Human Resources Consultant

**EPCOR Utilities Inc.**

**Stratum 2 Individual Contributor**

**SECTION 1: IDENTIFICATION INFORMATION**

Position Title

Human Resources Consultant

Job Family and Level

PBS-3

Business Unit/Shared Service Group

Human Resources

Department or Facility

HR Operations

Stratum of Position

Stratum 2

Union and Classification (if applicable)

**Title**

**Stratum**

Immediate Manager

Senior Manager, Human Resources

S3

Manager Once Removed

Director, HR Operations

S4

**SECTION 2: PREPARATION AND APPROVAL INFORMATION**

Prepared By:

- Name

Position Title

Senior Manager, Human Resources

Date

July 31, 2014

Approved By (Manager of Position):

- Name

Position Title

Senior Manager, Human Resources

Date

Approved By Manager Once Removed (On recommendation of Manager):

- Name

Mark Johnson

Position Title

Director, HR Operations

Date

July 31, 2014

**SECTION 3: **

The Human Resources Consultant is accountable for providing HR Consulting services within a specific BU or SSG and developing business partnerships with the management team. This includes both ensuring the delivery of all front line HR services to the business (job evaluation, recruitment and selection, employee and labour relations, talent management, compensation); partnering with front line managers to find resolve to complex workforce issues and providing BU feedback to specialist groups within HR; and achieving the required outcomes with time spans (longest target completion time) of up to 3 - 12 months.

The Human Resources Consultant is accountable to the Senior Manager, Human Resources, and operates within the context and prescribed limits established by the Senior Manager.

**SECTION 4***:
**POSITION SPECIFIC ACCOUNTABILITIES**

Please list the 10 - 12 major accountabilities that are specific to your position here.- Provides input to the Senior Manager, Human Resources plans and directions; ensures an appropriate understanding of the EUI and Human Resources strategy throughout the BU or SSG and ensures on-going effective positioning and appropriate relationships between other positions in Human Resources and in the rest of EUI.

Develops and implements stratum appropriate (3 - 12 month) deliverables within the context of specific BU or SSG Human Resources business plan.

Ensures the delivery of optimal results against appropriate performance metrics. Provides input to the Senior Manager to develop a BU or SSG people strategy that supports business and corporate HR objectives for HR business planning; Provides consultative advice and guidance to BU or SSG related to Talent Sourcing, Employee and Labour Relations, Talent Management, and Total Rewards. Provides coaching and support to line managers on legislation, policy and collective agreement interpretation.

Ensures optimal deliverables through effective cross-functional accountability and authority practices within the Senior Manager’s context and prescribed limits.

Develops, implements and reviews Human Resource processes to ensure compliance to policies, standards, regulatory requirements and ensures mitigation of risks.

Develops tactics to address specific people issues within a BU or SSG (i.e. recruitment, selection, retention, termination, succession planning, workplace investigations, grievance management, arbitration preparation, dispute resolution, keeping apprised of Labour Relations trends and workplace issues). Works with front line managers to provide advice and guidance regarding people issues, mediates conflicts, and identifies core people challenges in order to mitigate organizational risk.

Provides consultative advice to the BU or SSG regarding organization design, job evaluation (conducts job analysis and formulates recommendations on position design and position requirements), recruitment and selection, succession and workforce planning, employee engagement, progressive discipline, attendance management support, grievance support, terminations and compensation advice. Provides consulting advice to managers on setting expectations, managing performance and utilizing the APfR process. Supports the development and implementation of Total Rewards and Talent Management programs; provide BU specific knowledge to aide in the development of these programs. Supports BU growth initiatives including mergers and acquisitions.

Provides advice and interpretation of collective agreements, legislation and HR policies.- Mediates the resolution of complex workplace disputes by developing and maintaining collaborative working relationships with union representatives and providing guidance and advice to Managers and Employees.- Recommends salary levels using the appropriate job evaluation and market pricing tools.

Demonstrates a high performance, highly disciplined, safe, accountable, focused, innovative and achievement-oriented, “easy to do business with” manner of working.

**SECTION 5: POSITION SPECIFIC AUTHORITIES**

Insert appropriate position specific authority