Position Profile


Job Title:  Human Resource Consultant

Ministry:   Alberta Community and Social Services

Competition Number:  1042491

Date:  May 2017
 

Purpose

 

Reporting to the Operations Manager, the Human Resource Consultant (HRC) works as a member of a team of professionals responsible for providing human resource services to Human Services. In this developmental role, the HRC is responsible for staffing services by ensuring activities are handled in a timely manner. The HRC supports attracting and retaining a qualified and suitable workforce. The HRC makes classification recommendations for both management and non-management positions based on thorough analysis, and makes recommendations regarding appropriate compensation for the work responsibilities. The HRC 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 a formal grievance or other third party review process. When the problem cannot be solved through intervention, then timely support is provided for the formal grievance process. The activities include:

  • HR Consultation
  • Staffing
  • Classification
  • Compensation
  • Employee Relations

Responsibilities and Activities

  1.

Provide a staffing service that supports attracting and retaining a qualified and suitable workforce.

Activities:

  • Consults with line manager to ensure current job information and classification, and to identify any special occupational requirements.
  • Consults with the line manager to determine the recruitment process needed to ensure a selection of qualified applicants are identified.
  • Develops and implements recruitment strategies for hard to recruit to occupations and/or job locations.
  • Manages the appropriate recruitment strategy which may include the use of the competitive process, redeployment, the reassignment of work, or an exemption.
  • Provides assistance and support to line managers and staff in situations where recruitment has been delegated, through advertisement preparation, receipt of applications, correspondence, screening, interviewing, reference checking, candidate selection recommendations, preparation of exemption documentation, and maintenance of competition files.
  • Ensures salary recommendations are appropriate and equitable.
  • Prepares letter of offer.
  • Brings to the attention of Operations Manager issues that may have cross Ministry or cross Government impact.
     
  2.

Responsible for Job Classification, ensuring positions in the Ministry, both management and non-management, are assessed and evaluated in a fair and equitable manner and employees are compensated appropriately.

Activities:

  • Through assistance in job description writing, job evaluation (Including HR support to committees involved in management job evaluations), job analysis and recommendations, participation in class series reviews, maintenance of position data and preparation for appeals.
  • Responsible for the review and analysis required to recommend rating and classification of management positions
  • Reviews and allocates non-management positions using existing classification plans to ensure equitable job evaluation and compensation for employees.
  • 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.
  • Brings to attention of Operations Manager issues that may have cross Ministry or cross public service impact.
     
  3.

Provides Employee Relations support ensuring issues are investigated, and solutions proposed in a manner designed to solve workplace problems before they escalate to the formal grievance process. Where the problem cannot be resolved through intervention, then professional, through and timely support is provided for the formal grievance process.

Activities:

  • Provides advice on problem resolution, grievance, collective bargaining, interpretation and advice on collective agreement(s) code of conduct and ethics, Human 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, Long Term Disability (LTD), and WCB issues, discipline related issues, grievance process and interpretation of personnel directives, the collective agreement and relevant legislation, to assigned areas of responsibility.
  • Consult with worksite on issues, research option, 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, represented the Ministry/Employer of Alberta Union of Provincial Employees (AU PE)/Management Committees.
  • When requested, provides input and assistance to collective bargaining.
  • Participates in the resolution of Human Rights and Ombudsman complaints.
  • Identify issues with potential Ministry wide/Public Service wide implications and brings to the attention of the Lead Consultant or Ministry's Human Resource Director.
     
  4.

Special projects which may involve cross Ministry or cross public service initiatives.

Activities:

  • Provide background on briefings to Executive Management of the Ministry.
  • Where requested, work on such projects as: conversion of wage staff, development and implementation of an exit interview process, develop and implementation of changes to classification plan, development and implementation of changes to interviewing process, etc.
  • When requested and through classification, compensation, recruitment, and labour relations strategies, 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.

Scope

 
  • The HRC must establish credibility with the client Ministry and maintain the service levels agreed to. The impact of the services provided may be Ministry wide or Public Service wide.
  • 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 history information may have relative to the worksite.
  • 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.
  • Frequent contact with line management and staff in delivery of human resource services.
  • Frequent contact with AU PE representatives in the resolution of grievances and individuals labour relation issues.
  • Contact is frequent with Ministry human resource staff to inform them on status of human resource services, to seek approvals, or to seek advice of information relative to the services being provided.
  • Occasional contact with ministry's Human resource Director to provide relevant background information and to inform of significant issues that may impact across the Ministry of across the public service.
  • Occasional contact with representative from Corporate Human Resources office to seek advice or to provide assistance on specific services issues.
  • Daily contact with Human Resource Manager to keep informed on issues that may have impact across the Ministry of across the public service. Contact is also for the purpose of seeking advice on unique of unusual situations. The Human Resource Manager will also assign and monitor projects to the Human Resource Consultant.
  • As this is a developmental role, the HRC will have ongoing support, coaching and mentoring from the managers and HRCs in the branch.

Knowledge, Skills and Abilities

 

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 - Verbal and written;
  • Consulting Skills;
  • Ability to use tact 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;
  • Problems solving skills;
  • Multi-tasking and excellent time management skills.

 

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