Human Resources Coordinator

**General Job Responsibility**

**Accountability**

This position reports directly to the Chief Administrative Officer.

**Specific Job Responsibilities**

1. Responsible for the recruitment of all Municipality employees including full-time, part-time, casual, seasonal, union and non-union which shall include job postings, shortlisting of applicants, development of screening matrixes, setup and facilitation of all interviews, providing support for the development of interview questions ensuring compliance with legislation, completing reference checks, preparing letters of offer or employment contracts, and carrying out the onboarding of each new employee including an occupational health and safety orientation.

3. Advises the Director of Finance in writing when an employee’s employment situation changes which may be impacted by discipline affecting payroll, merit increases, change in pay rates, union dues deductions, or medical, health or pension contributions, new employee hires or terminations including assisting with records of employment, leave of absences, and providing input into proposed annual budget allocations for staffing.

4. Leads the Municipality’s collective agreement negotiations team when a collective agreement is up for renewal, including researching similar agreements recently approved and legislative changes since the last agreement approval, works with Director of Municipal Operations and Chief Administrative Officer in the development of the Municipality’s management proposal, facilitates the negotiation process with legal counsel, and prepares the final union contract for circulation to all members and senior staff.

5. Reviews all union grievances for compliance with the current collective agreement and provides advice to Director of Municipal Operations and Chief Administrative Officer with respect to options to settle the matter or risks associated with agreeing to the grievance and the future issues and liabilities with doing so.

6. Oversees the development of Municipal-wide and individual training plans for all employees and Council members, focusing on employment related functions as they pertain to the workplace, diversity and inclusion, respectful workplace, violence on the workplace, indigenous and African Nova Scotia awareness and understanding, occupational health and safety, educational opportunities and required qualifications for future employee growth and promotions.

7. Acts as the Municipality’s staff member responsible for supporting supervisory staff with coaching and mentoring strategies, leadership actions, development of employee engagement plans, helping to solve difficult employee situations with recommendations for remedial training, educational supports, reading materials, along with the development of required documented reports, forms, or contracts, and participates as an independent witness to meetings with staff, including when union representation is present.

8. Assists Chief Administrative Officer and Directors with the development, revision, or updating of employee job descriptions in their department when required, or no less than every three years, focusing on improving the connection between what the employee is now, or will soon be, required to do and the current and future education and skills required to be successful.

9. Supports employees with required forms and processes when an employee requires access to worker compensation benefits, short or long-term medical leave, leave of absences, long term disability, or access to pension funds, including the ongoing provision of pension benefits of Mountains and Meadows long term care facility.

10. At least triennially, undertakes a comprehensive compensation review of all municipal employee positions including benefits, to determine the Municipality’s position in relation to similar municipalities, and thereafter makes recommendations to the Chief Administrative Officer for changes, adjustments or amendments to benefits or benefit plans with full costing for each option provided.

11. Develops and carries out an employee satisfaction or happiness survey every quadrennial to determine areas of strength and weakness in the Municipality’s support of employee growth and development, workplace culture, training and development, along with recommendations to Chief Administrative Officer for improvements from survey results.

12. Prepares and maintains a formal succession plan for all key municipal employee positions, ensuring that those staff with opportunities for promotion are afforded training and development opportunities, mentoring and coaching from current staff, and have robust performance management plans in place to support their future career advancement.

13. Annually reviews all municipal personnel and human resource policies to ensure they are up-to-date and reflect current legislative requirements and diversity and inclusion wording and phrasing, to ensure the Municipality is a supportive