Human Resources Consultant

**Job Description**:
The Human Resources Team strategically partners with the leaders of our organization to provide support with employment legislation compliance, employee and labour relations, recruiting and retaining top talent, performance management and training with the focus of meeting and exceeding goals and expectations set by senior leadership. Our team researches, plans, develops, implements and evaluates best practice Human Resources and organizational strategies. As needed, data is analyzed, prepared, and presented to the leadership and senior leadership team to support business functions.

As the **Human Resources Consultant (HRC)** you will support the alignment of people, process and practices in keeping with RVH's mission, vision, and values using a variety of practical methodologies, including coaching and consulting pertaining to all Human Resources (HR) related issues. The HRC is responsible and accountable for working directly with a specific client group to provide an experienced level of independent counsel, expert advice, coaching and leadership. The HRC is the main point of contact for an assigned client group and will provide support on decision making, issues management, policy development, training and people focused strategies to meet current and future needs.

This position provides advice and support aimed at supporting health centre initiatives and facilitates individual/team performance improvement plans. The HRC will reference a variety of resources (i.e. employment legislation, collective agreements, best practices, research, case law) to aid in creating solutions for their clients. Responsibilities include but are not limited to:
**Labour/Employee Relations**:

- Provide counsel and interpretation of collective agreements and human rights, labour and employment law to all client levels
- Provide advice and support on issues such as human rights, investigations, progressive discipline and performance management
- Help staff resolve issues, listening, giving advice, & conducting investigations
- Participate in the investigative process in regards to employee conduct. This may include coaching managers in the handling of investigations, progressive discipline and performance issues
- Actively participate in Return to Work meetings/plans, facilitate workplace accommodations & create accommodations agreements, actively manage & resolve escalated issues related to non-compliance of the sick process / culpable absenteeism
- Training and mentoring new leaders on RVH policies, procedures (as it relates to HR), systems, employment laws, Human Rights Code, Occupational Health & Safety laws
- Coach leaders to improve staff performance and talent development

**Talent Acquisition**:

- Ensure fair and equitable recruitment
- Make hiring recommendations to mitigate Labour Relations impacts
- Help plan, direct and identify resource requirements for effective recruitment and retention of high-performance staff
- Consult with client leaders as it relates to recruitment decisions (i.e. budget, succession planning, internal equity, etc.)

**Job Evaluations**:

- Review and submit for evaluation (where required, advise leaders of recommended edits)
- Review recommendation to ensure internal equity to our non-union compensation structure
- Undergraduate degree in HR Management, Business Administration or a related discipline is required
- Completion of a professional development program in Human Resources Management is required
- Certified Human Resources Professional (CHRP) is an asset
- Proficiency with Microsoft Office (Word, PowerPoint, Excel, Outlook)
- Proficiency with HRIS software (i.e. PeopleSoft)
- Adult education skills are an asset
- Knowledge of government legislation related to employment (Employment Standards Act, Ontario Human Rights, Occupational Health & Safety, WSIB)

**You are ideal for this position if you have the following competencies**:

- Ability to manage information of a confidential and sensitive nature
- Excellent written, verbal, presentation and listening skills
- Strong sense of business acumen with the ability to effectively leverage the context and dynamics of the organization
- Strong consultation skills with capability to share knowledge and critical thinking process to achieve mutually agreeable outcomes
- People focused with ability to establish and maintain collaborative effective working relationships
- Ability to cope with ambiguity, conflicts of interest, and the need to protect the public interest
- Demonstrated ethical decision making that balances the interests of all affected parties in carrying out HR activities