OPPORTUNITY PROFILE. Chief Human Resources Officer

Transcription

1 OPPORTUNITY PROFILE Chief Human Resources Officer

2 THE ORGANIZATION CALGARY POLICE SERVICE The Calgary Police Service (CPS) supports the vision for Calgary to be a great place to make a living, a great place to make a life. Through the Action Plan, CPS is addressing all five Council Priorities through the Commitments, Strategies and Actions. A prosperous city: Focusing on partnerships that address crime and public safety needs, the CPS can help ensure that Calgary remains a safe and attractive place to live, work and raise a family. A city of inspiring neighborhoods: Ensuring Calgarians are safe in neighborhoods across the city is a priority for CPS. The CPS has a strong community policing philosophy that addresses the needs of all citizens through crime prevention and education, crime reduction and early intervention, and enforcement. A city that moves: Through a comprehensive traffic safety plan that aligns with the strategies of other City departments and community groups, the CPS will support the safe movement of people and goods throughout the city. A healthy green city: Through robust environmental initiatives, CPS has a strong commitment to conserve and protect the environment. A well run city: The CPS will ensure the best service possible to our community by improving how we do business and providing members with relevant training, skills, and technology. Over the coming years, the CPS will continue to address the needs of our growing city through: Leveraging technology to create further operations efficiencies which will allow our members to focus more effectively on community concerns and crime issues. Continuing to reduce crime through crime prevention, intervention and reduction programs. Finding efficiencies to increase levels of service and improve recruitment opportunities. Delivering effective and relevant training to our members. Providing health and wellness support for members that ensures the CPS is best positioned to confront crime and ensure citizen safety. Key components of community policing include understanding and addressing the needs of citizens. Apart from the City s formal citizen engagement the CPS utilizes several avenues to communicate with the public such as social media, public interactions, and building robust relationships with community members through the diversity resource officers. In addition, the Calgary Police Commission conducts a citizen survey annually that helps the CPS to understand citizen needs and perceptions. THE OPPORTUNITY CHIEF HUMAN RESOURCES OFFICER Reporting to the Deputy Chief, Bureau of Corporate Support, the Chief Human Resources Officer (CHRO) is a new position that forms part of the Executive Operations Council. The CHRO is responsible for developing human resource strategies for both sworn and civilian employees that support service-wide goals and objectives and overseeing the implementation of those strategies. This position provides leadership and recommendations to CPS Executive on human resources programs, policies and services including the functional areas of workforce planning; HR information management, HR analytics and reporting; diversity and inclusion; recruitment and talent management; learning and development; organizational effectiveness; health, safety and wellness; performance management; and employee and labour relations. It is also responsible for developing and monitoring the division budget and resources, and supporting and coaching section leads within the division. This position builds partnerships across CALGARY POLICE SERVICE Chief Human Resources Officer 1

3 the Service; collaborates with other police agencies, City HR, and provides reporting to the Calgary Police Commission. The CHRO has six direct reports Manager of Health, Safety and Wellness; Inspector, HR Operations Section; Inspector, Chief Crowfoot Learning Centre; Manager, HR Business Advisory Section; Staff Sergeant, Driver, Safety and Compliance; and one Administrative Assistant. He/she will provide leadership to five distinct units with over 100, unionized and non-unionized, sworn and civilian, staff. Key Result Areas Strategic Direction and Consulting Develop, implement and manage CPS human resources strategic plans, programs, policies and services considering applicable legislation, collective agreements and administrative requirements. Build HR business acumen within CPS leadership and provide advice and recommendations by understanding operational business drivers, the work environment, and management and employee needs. Change Management and Project Sponsorship Advocate and champion change leadership, articulating and communicating a shared future vision. Act as project sponsor for human resources projects including: providing guidance on vision, mandate and expectations; approving the project charter; providing guidance and decisions to the project manager on escalated issues; overseeing engagement and issue management with CPS Executive. Monitor emerging trends and keep current on best practices in human resource management. Business Planning and Budget Develop and monitor business plans, resources and budgets to ensure successful achievement of CPS strategic goals and objectives. Provide direction on work priorities with competing resource demands and emerging issues. Relationship Management Develop and maintain partnerships with CPS operations and corporate services by participating on management teams and stakeholder committees. Develop and maintain relationships with unions and associations. Manage the relationship with City Human Resources business unit including Labour Relations, Talent Management, Total Rewards etc. Collaborate with other police agencies on issues of mutual interest. Team Leadership and Development Foster an engaging and productive work environment. Hire, coach, and assign resources to meet division objectives. CALGARY POLICE SERVICE Chief Human Resources Officer 2

4 Manage the performance of direct reports by setting expectations, supporting development and providing regular feedback. THE PERSON Required Qualifications University degree in business, social sciences, human resources, or related field. 10+ years providing HR advice, guidance and leadership, ideally in a large municipal, government or unionized environment. In progressively senior roles from both an operational and corporate perspective with at least 5 years at a senior management level. CPHR or equivalent designation is an asset. Proven ability to implement strategic change while maintaining strong relationships with internal and external stakeholders. Experience leading major culture change initiatives and project management is required. Strong communicator with political acumen. Strategic leader that is diplomatic, accountable, and results-driven. Experience with a range of HR specialty areas (OH&S, LR, Workforce Planning, etc.), relevant legislation (FOIP, OH&S, Human Rights, etc.), and collective agreements preferable. Competencies and Personal Characteristics The successful applicant must be able to demonstrate the following competencies: Cognitive Capacity Possesses the ability to understand and respond effectively to the complexities inherent in a police service and will have a strong ability to deal with complex and divergent human resources issues and how these impact the police organization and policy development. Strategic Leadership Cognizant of a variety of factors that will influence the success of strategies and policies implemented. Able to coach or mentor colleagues to understand the bigger picture and work collaboratively to define and deliver key business solutions and results. Exceptional at anticipating the consequences of their strategies. Makes things happen and gets things done. Known for their ability to accomplish objectives. Change Agent Responds to challenges with innovative solutions and policies, and will demonstrate a willingness to question conventional wisdom as a means of serving both internal and external customers. Proven ability to challenge cultural paradigms. Interpersonal Relations Interacts effectively with all stakeholders. Interactions are based on respect and an appreciation that people with varying backgrounds and viewpoints enrich the organization. From a team work perspective, solicits and provides information that could affect planning or decision making by encouraging others to offer their ideas or opinions, and works with partners to create policies that support an integrated delivery of service. Utilizes a high degree of collaboration and diplomacy to make decisions that best meet the needs of CPS and the community. CALGARY POLICE SERVICE Chief Human Resources Officer 3

5 Communication Communicates in a compelling and articulate manner that instils commitment and confidence. Uses a variety of communication vehicles to foster open and honest communication within CPS and across the civic service. Able to effectively deliver complex messages to both technical and nontechnical audiences. Able to communicate the value of HR services and the reasons for organizational change. Ethics and Values Treats people fairly and with dignity. Is willing to admit mistakes, even in the face of adverse consequences. Their principles act as an internal compass to guide their behavior, allowing them to uphold the personal, social, and ethical norms of CPS. COMPENSATION A competitive compensation package will be provided including an attractive base salary and excellent benefits. Further details will be discussed in a personal interview. FOR INFORMATION PLEASE CONTACT: Allan Nelson or Heather Fookes Davies Park 530, Avenue SW Calgary, AB T2P 5L5 Phone: (403) calgary@daviespark.com Additional information can be found at: CALGARY POLICE SERVICE Chief Human Resources Officer 4