Human Resources Specialist, Staffing and Recruitment - (14 Month Term)

Transcription

1 Career Opportunities Human Resources Specialist, Staffing and Recruitment - (14 Month Term) Department: Human Resources Location: Winnipeg Number of Openings: 1 Grade: 6 ($59,924 - $74,024) Closing Date: 19/06/16 Description The Human Resources Specialist, Staffing and Recruitment, administers HR programs and services that support the mandate of the CMHR and allow the organization to attract, develop, motivate and retain a talented, engaged and diverse workforce. Reporting to the Director of Human Resources, this position offers expert consultation services and assistance related to human resource management programs and policies with specific focus in the areas of staffing and recruitment, job evaluation, employment equity, and official languages. The Human Resources Specialist participates in the development, implementation and promotion of related human resources policies and procedures, and ensures compliance with internal policies and procedures as well as contractual or legislative requirements. The Human Resources Specialist also assumes responsibility for special projects. Provides backup to the Human Resources Specialist, Employee and Labour Relations. Key Responsibilities Attraction and Retention

2 Oversees all phases of the CMHR recruitment process, including receipt of staffing requests, receipt and tracking of staffing approvals, preparation of job descriptions, creation of advertising plans, conduct of interviews and background checks, and preparation of offer letters. Ensures that records are created for staffing actions and that all records are documented and kept up to date. Ensures that the process is carried out in accordance with established procedures and relevant legislation. May include assigning recruitment files or activities to other members of the HR team. Manages staffing competitions. Assists managers to define position requirements and potential sources of applicants. Provides advice and guidance to managers and supervisors during the pre-selection and staffing process: plays a lead role in the establishment of criteria for the position; screening and short-listing of candidates; preparation of questions and other evaluation methods; references and background checks; linguistic evaluations, and other related tasks. Works with the Administrative Assistants to receive administrative support for scheduling interviews, tests, and preparing any and all interview documents. Prepares letters of offer; makes recommendations on compensation and ensures consistency with corporate policy and internal equity. Responsible for the effective use of the CMHR s Applicant Tracking System (Taleo). Ensures maintaining current competition data; may require occasional preparation of analysis and reports. Ensures that all documentation pertaining to new and/or updated job descriptions is maintained and kept current. Updates organizational charts. In conjunction with the Employee Development Specialist, plays a key role in new employee orientation. Conducts group presentations to orient new hires to the museum, its background and objectives, and its HR practices. May contribute to individual orientation plans. Has input into content of and delivers training for managers on Attraction and Retention (e.g., Effective Recruitment Training). Stays abreast of trends, developments and new initiatives in the area of Attraction and Retention Attends Job Fairs when appropriate, but particularly when and where the four designated groups will be present or participating. Regularly contact various associations or cultural communities during the staffing process to ensure that we attract qualified members of the four designated groups. Receives calls, requests and/or correspondence for the HR department concerning employment opportunities, practicums, etc. and carries out the necessary follow-ups and/or directs the calls, requests, or materials to respective departments. Promotes and oversees the student employment, co-op and/or internship programs; provides advice to managers in line with the student employment directives verifies the availability of budget with finance and prepares letters of offer.

3 Job Evaluation and Classification Provides guidance to managers to the creation and/or update of job descriptions. Ensures that all jobs have job descriptions are up-to-date. Schedules and conducts job evaluation when new job descriptions are created or a job changes materially. Reviews the job description, applies appropriate references and comparability to determine the appropriate level of evaluation and performs the final analysis of the position s rating. Official Languages Assists HR members with bilingual recruitment by conducting interviews or establishing selection criteria. Coordinates linguistic testing and obtains results; updates information in HRIS. Conveys results to the employee s immediate supervisor who communicates the results to the employee. If required results are not met, discusses with Director, Human Resources and determines available options offered to employees. Assists with the identification of language training needs and makes recommendations. Follow-up on letters of offer with linguistic conditions, and organizes testing with third party provider for those employees; obtains results and ensures necessary follow-up Assists in the preparation of the annual report on Official Languages, compiling data on language training and validation, following up on information when requested to complete the report. In conjunction with the co-chair of the CMHR s Official Languages Advisory Committee and CMHR s Official Languages champion, makes recommendation on the adaptation of the CMHR s Official languages policy. Provides advice and counsel to management and employees on the interpretation of the Official Languages Act and the CMHR s Official Languages policy and ensure compliance with legislation and advices on the interpretation of the Act. HR Planning, Policies and Programs Advises managers and employees on application and interpretations of HR policies. Takes an active role in developing HR policies and procedures that support a workplace that is respectful, inclusive, and impactful. May provide advice and counsel to managers on matters related to performance management (i.e., it is identified that an employee is not meeting his/her objectives or developing the required competencies of the position);

4 includes assisting in the preparation of Performance Improvement Plans and related documentation as per the CMHR s Performance Improvement Policy. Provides training and guidance to managers and employees on performance management; provides advice on the setting of goals and development plans; coaches managers to apply effective performance management and tracking practices throughout the year. Takes a lead role in the development and implementation of the CMHR s Inclusive Workplace Strategy., Tracks progress to the plan, and, in conjunction with the Pay and Benefits Specialist, prepares and analyzes Employment Equity Data. Participates on an annual basis in the creation of the Human Resources Department Plan, which includes the establishment of the goals and objectives for the coming year. Assists the HR Director in the implementation of special HR projects and initiatives related to the plan; may include collecting information, communicating with in-house and outside contacts, conducting research and analysis, and ensuring the completion of projects within the required time limits. Provides occasional backup to the Human Resources Specialist, Employee and Labour Relations Required Qualifications Education at the post-secondary level including formal Human Resources training (e.g., completion of a HR certificate or degree), and at least 7 years in an HR role, or an equivalent combination of applicable experience and education Proven experience as a recruiter; demonstrated ability to execute recruitment plans that result in the attainment and retention of top talent Proven experience acting as a human resources consultant to managers and employees, including experience successfully managing difficult and sensitive employee relations issues including discipline, terminations, leave of absences, and health related issues Experience evaluating jobs using a job evaluation system Proven experience accessing and interpreting HR legislation (e.g., Canada Labour Code, Employment Equity Act, Canadian Human Rights Act, Official Languages Act) Demonstrated ability to balance competing projects, multi-task, manage multiple projects simultaneously Strong writing skills in both French and English: demonstrated ability to prepare sensitive correspondence, policies, reports, and general communications Proficiency with Microsoft Word, Excel, and Office Suite

5 Ability to communicate with proficiency in both official languages, written and oral Desired Qualifications The CHRP designation (or currently pursuing the CHRP) Education at the graduate level in a related field Knowledge of HR best practices, gained through direct involvement and through study Experience working for or providing service in the public sector Experience with an on-line Applicant Tracking System and/or HRIS Attributes Self-starter, takes initiative Flexible; able to work under changing priorities and deadlines Ability to manage various projects or programs at one time and under tight timelines Strong organization skills with exceptional attention to detail Integrity focused on producing a high quality and credible outcome Strong analytical skills Ability to work both independently and in a team environment Able to coach and motivate people to results Strong analysis skills; can present a solid and well-founded business case Superior interpersonal skills Discretion, tact, initiative and sound judgment Excellent client relationship, project management, negotiation, and problem solving skills Official Language Proficiency: CCC Written Comprehension, Written Expression and Oral Proficiency in French, Level C (advanced) Working Conditions and Physical Demands Work is in an office environment

6 May require long periods at a desk, reading of lengthy documents, and time in front of a computer. Conditions of Employment Security Screening Level - Reliability Status