessment, advice and strategy development to assist clients in achieving their business goals including strategies to address systemic issues. Represents the OPP on various inter and intra ministerial committees and task groups.

2. Participates in the client business planning processes and participates on assigned special projects/initiatives and/or committees; assesses workforce and workplace implications including human capital needs to meet business priorities on short and long term trends and build capacity in a policing environment. Leads/works with HR partners to translate and align clients' strategic human resources plans to broader business and operational plans. Develops roll out and messaging of plans.

3. Works with colleagues and other HR partners to deliver, develop and implement solutions to address client needs (at various OPP organizational levels) on a wide variety of HR issues. Issues may include talent acquisition and retention, workforce trends and adjustment needs; labour relations and grievance management; business continuity and change management; and health safety & wellness and disability management.

4. Provides business assessment, advice and strategy development that assists clients to achieve their business goals, including strategies to address systemic issues. Provides operational/policy analysis, assessment and advice as well as the development of presentation proposing business improvement strategies to clients.

5. Develops and implements strategies to support client management on complex employee relations issues including: interpretation and application of collective agreements; and HR legislation and policies and procedures. Provides strategic advice and support to client managers on a range of employee relations and all aspects of performance management including plan development, learning plans, conducting and attending employee meetings, and workplace harassment and discrimination issues. Provides expertise, support, and options for management on culpable and non-culpable performance issues. Directly supports managers and directors by drafting correspondence such as letters of counsel and disciplinary letters. Supports, participates and attends allegation, disciplinary and termination meetings. Provides strategic advice to clients in meeting bargaining agent disclosure obligations and resulting employee communications.

6. Leads HR projects such as implementing changes to business operations (e.g., new or changed business, program transfers/divestments), identifying resources, and preparing project/work plan outlining key activities, linkages and responsibilities and timeframes. Facilitates goal setting and establishes project reporting and evaluation mechanisms.

7. Supports the enterprise and ministry's senior executives and senior management committee(s) in the delivery of integrated talent management and performance management programs. Works with clients to develop succession plans, identify and coordinate executive orientation/development programs; brokers talent searches; liaises with other HR providers of talent management services to obtain advice and information.

8. Prepares and presents policy and issues papers, briefing notes, research reports to senior executives based on identification of trends/emerging issues impacting client business presenting analysis and options to mitigate or capitalize on trend.

9. Provides expertise and advice to ministry executives regarding various initiatives and their application. Identifies emerging trends and issues, internal and external to the organization, related to a variety of HR programs. Conducts research and analysis on identified HR issues and program process gaps.

10. Coordinates project reviews and conducts analysis of business processes, business requirements and any internal and external processes which impact on the operations being studied (e.g., capacity building; how to improve HR service to clients). Contracts with and manages external service providers to meet client deliverables, accessing vendor of record, coordinating consultant selection and advising on related costs.

11. Develops communication strategies directed at OPP managers and staff to communicate HR program directions, policies and initiatives. Assists in the development, delivery and coordination of educational and training materials/programs for OPP management and staff.

Knowledge :

Knowledge
Principles, processes and practices of strategic human resources management consulting, client and relationship management, service management along with currency in human resources management trends/issues to provide strategic advice, expertise, and develop recommendations/strategies/action plans to meet business needs.



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., to identify, analyze OPP/ministry human resources and organizational issues, and guide direct intervention in organizational development and culture change, resolve labour relations/employee relations issues, and support organizational effectiveness.



Program management within the OPS/OPP including business processes, organizational effectiveness, performance review, quality management and related Ministry and OPS policies, programs and requirements, to understand ministry OPP goals and needs and to ensure the provision of strategic HR supports and advice.



Knowledge of human resources policies, directives and guidelines, collective agreements and related legislation which impact on human resources services in order to apply legislative and policy requirements for senior management and to provide advice, and develop strategies/action plans and/or provide client service to meet business needs.

Proficiency with human resources information systems and computer software applications to prepare correspondence, presentations, briefings, and research/analyze employee data (e.g. employment history, attendance, salary) to support case management and respond to inquiries.



Project management concepts, to oversees and coordinate various initiatives, projects, activities and services.

Program Responsibility :

Program Responsibility
Responsible for the provision of strategic and tactical HR business advice, management services and supports to OPP senior management and managers in HR areas, including: business transformation, talent and performance management, disability and attendance management, workforce and human capital planning and strategies, organizational capacity and engagement, organizational health, safety and wellness and labour relations.



Responsible for integrating the full range of 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., policies and best practices, appeals/disputes, organizational changes, collective agreements.

Analytical Thinking :

Analytical Thinking
Identifies and assesses, develops, monitors and evaluates overall business impacts and risk management strategies associated with achieving ministry business plans; develops and recommends changes in organizational capacities and competencies, restructuring and organizational and business changes.



Researches, reviews and analyzes various human resources management issues, trends, problems, systemic issues, and policy/process concerns. Addresses operational/policy implications for unit's work, collaborating with the HR team to formulate solutions and approaches to management. Political acuity, to recognize and take into account sensitive political situations and develop appropriate responses for clients



Analyzes client operations/business plans for human resource and labour relations implications as well as possible impacts for finance, information systems, internal audit and other areas of ministry programs and services. Analyzes applicable central agency requirements, ensuring clients and other service providers understand and respect complexities and intricacies involved in developing solutions /strategies that harmonize multiple interests and mandates.



Conceptual and analytical skills to identify and assess ministry business requirements and complex and/or contentious strategic, policy, and business issues and to advise senior executives, identify and develop/consult on HR responses, options and solutions.

Planning / Coordinating :

Planning / Coordinating
Plans and manages projects focused on change/enhancement of current HR practices in a business context, having organizational impact on the OPP.



Participates in the client business planning processes by assessing workforce and workplace implications vis-à-vis human resources needs.



Coordinates the provision of human resources services to the OPP by other service providers (i.e., enterprise and external), assessing business requirements, arranging the services and resolving any problems.

Leadership / Guidance :

Leadership / Guidance
Provides technical guidance and support to colleagues, junior staff, OPP management and external agencies in relation to HR practices, theories, programs and policies.

N/a :

N/a

n/a :

n/a

n/a :

Interpersonal/Communication :

Consultative, interpersonal and verbal communication skills, to develop and maintain effective business partnerships and communication lines with senior executives; to advise and influence them on complex/contentious OPP/Ministry HR issues/cases, performance management, workforce and human capital planning and strategies, organizational capacity and engagement, organizational health, safety and wellness and strategic labour relations.



Discusses and addresses difficult/contentious issues, assesses business needs for service/support, develops and present solutions, strategies and methodologies with senior management.



Develops communication strategies directed at OPP managers and staff to communicate HR program directions, policies and initiatives. Initiates and develops partnerships with other branches/divisions/policing organizations internal and external to the OPS, for the development of an inclusive approach to program development and implementation.



Works with external consultants to provide expertise and advice and coordinate services.



Works with bargaining agents to explain, consult, and involve them in labour relations issues.



Facilitates the resolution of grievances and disputes with bargaining agents, influencing others by building support and commitment to adopt a specific course of action. Obtains legal opinions from Legal Services, and assesses liability issues.

Sensory Effort :

Most of the time is spent in an office environment with frequent opportunity to move about.


Sensory Effort
Requires active listening skills in order to understand the full extent of issues, concentration to analyze issues, and ability to multitask and deal with repeated interruptions for urgent requests for information. Requires concentrated effort and ability to work and manage highly contentious HR issues.

Working Conditions :

Work is performed in a typical office environment with occasional travel.