HUMAN RESOURCES

Main areas supported

• Organizational planning;
• Management and performance improvement planning;
• Organizational development;
• Regulatory compliance regarding employees;
• Employee integration, development, needs and training assessment;
• The development of policies and documentation;
• Employee relations;
• Facilitation and establishment of company-wide committees;
• Analysis of compensation and benefits.

What can be done
more specifically:

• Redact the employee handbook.
• Draft a strategic plan to achieve objectives.
• Establish and manage the development of objectives.
• Provide leadership for strategic human resources planning.
• Establish HR measures that support the achievement of the company's strategic objectives.
• Prepare periodic reports for management, as needed or required, in order to monitor the achievement of the objectives of the strategic plan.
• Develop procedures and guidelines to help align the workforce with the company's strategic objectives.
• Participate in company management and staff meetings.

• Formulate and recommend human resources policies and objectives for the company on any employee relations topic.
• Collaborate with management to communicate human resources policies, procedures, programs and laws.
• Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote high levels of employee morale and motivation. Conduct periodic surveys to measure employee satisfaction and engagement.
• Supervise and train managers in their responsibilities for communication, feedback, recognition and interaction with employees who report to them.
• Conduct investigations when employee complaints or concerns are raised.
• Advise and support managers and management in sanction grading files in problematic situations.

• Establish the company's salary and remuneration structure. Oversee variable pay systems within the company, including bonuses and increases.
• Conduct competitive market research to establish salary practices and salary ranges that help recruit and retain staff.
• Direct participation in at least one salary survey per year. Monitor compensation and benefits best practices through research and up-to-date information on available products.
  

• Coordinate human resources training programs with management.
• Evaluate necessary training and coordinate the use of external resources in this area.
• Oversee and manage ongoing staff development.
• Lead the implementation of a performance management system that includes performance development plans (PDPs) and employee development programs.
• Establish an internal employee training system that meets the company's training needs, including training needs assessment, new employee onboarding or orientation, and management philosophy development.
• Support managers in choosing external training programs and consultants.

• Establish standard recruiting and hiring practices procedures necessary to recruit and hire staff.
• Interviews with candidates; is part of the interview team for the hiring process.
• Chair selection committees or employee meetings.
  

• Lead the development of guidance on benefits and other employee benefits for employees and their families.
• Recommend changes in benefits offered, particularly new benefits aimed at employee satisfaction and retention.