OMRHA FALL CONFERENCE 2011 HUMAN RESOURCES AS CONSULTANT

Transcription

1 OMRHA FALL CONFERENCE 2011 HUMAN RESOURCES AS CONSULTANT City of Mississauga's Strategic Business Partner Model Sharon Willock Director of Human Resources

2 Strategy Review Process 1. Conducted internal/external scans 2. Surveyed internal customers 3. Conducted HRLT Planning retreat 4. Drafted new People strategy framework 5. Obtained Leadership Team endorsement 2

3 SURVEY SAID! Areas HR Needs to Focus On Team 300 HR Staff Compensation Communication of the new strategic plan Recognition / need to celebrate wins Recruitment time Being more proactive On boarding PMP Communication Retention Role Clarity Job Evaluations Work-life balance / workload Training and development Career / Succession planning Metrics / statistics More HR staff Silos Positioning new employees for success Motivating workforce to achieve objectives 3

4 City s Mission The City of Mississauga's values are fundamental to the relationships we have with all our stakeholders and serve as the guiding principles for the City s corporate decision-making process. The public trust we uphold. The open and responsive manner in which the City is governed. The quality of life we provide Mississauga tax payers. Delivering the right services that add value to our citizens' lives. City of Mississauga People Strategy City s Pillars for Change ALIGNMENT ALIGNMENT Vision: Mississauga will inspire the world as a dynamic and beautiful global city for creativity and innovation, with vibrant, safe and connected communities; where we celebrate the rich diversity of our cultures, our historic villages, Lake Ontario and the Credit River valley. A place where people want to be. The delivery of excellence. Mississauga will achieve excellence in public administration and deliver services in a superior way, at a reasonable cost. ALIGNMENT People Strategy Priorities 1. Talent Management 2. Healthy Workplace 3. HR Strategic Business Partnership Objectives: Healthy Workplace Develop a Comprehensive Wellness Strategy Review the Safety Program Further Develop Creative and Flexible Benefits Program Further develop the Respectful Workplace Policy/Program Objectives: Talent Management Develop proactive workforce planning recruitment and engagement strategy which includes diversity Further develop on boarding program Develop total rewards Strategy Review Performance Management Program Further develop succession planning to include all staff levels Enhance employee development/leadership development HR Strategic Business Partnership Objectives: Outcomes: Employer of Choice/Innovation/Change Ready EMPLOYEE COMMUNICATION FRAMEWORK Facilitate culture change Support change management Support departments with organization structure/job design/role clarity Develop and report on HR metrics Review HR org structure, HR systems resources, work processes, clarify roles. Establish HR competencies and support HR employee development re: HR Strategic Business Partnership (HRSBP) 4

5 The NEW HR STRUCTURE

6 Restructuring Objectives Feel like one seamless function to our clients Maintain the positive business partner aspects of the dedicated HR model. Gain the benefits of both centralized infrastructure and decentralized decision making Enable rapid formation and dissolution of teams that can quickly deliver HR solutions Maximize existing talent Position corporation for future HR process automation 6

7 Desired Outcomes Be a better business partner; especially on strategic business initiatives Improved agility, flexibility and responsiveness Better managed and balanced workloads Improved HR job role clarity and reduced function duplication Consistent and efficient delivery of both standardized and customized HR solutions 7

8 NEW HUMAN RESOURCES ORGANIZATION STRUCTURE 8

9 STAFF * Labour Relations/ Employee Relations * Recruitment 9

10 STAFF STAFF 10

11 STAFF STAFF STAFF 11

12 STAFF STAFF 12

13 Organization Design By Function HR Division Shared Services HR Administration Transactions Processing General Enquiries Strategic Business Partners Supporting Strategic Business initiatives Consulting, Diagnostics & Strategy Staffing & Recruitment Employee Relations Center of Expertise Compensation & Benefits Metrics & HRIS Labour Relations Employee Health & Disability Management Health & Safety OD & Education People Planning 13