POSITION NUMBER: LOCATION: Vancouver. DATE: January 2013

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Corey Walters
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POSITION TITLE: Human Resources Consultant REGION: CLBC Headquarters CURRENT CLASSIFICATION LEVEL: Management

Director, Human Resources PROGRAM Community Living British Columbia [CLBC] delivers support and services to

CLBC staff strives to adhere to the corporate vision Good lives in welcoming communities.

that managers have the capability and leadership to facilitate an open, inclusive, CLBC values-based workplace that

Reporting to the Director, Human Resources, the HR Consultant, partners with his/her assigned portfolio to build

organization to deliver its vision of supporting adults with developmental disabilities to lead good lives in

1 POSITION TITLE: Human Resources Consultant REGION: CLBC Headquarters CURRENT CLASSIFICATION LEVEL: Management SUPERVISOR POSITION NUMBER: POSITION NUMBER: LOCATION: Vancouver DATE: January 2013 SUPERVISOR S TITLE/CLASSIFICATION: Director, Human Resources PROGRAM Community Living British Columbia [CLBC] delivers support and services to individuals with developmental disabilities and their families. CLBC staff strives to adhere to the corporate vision Good lives in welcoming communities. PURPOSE OF POSITION The mandate of Human Resources is that employees have the commitment to bring CLBC s vision and that managers have the capability and leadership to facilitate an open, inclusive, CLBC values-based workplace that enables effective performance. Reporting to the Director, Human Resources, the HR Consultant, partners with his/her assigned portfolio to build leadership and management capability that facilitates an open, inclusive, CLBC values-based workplace that enables the organization to deliver its vision of supporting adults with developmental disabilities to lead good lives in welcoming communities. The role supports leaders by planning, designing and executing on the successful delivery of HR Services inclusive of talent acquisition and planning, performance management, labour/employee relations, reward and recognition, employee health, safety and wellness, organizational change and development.

2 Title of Position Page 2 JOB DUTIES AND ACCOUNTABILITIES 1. Human Resource Planning a. Leads the design and implementation of HR programs and processes into the business ensuring an effective, sustainable people strategy over the long term b. Collaborates with internal program leaders, addresses client concerns proactively, and ensures business compliance with HR programs as well as partners with business leaders to be accountable for the organizational health of the client group, and workplace climate. 2. Business Partner a. Provides human resources consultation to operational clients, serving as a key member of their leadership team to drive talent strategies that are aligned to CLBC s strategy. b. Partners with clients to build leadership and management capability that facilitates an open, inclusive, CLBC values-based workplace that enables the organization deliver its vision c. Provides business-specific feedback to the HR team for design and delivery improvement of client-ready solutions, that forward business goals and improve the HR service model. 3. Talent Acquisition and Planning a. Leads recruitment, retention and workforce adjustment activities on behalf of internal clients; provides advice and consulting support to ensure that talent acquisition processes are in compliance with collective agreement and applicable employment regulations and statutes. b. Conducts organizational diagnosis of critical talent pipelines and design and implement people strategies to mitigate mission critical roles. 4. Labour Relations and Policy Governance a. Provides guidance and counsel to client groups on issues related to collective agreement and legal compliance, organizational policies and procedures, and employee relations b. Promotes effective employer/employee relations by ensuring that management staff administer the collective agreement, apply discipline, and deal with grievances in a consistent and correct manner 5. Organizational Development and Change Management a. Researches and develops organizational effectiveness initiatives as part of planning to enhance performance and employee engagement levels (ie. team effectiveness, leadership development, recognition programs) b. Partners with and coaches leadership team to facilitate organization and culture change. Acts as a catalyst for building organizational effectiveness. c. Acquires business sponsorship for HR initiatives. 6. Performance Support a. Coaches and provides management with counsel and advice on individual performance management issues

3 Title of Position Page 3 7. Employee Health, Safety & Wellness a. Enhances individual and organizational performance by researching and developing programs consistent with organizational health, safety and wellness goals. 8. Total Rewards a. Provides compensation and benefits consultation to management in alignment with total rewards structure. 9. Other Related Duties as required. EDUCATION Undergraduate degree in a related discipline or completion of a certificate/post-graduate diploma in human resources or an equivalent combination of experience, education and/or training. Preference will be given to candidates with a CHRP designation

4 Title of Position Page 4 KNOWLEDGE, ABILITIES & SKILLS EXPERIENCE Minimum 7 years experience in a human resources, with a minimum of 3 years in a consulting/business partner role within a unionized environment. Experience in a public sector organization preferred. KNOWLEDGE Excellent knowledge and understanding of CLBC programs; planning and policy development processes; and procedures and legislation in assigned areas of responsibility. Demonstrated knowledge of human resource functions, principles, procedures, and practices and a thorough knowledge and understanding of collective agreement and related legislation. ABILITIES & SKILLS Effective project management skills and the ability to plan, organize, develop and coordinate CLBC s responsibilities. Strong client management, influencing skills, and proven success in credibility with senior business leaders. Demonstrated business acumen with the proven ability to identify key issues for the business and apply HR knowledge to drive solutions. Excellent organizational skills, a customer service orientation with excellent execution and follow through skills. Advanced communication skills required, facilitating issue resolution on a variety of matters between front-line line and headquarters staff and management. COMPETENCIES 1. Service Orientation is understanding the service needs of consumers and actively focusing on anticipating, meeting and exceeding the needs in a timely and appropriate manner. 2. Results Focus is taking action to achieve challenging goals or high standards. It is focusing on the desired outcomes, setting challenging goals, and taking action to meet or exceed them. 3. Teamwork and Co-operation is working co-operatively with diverse teams, work groups and across the organization to achieve group and organizational goals. This includes communicating effectively and collaboratively with others. 4. Change Leadership involves creating a new vision for the organization and taking the required actions to ensure that the members of the organization accept and support the vision. It generally requires the individual to be in a relatively senior or high level position, although this is not always the case. 5. Strategic Orientation is the ability to link long-range visions and concepts to daily work, ranging from a simple understanding to a sophisticated awareness of the impact of the world at large on strategies and on choices. 6. Empowerment is the ability to share responsibility with individuals and groups so that they have a deep sense of commitment and ownership. People who practice empowerment participate and contribute at high levels, are creative and innovative, take sound risks, are willing to be held accountable and demonstrate leadership. They also foster teamwork among employees, across government and with colleagues, and, as appropriate, facilitate

5 Title of Position Page 5 the effective use of teams. 7. Business Acumen is the ability to understand the business implications of decisions and the ability to strive to improve organizational performance. It requires an awareness of business issues, processes and outcomes as they impact the client's and the organization's business needs. 8. Partners with Stakeholders is the desire to work co-operatively with all stakeholders to meet mutual goals. It involves an awareness that a relationship based on trust is the foundation for success in delivering results. 9. Leadership implies a desire to lead others, including diverse teams. Leadership is generally, but not always, demonstrated from a position of formal authority. The "team" here should be understood broadly as any group with which the person interacts regularly. 10. Innovation and Change: supports and encouraging new ideas and approaches to enhance performance and results. It is embracing change, taking intelligent risks, and helping others to engage in the change process. 11. Holding People Accountable involves setting high standards of performance and holding team members, other government jurisdictions, outside contractors, industry agencies, etc., accountable for results and actions. 12. Conflict Management is the ability to develop working relationships that facilitate the prevention and/or resolution of conflicts within the organization. Special Requirements Applicant subject to a criminal record review I confirm that: Accountabilities/deliverables were assigned to this position effective; (Date). The information in this position description reflects the actual work performed. A copy has/will be provided to the incumbent(s). Name: Signature: Date:

Certified Human Resources Professional (CHRP) Competency Framework

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