HR Advisor

3 weeks ago

Ottawa, Canada Tungasuvvingat Inuit Full time

**Career Opportunity**

**Internal /External**

**Human Resources Advisor**

**Full Time, Term for 2-Years**

It is the mission of Tungasuvvingat Inuit (TI) to broadly provide Inuit-specific programs that contribute to the health and wellbeing of Inuit and to encourage and support similar programs for Inuit across the country. With over 30 years of highly successful experience in crafting the design, development, and delivery of a wide range of effective, client-centered services, TI continues to deliver quality programs and services that directly benefit our growing urban Inuit population.

Provides HR generalist support to Tungasuvvingat Inuit (TI). The Human Resources Advisor provides support in all functional areas of human resources, including performance management, recruitment and selection, classification, compensation, attendance management, and supporting the development and implementation of HR programs and processes. In assessing and making recommendations concerning performance and attendance management issues, the Human Resources Advisor will identify the relevant issues, perform fact finding, and identify any risks or issues for consideration. Escalated employee relations concerns will be addressed in consultation with the Director, Human Resources.

**Performance Management and Employee Relations**
- Provides confidential and timely performance management and employee relations support to

management/supervisors by providing policy interpretation and advice, advising managers on Employment

Standards and other legislative requirements, identifying issues for consideration, and determining risks and making

recommendations to mitigate these.
- Supports managers with issues identification and resolution.
- Supports managers in performing fact finding/investigations into workplace conduct issues and responding to formal Harassment and Discrimination complaints.
- Develops documentation to support performance management, such as scripts, coaching/performance

improvement plans, expectations letters, and disciplinary letters.
- Supports the Human Resources Advisor in attendance management by consulting on attendance patterns and

determining if there are disability management considerations.

**Recruitment and Selection**
- Consults with the hiring manager to ensure that the job description and the classification are up to date.

where to advertise, advertising budget, and recruitment timelines.
- Develops and implements creative recruitment strategies for difficult to recruit to positions and/or job locations.
- Provides support to hiring managers in determining qualification equivalencies, drafting job advertisements,

screening applicants, chairing the interview panel, assessing applicant suitability in accordance with the position

requirements, making recommendations to the hiring manager, completing pre-employment checks (e.g. references,

ensuring vulnerable sector checks are completed, driver’s abstracts, etc.), determining starting salary, reviewing the
- Identifies any issues that may impact TI practices to the hiring Manager and the Director, Human Resources.

**Classification and Compensation**
- Supports managers in creating and updating job descriptions, including consideration for minimum qualifications and the team’s requirements.
- Reviews new position job descriptions (including performing job audits) in accordance with TI’s classification system and confirm that existing positions are appropriately classified and have not changed substantially since they were last reviewed.
- Educates managers on TI’s classification system and how positions are evaluated.
- Communicates classification decisions to managers and employees.
- Ensures that the integrity of the classification system is maintained and that positions are reviewed based on the

scope of the role as compared to existing benchmark positions.
- Participates in organization-wide or department-wide classification reviews.
- Makes compensation recommendations within the established range for the position by considering the applicant’s experience and education, while also considering market competitiveness and internal equity to ensure that salary recommendations are appropriate and equitable. Identifies compression and compensation concerns to the Director, Human Resources.

**Attendance Management**
- Provides confidential and timely attendance management support by providing policy interpretation and advice.
- Advises managers on Employment Standards and other legislative requirement.
- Identifies issues for consideration and determines risks and provides recommendations to mitigate these risks.
- Develops documentation to support attendance management, such as scripts, physician questionnaires and

expectations letters.
- Supports attendance management by reviewing attendance reports for patterns, determines if there are disability

management considerations, and supports the manager in discussing attendance wit

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