HR Consultant

2 weeks ago

Regina, Canada Saskatchewan Government Insurance Full time

Do you value integrity and innovation? How about passion and caring? Great Us too, and that's why you'll fit right in. Our intentional culture promotes trust and participation, encouraging you to bring your heart and mind to work every day.

Out-of-Scope

Business Unit/Location: -Regina (Head Office)

Work Location: 100% in the office

Key Accountabilities

Note: This section is not intended to be an exhaustive list of duties and responsibilities - other duties and responsibilities may be assigned.

Development, Design and Delivery of Programming- Researches programming based on organizational needs and consults with PRM’s, leaders and stakeholders at all levels, to identify requirements; conducts needs assessments and presents findings and recommendations to leaders/stakeholders.- Designs, delivers, and manages programming that is aligned to HR frameworks on organizational needs. Recommends and applies a diversity, equity and inclusion lens to all content (i.e. design tools, processes and procedures associated with program):
- Customizes program and materials as required-
- Works with external vendors and consultants as identified-
- Defines outcomes and evaluation criteria and measurements-
- Conducts a pilot and evaluation-
- Supports the creation of programs to respond to structure/role changes requiring additional support to assist in adoption of a change; may uncover organizational design issues through succession/strategic planning and collaborate with leaders and OCM to provide support.- Supports OCM and PRM’s in the delivery of organizational design work including the creation of the organizational design tool kit and process.

Team Effectiveness- Consults and collaborates with other HR departments and leaders to understand concerns and issues, determine gaps, and agree on an approach/plan to deliver the solution/service to enhance team effectiveness.- Proactively conducts diagnostics to determine team effectiveness issues and design tools to provide solutions; consults with leaders to identify and understand organizational effectiveness issues and develops plans to determine mitigation tactics/approaches.- Supports and facilitates team management discussions to enhance team effectiveness using existing tools and assessments). Advises ER when a conflict has been identified that requires their support.-
- Supports other HR areas in investigations/interventions and assists with compiling information or data to inform development and other plans.- Uses data from various sources including surveys to provide insight and drive program changes or enhancements.

Corporate Leadership and Employee Experience- Creates leadership development plans as part of the succession process.- Provides coaching support to management (on their own performance and development) and support for management to deal with performance development of their team (prior to Employee Relations being involved).- Researches leadership tools and assessments for use in leadership development; administers and debriefs assessment tools to support leadership development.- Collaboratively creates and manages senior leadership and management coaching and mentoring programs for leadership development purposes.- Manages external coaching assignments (connected to development plans), including the tracking and required follow up.- Leads the design, implementation, evaluation, and evolution of an employee experience program.- Oversees and ensures effective management of employee experience and engagement program including:
- Liaises with vendor to ensure efficient and accurate design and administration of surveys-
- Establishes and maintains vendor contract-
- Understands results and can confidently deliver corporately and divisionally and integrate company outcomes-
- Supports engagement action planning and specialized activities where required-
- Maintains reporting requirementsCulture Strategy Reinforcement and Advancement- Works with the Culture and Diversity Equity & Inclusion Committees to advance the culture within SGI.- Leads the strategic culture program and annual reinforcement plan that supports organizational transformation; ensures diversity, equity and inclusion is an underlying component of culture programming.- Collaborates with the Culture Committees and to research, define, establish, evaluate and review the culture outcomes and measurements in order to meet strategic direction.- Researches areas requiring focus and brings recommendations to Manager to action to ELT and Culture Steering Committee. Initiates corrective action to ensure the continuous advancement and evolution of culture.- Identifies and designs plans to support ongoing development of groups that are experiencing challenges with driving culture forward and facilitates discussions to support the plans.- Ensures the corporation’s desired-state culture is integrated in all HR programming (competencies, coaching, learning, etc.).

Performance Management- Researc

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