Key essential skills are: Continuous Learning, Oral Communication, Problem Solving, Reading Text and Writing. Level 1. Level 2

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1 NOC: 0112 Occupation: Human Resources Professional Occupation Description: Responsibilities include the planning, organizing, directing, controlling, evaluating and operating of human resources and personnel departments. This can include development and implementation of policies, programs and procedures. Human Resources Professionals may also be involved in recruitment, collective bargaining, training and administration of payroll and benefits. Key essential skills are: Continuous Learning, Oral Communication, Problem Solving, Reading Text and Writing. Essential Skills Reading Text* Writing * Document Use Computer Use Oral Communication* Scheduling or Budgeting and Accounting Data Analysis Numerical Estimation Job Task Planning and Organizing Decision Making Problem Solving* Finding Information Working with Others Continuous Learning These Essential Skills are not ranked by complexity level. The skill levels represented in the table above illustrate full skill ranges for experienced workers in their roles, and not for individuals preparing for entrance into this occupation for the first time. Below are examples for each essential skill category representing a sampling of the possible duties and tasks for this role within the industry and the corresponding essential skill level. All examples will not necessarily apply to every organization. Reading Text Review résumés, job descriptions and competency profiles in order to make appropriate recommendations with regard to recruitment, selection and career development. ( 2)

2 Read memos from internal managers to determine areas of concern and to strategize solutions. ( 2) Ensure that Requests for Proposals (RFPs) for contracted work meet organizational priorities and standards. ( 3) Review human resources information policies and information security measures to ensure any required or appropriate adjustments are taken into consideration. ( 3) Review performance evaluations and provide guidance about ongoing performance improvement in the workplace. ( 3) Consider training needs assessments and current curricula to ensure that the training agenda and activities are appropriately aligned to best meet the needs of the organization and workforce. ( 3) Review Workers Compensation Board (WCB) regulations in order to ensure compliance with legislation and to ensure effective claims management and control strategies are in place. ( 4) Review contracts and collective agreements and provide advice to organization regarding employee relations. ( 4) Review documentation regarding compensation and benefits in order to assess total compensation. ( 4) Consider legislation, arbitration results, labour board reports and legal decision in order to provide guidance on labour management interactions. ( 5) Writing Develop measurement criteria for team performance including system evaluation and implementation. ( 3) Analyze legislation and draft commentary providing guidance and insight about applying the legislation. ( 4) Create assessment tools for career development options. ( 4) Develop human resources information management needs with consideration to future organizational needs. ( 4) Create, analyze and summarize collective bargaining strategies. ( 4) Write articles for employee bulletins or organizational newsletters. Write and analyze training needs assessments including recommendations for addressing identified gaps. ( 4) Write policy papers on a variety of human resources matters to provide guidance and recommend best practices. ( 4) Document Use Complete forms such as staffing, termination or benefit applications. ( 1) Create budget forecasts. ( 1) Decipher pay schedules and salary tables. ( 2) Review organization charts, process charts and employment contracts. ( 3) Assess data obtained from surveys. ( 3)

3 Computer Use Complete programming or systems/software design. ( 2) Use databases. ( 2) Use electronic spreadsheets. ( 2) Use a variety of software for communications, bookkeeping, accounting, graphics and statistical analysis. ( 2) Use word processing software. ( 2) Oral Communication Review position requirements with management to offer advice on development and succession planning. ( 2) Provide advice regarding bargaining and arbitration issues. ( 3) Provide support to employees through restructuring processes. ( 3) Provide guidance to managers with regard to disciplinary processes and performance management. ( 3) Interact with labour and management to provide input into contract negotiations and language and to assist with identifying strategies for positive labour-management relationships. ( 3) Communicate with the medical community to identify opportunities to provide modified work environments to assist with gradual or modified return to work planning for employees. Utilize this information to further refine internal policies. ( 3) Provide assistance and support to employees with regard to training opportunities and career development that will meet the needs of the individual as well as the organization. ( 3) Conduct interviews for senior positions with consideration to the candidate s ability to contribute to strategic business goals. ( 3) Influence management and colleagues via presentations. ( 3) Mediate internal disputes and build consensus while negotiating solutions. ( 4) Scheduling or Budgeting and Accounting Compile project costs including critical path information with regard to money, people and timelines. ( 2) Assess costs of compensation and benefit options. ( 3) Review and interpret financial statements, assessing the financial status of the organization and the impact on human resources strategies and plans. ( 3) Conduct cost-benefit analysis of organizational and employee needs and preferences as compared to benefit and pension plan offerings giving consideration to tax implications and funding. ( 3) Assess the rate of investment on programs in order to conduct long range human resources planning. ( 4)

4 Data Analysis Analyze and assess employment equity reports to ensure the organization is compliant. ( 4) Conduct benchmarking of performance measurements using comparative data. ( 4) Numerical Estimation Assist in succession planning by performing analysis and estimation of the costs of early retirement incentives. ( 3) Conduct an estimation of training costs for a variety of programs in order to accommodate long range training plans. ( 3) Job Task Planning and Organizing Organize and prioritize job duties with a wide variety of deadlines and flexibility, with consideration to the potential for frequent interruptions and the need to reprioritize or delegate. Consideration must be given to the impact on the work plans of others. Sequencing of work must take into account the impact on organizational effectiveness and employee performance. Human resource professionals play an important role in strategic planning by tabling concerns from the business units..( 4) Decision Making Determine the merit of complaints of discriminatory action and identify the appropriate course of action. ( 2) Identify the appropriate processes for conducting staff transfers, secondments, reassignments and terminations. ( 3) Determine the most appropriate grievance settlement options for the short and long term needs of the organization as well as strategies to most effectively influence corporate decisions in this regard. ( 4) Problem Solving Identify gaps in skill resources, report on the situation and identify strategies to resolve. ( 2) Investigate staffing issues, determine the underlying reasons and establish solutions. ( 3) Mediate union and management conflict with regard to labour relations issues. This may involve determining that a third party review is needed. ( 3) Investigate complaints of misconduct and seek solution as appropriate or determine if further escalation or judicial review of the solution is required. ( 4) Utilize problem solving processes in order to ensure issues are being fully reviewed and considered. ( 4)

5 Finding Information Gather information from employees with regard to career goals and use this information to provide guidance and assistance. ( 1) Review salary information and compensation and benefits packages to report on trends. ( 2) Gather information and data concerning incidents to confirm validity of claims. ( 3) Collect information on grievances, case law, appeals and collective agreements from reports and other supportive documentation either from the internet or in hard copy format. ( 3) Investigate and gather information in order to resolve discrepancies in reporting. ( 4) Consider legislation and established standards in order to be knowledgeable about the scope of labour relations cases. ( 4) Working with Others Work as team members in both internal and external working groups. Participate in industry-wide professional organizations, boards and with colleagues both within the organization and externally. Serve as team leaders and as internal consultants on committees, boards and projects. In these capacities, may facilitate the organization to go in strategic directions. May serve as counsellors or mentors when coaching employees. Develop and facilitate training to managers regarding specific content areas such as new legislation, collective agreement provisions or recruitment and interview techniques. Participation in supervisory or leadership activities o Participate in formal discussions about work processes or product improvement. o Make suggestions on improving work processes. o Monitor the work performance of others. o Inform other workers or demonstrate to them how tasks are performed. o Orient new employees. o Make hiring recommendations. o Make hiring decisions. o Select contractors and suppliers. o Assign routine tasks to other workers. o Assign new or unusual tasks to other workers. o Identify training that is required by, or would be useful for, other workers. o Deal with other workers' grievances or complaints. Continuous Learning Further education via opportunities such as community college and university courses. Leverage on-the-job initiatives as well as networking and professional liaisons. Upgrade computer skills through a mixture of courses, networking and tutorials. Attend professional conferences and seminars.

6 Review professional journals to stay abreast of best practices and emerging trends in the human resources field. Continually upgrade and diversify skills and knowledge that will demonstrate value in serving the strategic human resource needs of the organization.