BENCHMARK EVALUATION. Yukon Workers Compensation Health and Safety Board

Transcription

1 Identification Section BENCHMARK EVALUATION Position Title: Supervisor s Title: Department: Branch/Unit: Director, Human Resources President Yukon Workers Compensation Health and Safety Board Human Resources General Summary This position manages the Human Resources branch, provides advice on human resource management issues to departmental management, and is a member of the departmental senior management team. Branch Overview The branch provides a range of human resource management functions for the department including recruitment and staffing, reintegration, accommodation, employment equity, staff relations, employee development, long-term planning, organizational and job design, and pay and benefits administration. The department is considered to be a small one in terms of number of employees (< 140), with relatively straight-forward human resource management issues associated with the administration of workers compensation and health and safety in the Yukon. Employees work regular office hours and are located in one building. Page 1 of 1

2 Principal Responsibilities 1. Directs the provision of human resource management functions and services. 2. Provides advice and assistance to managers, supervisors and employees in organizational analysis, design and implementation, application of human resource policies and legislation and the collective agreement, and in mediating and resolving disputes. 3. Develops, implements and evaluates short and long term human resource management plans and strategies. Establishes goals, objectives and priorities for ensuring the provision of quality and responsive human resource management services. 4. Leads and directs the day to day activities of the branch. Meets regularly with staff to review branch goals and objectives and to discuss and develop strategic plans in all areas to ensure client needs are met. 5. Develops and evaluates departmental policies, practices and procedures as they relate to human resources responsibilities. 6. Researches, identifies and addresses trends, opportunities, issues and potential problems in human resource management and organizational development. 7. Develops departmental responses to Public Service Commission policy and procedure initiatives; coordinates the department s input to the collective bargaining process. 8. As a member of the senior management team, participates in various decision making processes related to strategic direction for the department and the management and allocation of its human, financial and materiel resources. Advises on the feasibility, timing and other implications of human resource management plans, including submissions to the Board. Budget Budget year: 2010/11 Branch payroll 300,000 Branch O&M 99,000 Department payroll 6,805,320 Page 2 of 2

3 Working Conditions The position works in a normal office environment. It has frequent interactions with angry or upset employees and individuals unhappy with the results of a competition. Page 3 of 3

4 Subordinate Summaries Human Resource Development Consultant This position manages the development and delivery of corporate training, education and development for Board members and directors and staff of the Yukon Workers Compensation Health and Safety Board. Human Resources Advisor This position provides fully delegated staffing services to the department; provides advice, information and support to staff regarding such issues as pay and benefits administration, employee assistance programs, conflict resolution, performance management, reintegration, accommodation, employment equity and harassment; assists managers with organizational planning and development; identifies training needs of staff in conjunction with the human resource development consultant; advises on the interpretation and application of human resource policies and the collective agreement; participates in the development of departmental policies and procedures; and supervises positions that provide back-up administrative and clerical support throughout the department. Page 4 of 4

5 Group Allocation Rationale Director, Human Resources Manages the financial, human and materiel resources of the Human Resources branch. Principal responsibilities include the planning, implementation and evaluation of human resource programs and policies. Evaluation Know-How Problem Solving Accountability Short Profile Working Conditions Full Points E+II E4 (43%) 132 E+3-C Evaluation Rationale Know-How: E+ Requires knowledge of human resource management principles and practices. The push reflects that breadth of professional knowledge (e.g. recruitment, staffing, performance management, staff relations, training and development, employment equity) is needed to deal with strategic planning issues for the department. II- Manages varied activities. It is pushed down because the branch functions in a stable environment, where there are few recurring or complex operational, collective agreement, employee relations and other human resource management issues. 3 Interacts with multiple internal stakeholders and develops and motivates staff, requiring a high level of interpersonal skills. Problem Solving: E There is a well-defined frame of reference for defining and resolving the human resource management problems of the department. While there is a planning element to delivering human resource management programs and services to its department, it is not a position that is heavy on tactical planning. 4 As the senior position in the department and part of its executive team, the benchmark deals with the higher complexity problems that require developmental thinking, e.g. succession planning, employee engagement, workplace health. Page 5 of 5

6 Accountability: E+ The position is the senior manager responsible for the delivery of human resource management support for the department. It is accountable for the quality of services provided, and has the latitude to make decisions within the scope of corporate human resource authorities and goals of the department. The push comes from reporting to the President. 3- Programs and services have an impact on the entire department, which is relatively small in size. C Provides a corporate support service to the department. Short Profile: +1 Position is responsible for a corporate program of moderate complexity; emphasis is on end results. Working Conditions: Physical Effort: 2 Minimal physical effort required. Physical Environment: 2 Works in a normal office environment with little if any exposure to unpleasant or disagreeable conditions. Sensory Attention: 7 Mediates disputes and attends occasional grievance hearings, requiring concentrated listening and observation skills. Mental Stress: 14 Position experiences considerable mental stress from dealing with human resource management issues. Page 6 of 6