Position Profile

Job Title:  Human Resource Consultant

Work Unit:  Human Resource Services

Ministry:   Alberta Environment and Parks

Competition Number:  1042891

Date:  June 2017



Reporting to the Manager, HR Operations, the HRC works as a member of a team of professionals responsible for providing human consulting services to a group of client within EP. 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 relations 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 HRC may have regional responsibilities within the Ministry and extensive travel may be required. When providing the human resource services the HRC will have access to a Lead Consultant who will act as a resource and who will assign special projects when necessary. The activities include:

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

Responsibilities and Activities


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


  • 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 letters of offer.
  • Brings to the attention of the Lead Consultant 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.


  • 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.
  • Assist with the administration of the Management Job Evaluation Plan within the Ministry by participating in the analysis and recommendations of management classification allocations.
  • 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 Lead Consultant issues that may have cross Ministry or cross public service impact.

Provides Employee Relations series 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, thorough and timely support is provided            for the formal grievance process.


  • Provides 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, ESRA 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 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.
  • 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.

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


  • 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, development 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.


  • 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.
  • 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


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.
  • Problem solving skills.


  • 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.
  • Contact is frequent with Ministry human resource staff to inform them on status of human resource services, to seek appropriate approvals, or to seek advice or 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 or across the public service.
  • Occasional contact with representative from Corporate Human Resources to seek advice or to provide assistance on specific services issues.
  • Daily contact with Manager, HR Operations to keep 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.  The Manager, HR Operations will also assign, and monitor, projects to the Human Resource Consultant.

Supervision Exercised



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