Position Profile


Job Title:  Policy Director

Work Unit:  Talent Acquisition

Ministry:  Alberta Public Service Commission

Competition Number:  1041592

Date:  April 2017
 

Organizational Context

 

Public Service Commission (PSC) provides advice on human resource administration to other provincial government departments. Responsibilities include developing human resource strategies and providing expert consulting to departments on pay, benefits, job evaluation, labour relations, workplace health, corporate recruitment and staffing; supporting strategic workforce planning; providing support in building productive workplaces by advancing employee engagement, business excellence, and organizational capacity building strategies; delivering a corporate executive search program; and developing and delivering valuable learning opportunities on a wide range of topics to meet the development needs of Government of Alberta (GoA) employees.

PSC leads the development and management of the government wide Talent Management Strategy and oversees the administration of the Public Service Act. PSC Policy Directors work toward three key strategies:

  • Deliver a range of initiatives to support a diverse workforce with the capacity and expertise to serve Albertans.
  • Improve employee engagement across the public service.
  • Strengthen the foundations of the human resource system supporting the Alberta Public Service.

Role Overview

 

The Public Service Commissioner is accountable for the governance of human resource policies, regulations and procedures.

The primary accountability for PSC Policy Directors is to ensure appropriate GoA wide policies are developed, implemented, monitored, maintained and enhanced in assigned program areas and to provide program expertise to both internal and external stakeholders. 

The position is the lead expert in programs and provides strategic advice to PSC executive management, other PSC functional areas, client ministries and other jurisdictional counterparts. The position provides innovative solutions to complex issues while effectively balancing the needs of multiple stakeholders with competing priorities.

With broad direction from the Executive Director, the position leads the design, development, implementation and maintenance of GoA-wide programs. Within a broad framework of legislation, regulations and directives, the position ensures GoA programs support initiatives under the Talent Management Framework, PSC’s Business and Operational plans and ultimately GoA’s overall goals.

Accountabilities

 

Develops strategic policy in support of GoA-wide programs:

  • Provides expert policy advice to executive management by taking a proactive leadership role to anticipate issues that will prepare PSC to effectively respond to evolving business needs and resolve program issues and concerns.
  • Develops proposals or enhancements to related programs, policies and practices by monitoring and responding to constantly changing elements of programs...
  • Engages in ongoing consultation and communication with stakeholders to identify and address issues.
  • Identifies program gaps and opportunities for program improvements and enhancements. Develops solutions to address current and emerging issues.
  • As the lead program expert, it is critical to keep abreast of current and emerging developments in their field of expertise.

Leads the implementation of GoA-wide policies and programs:

  • Under a broad framework of legislation, regulations and directives, the position ensures that programs support the Talent Management Framework, PSC Operational and business plans as well as ministry stakeholders.
  • Recommends changes to legislation, regulations and directives as needed.
  • Understands, anticipates and resolves complex issues related to program areas.
  • Ensures development and implementation of program related training to build capacity within the HR Community and government representatives.
  • Leads the delivery of program outcomes Develops and directs implementation of operational policies and procedures that are consistent with legislation, regulations and PSC and GoA direction.
  • Develops, implements and evaluates the branch operational plan and contributes to the development, implementation and evaluation of the division and PSC business plans.
  • Provides leadership, coaching and mentoring to a team of professional staff. The position undertakes appropriate performance management processes and ensures performance and learning development plans are in place to support staff.
  • Plans and manages human and financial resources.

Optional Program Specific Accountabilities: 

  • The purpose of the GoA Talent Acquisition (TA) program is to attract and recruit top talent, from within and outside the APS to deliver quality programs and services to Albertans. TA develops and implements corporate policy which outlines the methods to fill positions according to the Public Service Act. The position provides strategic advice and policy options in development of the Talent Management Framework and major initiatives associated with the attraction and recruitment of high quality talent to the APS workforce.
  • The position leads the core businesses of the unit, which includes:
    • Leading the TA team to provide expert advice to ministries on recruitment and selection practices and business process development. Managing the GoA jobs website, jobs board and other recruitment advertising.
    • Ensuring talent acquisition policies, directives, and standards are reflective of the current environment and responsive to future talent/workforce needs.
    • Overseeing management of the TA training program, management of delegation of authority for staffing, and contract management reporting.
    • Overseeing management of the GoA’s LinkedIn and other social media accounts.
  • Priorities include:
    • Leading the reporting and trend analysis as a result of ongoing initiatives, such as hiring restraint.
    • Supporting the development and implementation of an Enterprise Talent Acquisition model of common role recruitment.
  • Program specific knowledge and related experience includes:
    • Extensive knowledge of the Public Service Act, Public Service Employment Regulation, Human Resource Staffing Directives and best practices.
    • Staffing priorities and plan, including economic, social, political, and other trends affecting staffing programs
    • Broad understanding of business and human resource plans for government ministries to identify staffing requirements and develop associated solutions. 

Role Requirements

 
  • Completion of a related degree in business, social sciences or equivalent.
  • Extensive knowledge of the related program area and significant knowledge of other human resource functions related to the program area.
  • Extensive knowledge of related legislation and regulations such as the Public Service Act, Public Service Employee Relations Act, Public Service Employment Regulation, Freedom of Information and Protection of Privacy Act, Collective Bargaining Agreement and related directives.
  • Extensive experience leading a complex human resource program and providing strategic advice to executive management.
  • Relevant knowledge of related software.
  • Team leadership experience, preferably in human resources.

Behavioural Competencies

 

Systems Thinking - The incumbent must understand how changes to the integrated Talent Management Framework impact other stakeholders and their ability to achieve business plan goals. Because the incumbent is responsible for the design, development and implementation of human resource programs, changes can have a very large impact on all employees across the GoA. A high degree of strategic thinking is required to marry legal program requirements with PSC and GoA business and operational plans, while ensuring the program remains relevant for ministries. 

Creative Problem Solving - It is critical that the incumbent understands various perspectives and is able to pull together the right people to solve complex problems and find creative solutions. At the same time, the incumbent must balance a variety of needs, assess the implications of various alternatives and provide meaningful, well thought out solutions for consideration by Executive.

Drive for Results - The incumbent must understand objectives and maximize resources to achieve meaningful results that are aligned with the goals of the organization, while maintaining accountability to the program legislation and internal/external stakeholders. The incumbent will be provided broad overarching outcomes and must take accountability and determine the most effective way to achieve desired results.

Agility - The incumbent must take a proactive leadership role to anticipate, assess and readily adapt to changing priorities and effectively respond to and resolve program issues and concerns. While maintaining an awareness of changing priorities, the incumbent must proactively shift strategic focus and activities as appropriate.

Build Collaborative Environments - Leading a team of professional staff, the incumbent must be a strong communicator and set up processes or structures to facilitate meaningful communication. The incumbent is expected to bring people together, facilitate meaningful dialogue and motivate others to achieve results.

Develop Networks - Proactively builds networks with peers and executives in PSC, ministry clients, jurisdictional contacts and other experts in their field. The incumbent will build relationships by connecting and building trust in relationships with different stakeholders.

Develop Self and Others - As the technical expert in their field it is critical that the incumbent create an environment of learning and sharing expertise. Demonstrating the desire to invest in the development of the long-term capability of self and others is important to ensure program excellence.

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