Job Specification

Purpose :

To provide advice and consultative services to its client group in the areas of human resources management (HR) functions including HR planning, performance management, compensation/benefits, organizational design, change management and communications, recruitment, learning and staff development.

To support the client group's business goals by providing consultative advice and through addressing the ministry's HR issues and priorities.

Key Responsibilities :

Provides expertise, consultative services and direct support to clients on a variety of human resources issues, policies and processes to promote an effective, ‘one-employer approach' to human resources management practices, including: employment accommodation and attendance management; employment transition and change management; performance management; labour relations and grievance management; organizational design and job description management; staffing and compensation.

Proactively develops strategic partnerships with clients to assist them in achieving their business goals through acquiring an understanding of their current and future business requirements and activities. Promotes OPS programs of diversity and inclusion awareness by incorporating key principles during consultations with client managers. Uses strategy-based approaches to build leadership capacity and support high organizational performance through educating client management by delivering information sessions, presentations, and resource materials regarding human resources management functions, changes to the collective agreements, HR policies, procedures, and new initiatives. Attends client management team meetings to provide presentations and briefings.

Facilitates and leads the formation of linkages with Ministry Strategic Business Units, HRO business partners (e.g., Centre for Employee Health, Safety and Wellness, Centre for Employee Relations) and Ontario Shared Services to clarify policies, facilitate specialized services, and to offer appropriate recommendations and holistic HR options to clients. Provides client management with information, advice and/or referral on issues such as Workplace Discrimination and Harassment Prevention Policy, Workplace Violence Prevention Policy, Work Refusal, and, Joint Health and Safety Committees

Provides consultative labour relations services and direct support to client management to resolve issues before they become grievances. Advises management on solutions to settle informal and formal grievances and oversees the informal and formal stages of the grievance process, including: coaching designees; planning for and participating in formal grievance meetings; using alternative dispute resolution mechanisms to identify options for resolution; negotiating agreements or settlements with union representatives to facilitate early resolutions. Partners with Employee Relations Advisors and Legal Services when appropriate to discuss and obtain advice on complex or potentially precedent-setting issues, collective agreement interpretations, grievance settlement strategies and case law. Coordinates the implementation of confidential memoranda of agreement and Grievance Settlement Board Decisions.

Develops and implements strategies to support client management with complex employee relations issues including: interpretation and application of collective agreements; HR legislation; and policies and procedures. Consults with and directly supports client management in meeting bargaining agent disclosure obligations, and resulting employee communications. Participates in Local Employee Relations Committees by providing support and advice to management, including reviewing and researching agenda items to ensure appropriateness and the understanding of issues by all parties, and, supporting management in the resolution of issues. Provides advice, coaching and risk assessment to client management on a range of employee relations issues such as disciplinary matters, investigations, and workplace harassment and discrimination issues.

Proactively manages employment accommodation, return to work, attendance support, and illness/injury management issues by providing comprehensive information, interpretation and consultation to client management on the application of associated legislation, corporate policies, programs and initiatives. Supports managers by advising on and drafting requests for health information and using information received to develop and implement employment accommodation and return to work plans. Partners with Case Coordinators and clients to implement health reassignments, obtain independent medical examinations and manage complex cases.

Provides expert advice, guidance, and support to client management on the full employment transition and redeployment process for bargaining unit staff and management/excluded employees. Manages the delivery of comprehensive employment transition services to client management and impacted employees by coordinating planned activities with managers to: deliver key messages; attend notice of layoff meetings; provide detailed explanations to impacted employees on rights and entitlements; and advise on preparation of employee portfolios. Partners with the Redeployment Services Office to coordinate direct assignment and displacement processes. Liaises with Strategic Business Units on disclosure processes and implementation of ministry workforce reduction measures.

Works with client management to initiate, develop, and implement creative organizational and job design strategies, restructuring, and change management initiatives. Provides guidance on job classification, pay administration, compensation, disclosure, policies and issues. Analyzes job requirements, reviews and edits job descriptions. Drafts job descriptions on an ad hoc basis. Liaises with the Job Evaluation Initiatives Branch regarding position evaluation.

Provides advice and options to client management on staffing issues in accordance with provisions of the Employment Policy and collective agreements. Collaborates with Recruitment Consultants and client managers, as required, to support the filling of vacancies. Responds to employees on a wide range of human resources issues dealing with the employment life cycle.

Factors :

Knowledge :

Knowledge of the theories, principles and practices of human resources management, and of enterprise-wide human resources policies, directives, various collective agreements, related legislation and regulations, to provide expertise and strategic advice and human resources management assistance to client management. Knowledge and expertise in a diverse range of specialized human resources management functions and programs to provide advice and guidance to clients on policy application, program linkages and to coordinate participation of HR business partners.

Understanding 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.

Knowledge and understanding of organization's goals, mandate and directions to ensure human resources advice, services and support meet the needs of the organization.

Recognizes and takes into account sensitive political situations and develop appropriate recommendations for client management on complex and contentious employee issues, notably where solutions may be challenging to implement, such as lay-offs or dismissals.

Awareness of current and emerging trends, issues and corporate OPS directions, strategies and initiatives which impact on human resources management to provide advice to client management.

Project management to lead the development and implementation of human resources initiatives and support implementation of various initiatives.

Program Responsibility :

Responsible for the provision of human resources consulting services to a portfolio of ministry clients and for provision of expertise and interpretations on a full range of specialised human resources functions, advising client management of implications of proposed policy, program or organizational changes.

Responsible for the provision of accurate interpretations and timely advice, information and recommendations to client management on complex HR program matters, the identification of contentious issues, development of potential solutions, and the improvement of services, policies, and business processes that support the “one-employer approach” to HR service delivery.

Responsible for liaison and engagement with HR business partners on contentious and complex situations to ensure client management receive timely and sound advice.

Analytical Thinking :

Identifies, analyzes and resolves a range of difficult, confidential, and sensitive issues, including measures to minimize risks and impacts; interpret legislation, directives, policies and collective agreements; and identifies the impact of corporate human resources initiatives on client operations.

Develops recommendations or solutions, and conducts relevant research for the improvement of services, policies, and business processes that support the ‘one-employer approach' to HR services; and participating in negotiating settlements on issues, and ensuring adherence to legislative/legal requirements.

Assists client management in the resolution of contentious employee relations issues avoiding potential grievances and providing recommendations to the employer's position on issues as well as developing innovative approaches to resolve cases.

Recognize and takes into account sensitive political situations and develops appropriate recommendations for client management on complex and contentious employee issues, notably where solutions may be challenging to implement, such as lay-offs or dismissals.

Planning / Coordinating :

Coordinates own activities and plans daily work taking into consideration client management needs for resolution of issues/cases.

Case management, planning and organizational skills to respond to numerous complex challenges and demands from client management, manage and prioritize workload, meet conflicting deadlines, and deal with frequent interruptions, urgent matters and constantly changing priorities.

Coordinates and schedules meetings with client / partners to discuss and resolve issues (e.g. labour relations, grievance management, employment transition, performance management, employment accommodation, organizational design, job description design, staffing and compensation).

Leads/participates on project or work teams for the review, development and implementation of program policies, procedures and processes.

Leadership/Guidance :

Position provides technical guidance, coaching, and mentoring to Assistant Human Resources Advisors, Administrative Assistants, HR Interns (e.g. OIP and ITI), Co-op and Summer Students.

Independence of Action :

Position works independently within the broad framework of Ontario Public Service legislation and directives, human resources policies, programs, and guidelines, as well as the collective agreements, and business practices. Position has access to HR business partners for advice regarding broad policy and program guidelines.

Consults with the client group and provides recommendations and alternative strategies with consideration to balancing their business goals with enterprise human resources directives and initiatives, on a diverse range of human resources management issues considering collective agreements, and human resources policies, directives and practices.

Provides input into the development of recommendations regarding the client's position on an issue; develops innovative approaches to resolve or provide closure to cases; conducts relevant research; and negotiating settlements on complex issues. Position acts independently when handling and resolving employee relations issues, such as grievances and settlements at the informal and formal resolution stages.

Identifies appropriate contacts and builds partnerships with HR business partners and ministry Strategic Business Units; provides technical guidance and coaching to support HR advisory services staff; and providing accurate information in response to inquiries from employees.

Interpersonal/Communication :

Communicates and provides proactive customer service and uses relationship management skills to provide client management with well-considered assessments of their needs, issues, options, and opportunities. Develops and sustains effective working relationships with client managers, executives, employees, union representatives, and colleagues.

Provides client management with advice and services that address their organizational needs; and sustain effective working relationships with client managers, executives, employees, union representatives, and colleagues. Expresses complex issues clearly and convincingly.

Facilitates the resolution of grievances and disputes with bargaining agents, influencing others by building support and commitment to adopt a specific course of action.

Communicates effectively in stressful and emotional management-employee situations, such as when coaching managers in announcing and implementing organizational changes that impact employees' job status, and when dealing compassionately with employees impacted by employment transition activities.

Develops sensitive and complex HR correspondence, union disclosures, disciplinary letters, termination letters, presentation materials, issue notes, position descriptions, and executive responses.

Consultation, presentation, interpersonal, and oral communication skills to provide advice and information; express complex issues clearly and convincingly; deliver presentations and information sessions; and, communicate effectively in stressful and emotional management-employee situations.

Develops and builds relationships with staff, ministry HR representatives, and central agency staff in order to participate as a member of inter-ministry and agency human resources committees.

Physical Effort :

Majority of 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 during negotiations with clients and bargaining agents for such purposes as settling disputes.

Working Conditions :

Work is performed in a typical office environment.