Municipal Joint Services Board, Lunenburg Region

Transcription

1 Municipal Joint Services Board, Lunenburg Region Position Job Description: Manager of Human Resources Position Overview: This position plans, manages and oversees the operations and services of Human Resources within the Municipal Joint Services Board (MJSB). Responsible for the effective development and implementation of policies, programs and procedures, including but not limited to performance management, recruitment, hiring, personnel administration, training and staff support. Team Responsibilities: Works with COO and department Supervisors to assist in implementation of Human Resources policies and processes, assists with recruitment of employees, as well as assisting with coaching and discipline; Supervises the daily duties of the Human Resources Administrative Assistant; Coordinates and work with management of each partner unit to oversee HR related issues; Liaises with Partners and MJSB Legal councils (when required) for union and non-union HR related issues; Liaises with Nova Scotia government departments including but not limited to: Labour and Advanced Education, Health and Wellness and Occupational Health and Safety; and Provision of HR support to current and past employees with respect to employee s benefits, personnel policy and processes. Job Responsibilities: Directs the planning, development and co-ordination of a broad system of human resources policies and programs and ensures that these programs and policies are followed by all departments; Co-ordinates and/or facilitates internal training sessions or communications on HR initiatives, policies and procedures for staff as required; Responsible for the application and interpretation of the Municipal Joint Services Board s and Partners Human Resources policies and procedures, contracts and plans; Provides assistance in the application of human resources legislation; Co-ordinates and assists departments with recruitment, hiring and selection activities according to the applicable policies and/or collective agreements; Co-ordinates and assists departments with employee coaching or discipline as required; Maintains and oversees the all applicable Personnel Policy; advises employees on area of harassment, facilitates and/or oversees investigations and dispute resolutions relative to harassment disciplinary actions and complaints; 1 P a g e

2 Responsible for the processing of employees ending their employment with the employers; Oversees the completion and updating of job descriptions for employees; Assists management in the development of succession planning initiatives; Advises on all matters related to collective bargaining, contract administration including labour dispute resolution and grievances; Leads the management team for contract negotiations, amendments and related issues; Ensures that relevant documentation related to the Occupational Health and Safety Committees including minutes, inspections, etc., is being maintained; Acts as Chairperson of the Management Labour Relations Committee; Assists with providing information to employees with respect to benefits, compensation, workers compensation, pension plan and employee assistance program; Responsible for the preparation and maintenance of the HR budget; Responsible for the planning, organizing and implementation of wellness initiatives and activities; Develops, implements and maintains a staff orientation program; Demonstrates a commitment to safety in the performance of all duties and tasks; All other related duties as assigned; and Adheres to high standards of confidentiality. Direct Reporting Hierarchy Report to: Supervision: Chief Operating Officer Administrative Support Position Category Interim FTE based on 35 hour per week Compensation Under review, commensurate with qualification and experience Work Conditions Work requires a high degree of planning and prioritization ability to effectively deal with considerable workload and deadlines 2 P a g e

3 STATEMENT OF QUALIFICATIONS Education and Experience: Degree or Certificate in Human Resources Management, or other relevant post graduate degree and a minimum of three years related managerial experience A combination of education and experience may also be considered CHRP designation considered an asset Skills: demonstrated problem solving, consultative and conflict resolution skills to provide sound direction and advice on a variety of HR issues to levels of management and staff Knowledge: K1 In-depth knowledge of human resource management practices and trends, as well as applicable federal and provincial legislation K2 K3 K4 In-depth knowledge of relevant provisions of applicable federal and provincial legislation such as the Trade Union Act, Labour Standards, Human Rights Act, FOIPOP, Municipal Government Act, Occupational Health and Safety Act, Workers' Compensation Sound knowledge of effective human resource management programs, policies and procedures including performance management, recruitment, hiring, personnel administration, training and staff support Sound understanding of municipal government Ability to: A1 communicate effectively orally and in writing A2 plan effectively A3 research, develop, implement effective human resource management programs, policies and procedures A4 work effectively in a diverse working environment 3 P a g e

4 A5 A6 A7 A8 A9 foster positive relationships with all levels of staff effectively organize own work and work of others effectively problem solve and deal with conflict build credibility and trust between parties work effectively independently and as part of a team 4 P a g e

5 1. Client Service CRITICAL ACCOUNTABILITIES responsive and effective advice and assistance to managers responsive assistance to existing and former employees identification of HR orientation, training and development needs and sourcing or development of appropriate training and development programs 2. Human Resource Management development and implementation of effective human resource management programs, policies and procedures 3. Financial Management a comprehensive and effective annual HR budget is prepared and submitted in accordance with the budget schedule the HR budget is adhered to 4. Planning effective Human Resource Management plans, including orientation, training, development, are developed and in place plans are concise and comprehensive an appropriate bring forward system is in place to ensure that managers are aware of various pending HR actions such as end of probation, pay increases, annual performance reviews, anniversary dates for purposes of benefit and leave entitlements, etc. an appropriate system is in place to ensure that all employees have an up to date and accurate position description for both probation and performance management purposes 5. Compliance managers and employees comply with the relevant provisions of: - Occupational Health and Safety Act - MJSB and Partners' Human Resource programs, policies and procedures 6. Administration accurate, comprehensive and up to date HR records are created and maintained complaints, major incidents, accidents, near misses, and compliments are documented an effective filing system is in place and in active for all HR records and reports 5 P a g e

6 Personal attributes: PS1 PS2 PS3 PS4 PS5 PS6 PS7 PS8 PS9 PS10 PS11 PS12 PS13 PS14 Initiative Leadership Tact and diplomacy Discretion Professionalism Dedication Flexibility and adaptability Effective interpersonal skills Empathy Creativity Sensitivity Reliability and dependability Patience Persistence 6 P a g e