Human Resources Advisor

**OPEN POSITION**

HUMAN RESOURCES ADVISOR
- Staffing

**COMPETITION NUMBER**

**MIS-4530**

**LOCATION OF WORK**

HUMAN RESOURCES SERVICES MISTISSINI

**NATURE OF WORK**

Reporting to the Coordinator of Staffing, the HR Advisor
Human Resources policies and programs in support of
the Cree School Board (CSB) mission, vision and values.

More specifically, the HRA will act as a partner to
managers and employees (of respective client groups
and will provide expertise, support and coaching in
regards of staffing needs. In addition, the incumbent will
develop and maintain relationships with internal
stakeholders to better understand current and future
staffing needs

Moreover, the HRA will contribute to the development
and implementation of strategies and programs to
CSB.

The HRA leads by example, fosters a spirit of teamwork,
engages employees, and facilitates a workplace culture in
keeping with the CSB organizational values.

**CHARACTERISTIC FUNCTIONS**

Departmental Responsibilities:
Contribute to the development of the departmental
strategic initiatives and annual action plan.

Support the Coordinator in the development and
monitoring of departmental strategies, objectives,
policies, and programs. Identify opportunities for
adjustment, as required.

Contribute to the development of the departmental
strategic initiatives and action plans regarding the
attraction, selection and onboarding of employees;
support and execute these initiatives and action plans.

Participate in the development and implementation of
up-to-date efficient and effective systems, databases/
files and administrative standards that respond to the
needs of the school board.

**POSTE OUVERT**

CONSEILLER EN RESSOURCES HUMAINES
- Dotation

**NUMÉRO DU CONCOURS**

**MIS-4530**

**LIEU DE TRAVAIL**

SERVICE DES RESSOURCES HUMAINES MISTISSINI

**NATURE DU TRAVAIL**

Sous l’autorité du coordonnateur de la Dotation de personnel,
le conseiller en RH (CRH) - Dotation est responsable de
humaines, en soutien à la mission, à la vision et aux valeurs de
la Commission scolaire crie (CSC).

Plus particulièrement, le CRH agit à titre de partenaire pour
les gestionnaires et les employés (des groupes clients
respectifs) et il fournit son expertise, son soutien et ses
conseils concernant les besoins en dotation. Le titulaire du
poste doit développer et entretenir des relations avec les
intervenants internes de façon à mieux comprendre les
besoins actuels et futurs en dotation.

De plus, le CRH contribue au développement et à la mise en
place de stratégies et de programmes servant à attirer et

Le CRH mène par l'exemple, encourage un esprit d'équipe,
engage des employés et favorise une culture de milieu de
travail conforme aux valeurs organisationnelles de la CSC.

**FONCTIONS CARACTÉRISTIQUES**

Responsabilités au sein du service:
Contribue à l’élaboration des initiatives stratégiques et du
plan d’action annuel du service.

Aide le coordonnateur dans l'élaboration et le suivi des
stratégies, objectifs, programmes et politiques du service.
Identifie les occasions d'ajustement, au besoin.

Contribue au développement des initiatives stratégiques et
plans d’action du service concernant l’attraction, la
sélection et l’accueil des employés; il soutient et réalise ces
initiatives et plans d’action.

Participe au développement et à la mise en œuvre de
systèmes, bases de données, fichiers et normes
administratives efficaces qui répondent aux besoins de
la commission scolaire.

Effectively use the Applications Tracking System (ATS)
for accurate data analysis and reporting (contribute to
data integrity efforts).

Contribute to the development and implementation of
processes, procedures, and policies. Support compliance
within client groups.

Participate in the development and implementation of
relevant staffing related programs. Monitor outcomes
and liaise with stakeholders for adjustments.

Establish and maintain effective communications and
relations within their sector, across the CSB and with
external stakeholders.

Role-specific responsibilities:
Drive full cycle recruitment processes in close
cooperation with hiring managers;

Contribute to standardization of staffing processes;

Provide recruitment training to hiring managers;

Partner with hiring managers to draft job descriptions
and determine key knowledge, competencies and
experience needed for a given role;

expectations, communicating regularly, and providing
timely feedback;
Ensure consistency of practices and compliance with
policies and procedures;
Support internal stakeholders with the identification and
analysis of staffing needs. Collaborate in workforce
planning.

Provide guidance and coaching to hiring managers and
other employees in the recruitment process.

Support internal stakeholders with attraction,
recruitment, selection and onboarding activities by
developing and implementing relevant and efficient
processes, procedures and tools (job posti