Human Resources Generalist (Policies And Programs)

The Library of Parliament is a non-partisan organization providing stimulating and rewarding work. We recognize that our employees are our most important asset and, as such, we offer excellent benefits, a minimum of four weeks’ vacation leave, learning opportunities to support professional and career development, competitive salaries and more!

The Library of Parliament believes that the excellence for which it is known is enhanced by nurturing an inclusive workplace that embraces diversity, values differences and supports the full participation of all employees. The Library is committed to creating and maintaining a diverse workforce reflecting the communities in which we live and work, the clients with whom we work, and Canadian society as a whole.

Corporate Services (CS) provides support and services to the Library of Parliament in the areas of Human Resources (HR), finance, materiel management, corporate planning and information technology.

We are currently looking to staff the position of Human Resources Generalist (Policies and Programs).

The Human Resources Generalist (Policies and Programs) works within the dynamic HR Organizational Servicesteam to research, develop and implement Human Resources initiatives, programs and policies.  The Human Resources Generalist is also responsible for the provision of HR analytics.

Human Resources Generalist (Policies and Programs)

Human Resources / Corporate Services

Determinate Position / Acting / Assignment / Secondment (1 year)

MPA-4 ($91,521 - $108,262)

Bilingual staffing – imperative: CBC/CBC

Note: While this position is eligible for part-time telework, regular on-site presence is required at Library of Parliament workplaces located in the National Capital Region

For the purposes of this selection process, the competencies listed in the attached Competency Profile will be evaluated.

The following knowledge criteria will also be evaluated:

• Knowledge of legislation, Policies and best practices related to various HR disciplines and how they interrelate
• Knowledge of current HR trends and challenges
• Specialized knowledge of one or more of the following practices: classification, diversity, equity, and inclusion, HR systems, HR analytics, labour relations, learning and training programs, occupational health and safety, pay equity, recruitment and staffing, and/or workplace wellness

To be considered, candidates must have:

• A bachelor’s degree from a recognized university in a field related to the position, OR an acceptable combination of education, training and relevant experience
• Extensive experience providing advice and guidance and recommendations to clients on HR-related subject matter (may include policies, programs, initiatives or case management)

AND/OR

• Experience in developing and implementing HR initiatives, Policies and/or programs

Asset(s):

• Experience in project management of varying scope from conception to implementation
• Experience conducting equity-based analyses (i.e.: GBA+)
• Experience developing and implementing communications and change management strategies
• Experience using the Korn Ferry | Hay Group job evaluation methodology

Candidates retained in this selection process will be required to obtain successfully:

• A second-language evaluation (Bilingual staffing – imperative: CBC/CBC)
• A pre-employment screening

Additional Information:

• This selection process is open to the public.
• This selection process may include a second-language evaluation, a written qualifying exam, and an interview. The interview will consist of behavioural, situational and knowledge-based questions. Candidates will be required to pass each stage in order to move to the next stage of the selection process.
• We are committed to providing an inclusive and barrier-free work environment, starting with the staffing process. If you require accommodations during any phase of the evaluation process, please contact us at  Raissa.Coulibaly@parl.gc.ca.
• Qualified candidates from this selection process may be considered for determinate or indeterminate positions at the Library of Parliament that require similar knowledge and/or competencies.
• The vaccination requirement for employees of the Library of Parliament established by the Policy on COVID-19 Vaccination was suspended. The Library of Parliament will continue to follow the situation closely, and should the epidemiological conditions change, we will assess whether there is a need to reinstate the vaccination policy and the associated essential condition of employment applicable to indeterminate, determinate, student and intern hiring.
• Education and experience requirements will be used to determine which candidates will be asked to participate in the next stage of the selection process.
• Satisfactory references and proof of education are essential conditions of appointment.
• Travel and relocation expenses are the responsibility of the candidates.
• Only those legally permitted to work in Canada can participate in this selection process.

Apply no later than April 30, 2024 – 11:59 p.m. (Eastern Time).

To apply, please send us your curriculum vitae, along with a covering letter indicating how you meet each of the education and experience requirements of the position.

Please quote your full name and23-LOP-530 in your documents and in the subject line of your email.

Send your application by email to Raissa.Coulibaly@parl.gc.ca.

Questions? Contact Human Resources at Raissa.Coulibaly@parl.gc.ca.

We thank you for your interest. Please note that only those selected for further consideration will be contacted.

Competency Profile for Human Resources – Senior Officer

ADAPTABILITY
Adapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups
Level 3: Adapts to widely varying needs.
• Adapts to new ideas and initiatives across a wide variety of issues or situations.
• Supports major changes that challenge traditional ways of operating.
• Adapts interpersonal style to highly diverse individuals and groups in a range of situations.
• Adapts own plans and priorities in anticipation of change.

CLIENT FOCUS
Providing service excellence to internal and/or external clients, addressing immediate and evolving client needs
Level 4: Provides seasoned advice.
• Acts as a seasoned advisor, providing independent opinion on complex client problems and novel initiatives, and assisting with decision-making.
• Encourages clients to consider difficult issues when it is in their best interests.
• Advocates on behalf of clients to more senior management, identifying approaches that meet clients’ needs as well as those of the organization.

EXEMPLIFYING INTEGRITY
Treating others fairly, honestly and respectfully, furthering the integrity of the organization and its relationships of trust within the work environment and in the broader community
Level 1: Acts in fair and ethical manner toward others.
• Treats everyone equally with fairness, honesty and respect all the time.
• Refrains from behaviour or language that is exclusionary or offensive.
• Focuses on organizational success rather than personal gain.
• Follows through consistently on promises and commitments made to others.
• Presents facts and circumstances transparently, no matter how difficult the facts may be.
• Guards confidential and sensitive information, passing it on only to those that need to know.
• Maintains ethical principles even in the most challenging circumstances.

HUMAN RESOURCES MANAGEMENT
Understanding and applying Human Resources management (HRM) practices, Policies and principles to enable performance excellence and ensure a safe and healthy workplace
Level 3: Demonstrates intermediate knowledge and ability, and applies the competency, with minimal or no guidance, in the full range of typical situations. Requires guidance to handle novel or more complex situations.
• Demonstrates the required HRM expertise to achieve intended results, while recognizing broader Human Resources implications (e.g., reclassifies positions based on changes in the nature of the work, while respecting the rights and needs of incumbents).
• Applies various HRM tools and approaches (e.g., to identify sources of qualified candidates, to accommodate employee needs such as flexible hours, to manage overtime).
• Identifies solutions to Human Resources issues, respecting organizational values and legal requirements without blindly adhering to rules or procedures.

COMMUNICATION
Communicating clearly and respectfully with different audiences, both orally and in writing
Level 3: Adapts communication.
• Tailors communication (e.g., content, style, tone and medium) to diverse audiences and readerships.
• Reads cues from diverse audiences to assess when and how to change planned communication approach to deliver message effectively.
• Communicates with varying organizational levels, sometimes on the spot.
• Recognizes others’ complex or underlying needs, motivations or concerns, communicating effectively despite the sensitivity of the situation.
• Conveys important nuances and context to facilitate understanding of the message or material.

DECISION MAKING
Applying critical thinking, good business sense and organizational values to make decisions involving varying levels of risk and ambiguity
Level 2: Makes decisions by interpreting guidelines and policies.
• Applies guidelines and procedures that require some interpretation in dealing with exceptions.
• Makes straightforward decisions based on information that is generally adequate.
• Compares the importance of various factors on specific aspects of an issue.
• Recognizes when analysis is sufficient to proceed with making a good decision.
• Identifies potential implications of own decisions.

ORGANIZATIONAL AWARENESS
Understanding the workings, structure, culture and distribution of power within and beyond the organization and for Parliament as a whole, and applying this understanding to solve problems and achieve desired outcomes
Level 3: Understands and applies organizational culture, climate and power dynamics.
• Achieves satisfactory solutions based on an understanding of issues and culture in own and other organizations.
• Recognizes what is and is not acceptable or possible at certain times given the organizational culture, climate and power dynamics.
• Anticipates outcomes based on an understanding of organizational culture and power dynamics.
• Explains how organizational decisions are made and who makes and influences them.
• Applies an understanding of the roles people play in the organization to form alliances and achieve results.

ANALYTICAL THINKING
Analyzing and synthesizing information to understand issues, identify options and support sound decision-making
Level 2: Identifies critical relationships in information.
• Identifies critical connections and patterns in information and data.
• Draws logical conclusions based on an in-depth analysis of information.
• Recognizes causes and consequences of actions and events that are not readily apparent.
• Anticipates obstacles in considering next steps.

PLANNING AND ORGANIZING
Making and following plans and allocating resources effectively to reach goals that are central to organizational success
Level 3: Plans and organizes major activities.
• Identifies various resources needed (e.g., different types of expenditures; different skill mixes).
• Produces realistic and achievable work plans.
• Develops back-up plans to handle potential obstacles.
• Breaks activities into smaller components to facilitate completion.
• Renegotiates commitments or deadlines as circumstances dictate, keeping management informed of expected completion.
• Evaluates the extent to which objectives have been achieved.