Position Profile

Job Title:  Human Resources Consultant

Ministry:   Alberta Treasury Board and Finance

Competition Number:  1040235

Date:  January 2017



The Human Resource Consultant works with a team of professionals responsible for providing human resource services to the Ministry of Treasury Board and Finance.  The HRC is responsible for staffing services by ensuring activities are handled in a timely manner and supports attracting and retaining a qualified and suitable work force. The HRC ensures positions in the Ministry both management and non-management are assessed and evaluated in a fair and equitable manner and employees are compensated appropriately for the work responsibilities. The position also has responsibility to ensure employee relation issues are identified investigated and solutions proposed and implemented in a manner designed to solve workplace problems before they escalate to the formal grievance process. The position will also support the development and implementation of department operational & strategic human resource plans through its day-to-day interactions with department management and staff.

The HRC reports to the Team lead who will act as a resource and will assign work and special projects when necessary. Special Projects may extend to one or more services within a Ministry or Ministries. The activities include Consulting, Staffing, Classification, Compensation, Employee Relations, and Project Management.

Responsibilities and Activities


Responsible for Staffing Services through advertisement preparation, receipt of applications, correspondence, screening, interviewing, reference checking, candidate selection recommendations, preparation of exemption documentation, and maintenance of competition files


  1. Manages the appropriate recruitment strategy which may include the use of the competitive process, redeployment, the reassignment of work, or an exemption.
  2. Consults with line manager to ensure current job information and classification, and to identify any special occupational requirements
  3. Provides assistance and support to line managers and staff in situations where recruitment has been delegated.
  4. Ensures salary recommendations are appropriate and equitable
  5. Ensures offer letters are prepared
  6. Develops and implements recruitment strategies for hard to recruit to occupations and/or job locations
  7. Consults with the line manager to determine the recruitment process needed to ensure a selection of qualified applicants are identified.
  8. Orientation / Career Planning / Position Abolishment

Responsible for Job Evaluation through assistance in job description writing, job evaluation (including HR support to committees involved in job evaluations) including job analysis and recommendations, participation in class series reviews, maintenance of position data, and preparation for appeals. Ensure positions in the Ministry both management and non-management are assessed and evaluated in a fair and equitable manner and employees are compensated appropriately for their work responsibilities.


  • Review, audit and allocate non-management positions using the Point Rating Evaluation Plan to ensure equitable job evaluation and compensation for employees.
  • Assess, audit and analyze management positions using the Management Job Evaluation Plan to ensure equitable job evaluation and compensation for management employees. Recommend point allocation to the Executive Director (or management classification committee) for review and decision.
  • Communicate and explain classification decisions.
  • Participates in the development and implementation of changes to the classification plans
  • Participates in, facilitates, and/or leads working groups on class specific series reviews.
  • When necessary prepares classification appeal briefs and represents the Ministry at non-management appeal process, and at any expedited or other appeal process arising from a series or subsidiary class review.
  • Partner with the HR Assistant in the completion and distribution of all necessary paper work for the completion of the classification review.

Responsible for Employee Relations Services by providing advice on problem resolution, grievance, collective bargaining, interpretation and advice on collective agreement(s) code of conduct and ethics, citizenship, multiculturalism, and individual rights legislation; conduct of investigations; and coach/train management on responsibilities associated with employee relations.


  • Provides Labour Relations/Employee Relations advice for all employee groups to resolve issues related to performance, employee issues including supervisor issues, LTD and WCB issues, discipline related issues, grievance process and interpretation of Human Resources Directives, the collective agreement and relevant legislation, to assigned areas of responsibility.
  • Consult with clients on issues, research options, liaison with involved parties, prepare recommendations and draft correspondence
  • Participate on investigations into harassment complaints, interview all parties, and prepare a report on findings and recommend course of action
  • Provide support to Ministry management at various levels of the grievance process
  • Where requested represents the Ministry/Employer on AUPE/Management Committees
  • When requested, provides input and assistance to collective bargaining.
  • Participates in the resolution of Human Rights and Ombudsman complaints.

Provide support to Ministry leaders in the implementation of Performance Excellence which includes training and consultation regarding the development and implementation of performance agreements, performance plans, performance improvement plans and learning and development for employees to support the successful achievement of business and operational plans and assist staff to reach their full potential.


  • Provide assistance to managers and/or staff in developing performance agreements, performance plans, performance improvement plans and career and learning plans.
  • Provide information sessions on the performance excellences and the development and use of learning plans.
  • Coach Managers to use APC competencies and the performance excellence framework to address performance issues.

Responsible for Special projects which may involve cross Ministry or cross public service initiatives


  • Provide background on briefings to Executive Management of the Ministry
  • Project work assigned in relation to the department’s HR operational and/or strategic business plans.
  • When requested, provides assistance with the implementation of organizational changes
  • Provides training for line employees and management on job description writing, classification, job evaluation, staffing services, employee relations, and appropriate related issues
  • Through research and analysis identifies best practices and trends that may impact on services provided.


  • The Human Resource Consultant has both an internal and external focus and department wide impact. Human Resource Consultants must always be aware of the Ministry wide or Public Service wide implications of decisions that they make.
  • The complexity of the HRC position is the requirement to identify all the issues that may arise from a situation and to recognize the impact that employee relation, classification, recruitment strategies, and the historical information may have relative to the worksite. The Human Resource Consultant is a problem solver, a change agent, and service oriented.
  • The Human Resource Consultant assist supervisors, managers and employees in ensuring their skills are current and learning is continuous. They challenge employees to think creatively about job design and flexible work arrangements.
  • Creativity is required to identify a plan of action that will address the relevant issues in any given situation. Creativity is also required in dealing with special projects and handling situations that may be unique.

Knowledge, Skills and Abilities


Related degree plus 2 - 3 years of related experience.

Knowledge of:

  • Public Service Act, Public Service Employee Relations Act, Cross public service regulations and directives, the Master and Collective Agreements, Employment Standards Code
  • Strategic and operational plans of the Ministry and service(s) assigned
  • Classification and compensation systems
  • Recruitment and selection methodologies
  • Employee relations

Skills and Abilities:

  • Communication skills – Interpersonal, written and verbal communication skills, presentation skills
  • Consulting skills
  • Ability to use tack and diplomacy
  • Mediation and facilitation skills
  • Organizational skills
  • Project management skills
  • Research and analytical skills
  • Ability to work independently
  • Ability to work within a team
  • Relationship building skills

Key Competencies:

  • Agility: Ability to anticipate, assess, and readily adapt to changing priorities, maintain resilience in times of uncertainty and effectively work in a changing environment.
  • Build Collaborative Environments: Leads and contributes to the conditions and environments that allow people to work collaboratively and productively to achieve outcomes.
  • Develop Networks: Proactively building networks, connecting and building trust in relationships with different stakeholders.
  • Systems Thinking: Consistently takes a holistic and long-term view of challenges and opportunities at multiple levels across related areas.
  • Creative Problem Solving: Ability to assess options and implications in new ways to achieve outcomes and solutions
  • Drive for Results: Is aware of what outcomes are important and maximizes resources to achieve results that are aligned with the goals of the organization, while maintaining accountability to each other and external stakeholders.


  • Regular contact with Ministry’s Human Resource Director Operations and Executive Director to provide relevant background information and to inform and see guidance on significant issues that may impact across the Ministry or across the public service.
  • Daily contact with HR team members to keep them informed on issues that may have impact across the Ministry or across the public service. Contact is also for the purpose of seeking advice on unique or unusual situations.
  • Frequent contact with line management and staff in the delivery of human resource services
  • Frequent contact with AUPE representatives in the resolution of grievances and individual labour relation issues
  • Occasional contact with representative from Corporate Human Resources to seek advice or to provide assistance on specific service issues.

Supervision Exercised

  • None.


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