GENERAL STATEMENT OF DUTIES:
The Human Resource (HR) Development Consultant is a senior human resource generalist responsible for the development and implementation of a new Human Resource Management (HRM) System for the corporation. The HR Consultant will work closely with the Executive Management team in the development of the system and train employees on the new system as required. The HR Consultant will also train Human Resource personnel to manage and administer the new system.
SUPERVISION RECEIVED:
Reports directly to the Chief Executive Officer of Siksika Family Services Corporation.
DUTIES & RESPONSIBILITIES:
Functions as the primary contact for HR administrative questions for the corporation until a Human Resource Manager or Administrator is in place.
Human Resource Needs Assessment
Development of HR template forms
Development of HR processes and process maps
Improve HR File Management System
Training management and staff on newly developed HR system
Human Resource Management planning, implementation, and evaluation
Development of Human Resource Management System, including but not limited to:
Identify and monitor current skills/abilities of staff.
Identify required skills/abilities of staff. Complete an assessment of staff.
Develop and implement plans to meet staffing needs (job descriptions, promotions, training, recruitment, selection interviewing, developing career plans, mentoring and succession).
Set performance standards/expectations and monitor progress and results.
Develop an appropriate performance evaluation system.
Ensuring that managers conduct regular and effective performance reviews. This includes training managers on how to conduct productive performance evaluations.
Monitor employee goal settings and follow-up action plans that result from performance reviews.
Evaluate the quality of the organizational “climate” and effectiveness of current practices.
Assess and address current supervisory issues and administrative difficulties.
Analyze internal or external influences/employment trends that affect the workplace environment.
Develop and monitor communication policies, procedures and processes.
Develop and implement internal communication plan. Communicate organizational goals with staff.
Train employees on grievance policies, procedures and processes.
Develop a plan that supports and promotes team work and positive team spirit.
Develop and implement an Employee Quality of Work and Wellness Plan.
Develop compensation and benefits policies that are consistent with organizational goals and within the context of legal, regulatory, taxation and community framework.
Develop compensation salary grids.
Maintain a competitive position in the cultural community regarding compensation levels and benefits.
Negotiate employment contracts and collective agreements.
Educate employees on compensation and benefits structure.
Provide professional advice and coaching to management team and staff in the areas of HR
Evaluate practices in the areas of health, safety, security and Worker’s Compensation.
Identify workplace health and safety issues and risks. Develop and implement a plan to mitigate health and safety risks.
Conduct review of existing HR policies and practices in this area.
Provide staff with training on workplace health and safety policies, procedures, processes.
Complete a SWOT analysis and identify the organization’s strengths, weaknesses and threats.
Complete a Human Resource Needs Assessment. Identify HR Priorities. Develop and implement HR Operational Plan.
Develop an external communication plan with stakeholders for the purposes of communicating HR related matters.
Advise management on issues surrounding federal and provincial employment laws and compliance issues with respect to the coordination, facilitation and staffing of the organization.
Educate employees on the corporation’s core policies, procedures and processes with governance, administration, human resources and finance.
Develop human resource forms, templates, processes, etc.
Monitor and maintain information on the Corporation’s organizational structure.
Analyze the organization’s plan to determine what information is required to monitor and assess HR management and staff performance.
Develop and implement an appropriate, cost-effective human resources information system (ie — HRIS)
Evaluate and compare actual organizational performance to performance expectations and outcomes.
Analyze and assess possible sources of ineffectiveness such as lack of knowledge, capacity, skills, ability or appropriate behavior.
Develop training or development activities (including coaching and mentoring) to increase effectiveness of human resources.
Develop succession plans for each department within Siksika Family Services Corporation.
Develop measurement techniques to gauge the success of HR development activities. This includes outcomes, milestones, deliverables, etc.
Keep abreast of industry trends and employment legislation in order to effectively coach/counsel and provide professional advice
MINIMUM QUALIFICATIONS:
Possess strong knowledge of human resources best practices, of applicable legislation, rules and regulations relating to employment standards, human rights, workers compensation and occupational health and safety.
Strong ability to maintain confidentiality, diplomacy and objectivity when communicating and interacting with employees and managers.
Excellent verbal, written and interpersonal communication skills, with the ability to work well under minimal supervision.
Possesses knowledge of Aboriginal or Siksika culture, history and the Blackfoot language is an asset.
Knowledgeable with use of current IT communication tools such as, but not limited to: cellular phones, e-mail, computers and computer software programs such as Microsoft Office.
Possess conflict resolution skills and negotiating skills is an asset.
Knowledge of all federal and provincial employment legislation.
Must be willing to work in Siksika and Calgary, Alberta as required. Schedules may change at both locations to accommodate human resource needs.
EDUCATION AND EXPERIENCE:
Bachelor’s Degree or Master’s Degree in Human Resources.
Certification or working towards certification as a Certified Human Resources Professional (CHRP) or a member of an association such as Human Resources Institute of Alberta (HRIA) or the Human Resource Professional Association (HRPA) preferred.
Valid Alberta drivers licence.
Minimum five (5) years of experience providing human resources expertise to all levels of management, including providing recommendations and implementing solutions and strategies.
WORK ENVIRONMENT:
Placement may be at the Siksika or the Calgary office.
Travel is required to office locations.
Individual must be self-directed, adaptable and able to work within a fast paced, changing environment.
This individual will be privy to confidential personnel information and must maintain confidentiality during office hours and after hours, including post-employment should the individual’s employment is terminated for whatever reason.
SALARY:
Salary will be based on qualifications, education and experience.
While we sincerely appreciate all applications, only those candidates selected for interview will be contacted.
TO APPLY:
If you have the skills and experience required for this position, please forward your resume to:
E-mail: TanyaMH@siksikanation.com
Quote Job Reference: SFSC 04062015-HRD