Talent and Employee Experience Consultant Conseiller-re, Talent et

Position Title:

Talent and Employee Experience Consultant

Competition Number:

008 2025

Administrative Unit:

Human Resources Services

Immediate Supervisor:

Associate Vice-Rector, Talent, Diversity and Culture

Position Type:

Permanent (Non-Unionized)

Hours of Work:

35 hours per week

Salary Scale :

Level 8 ($67 749 to $85 609)

In this document, the masculine pronoun is used without discrimination and only for conciseness.

Saint Paul University (1848) is the founding college of the University of Ottawa, with which it has maintained a federated relationship since 1965. Bilingual and on a human scale, it has more than 1,000 students. It offers programs in Social Communication, Counselling and Psychotherapy, Canon Law, Public Ethics, Conflict Studies, Theology, Human Relations, Transformative Leadership and Spirituality, and Social Innovation. Saint Paul University offers an environment conducive to professional growth and competitive benefits.

SUMMARY

Five (5) key factors contribute to the employee experience: the employee's personality, the university's stance on diversity and inclusion, the job role, the employee's immediate supervisor, and compensation and benefits. The Talent & Employee Experience Consultant specializes in creating and maintaining a positive and rewarding work environment, with the goal of developing an organization that attracts and retains talented employees.

The Talent & Employee Experience Consultant will help promote and support talent development, align and enhance the employee experience while contributing to the achievement of the university's goals. He/she plays a key role in bringing together people, processes and technology in the design of end-to-end goal-driven HR processes, while focusing on continuous improvement and simplification.

SPECIFIC RESPONSIBILITIES

Talent Acquisition

Implement a talent acquisition strategy, including research and recruitment of candidates

Review job applications to identify high-potential candidates.

Liaise with hiring managers to understand expectations for each position.

Assist in the review of the talent assessment and interview process.

Conduct candidate sourcing activities to fill vacancies.

Analyze organizational evolution and anticipate future employment needs.

Design and manage recruitment and selection processes (CV review, pre-selection calls, interviews, etc.).

Review applications and background check reports as required.

Perform initial data entry into Workforce Now to ensure employee services.

Establish long-term relationships with former and potential candidates.

Propose new ideas to improve talent acquisition activities.

Research talent acquisition trends in the staffing industry.

Integration

Participate in the integration and training of new employees.

Coordinate with payroll management for seamless onboarding and offboarding processes.

Develop and implement employee reward programs that recognize performance and service anniversaries.

Create and distribute employee feedback surveys, compile results and present findings.

Analyze and understand all employee feedback survey data to decide and design appropriate interventions to continuously improve our scores in areas where we can and maintain scores in areas where we do well.

Implement and manage initiatives in internal communications, engagement, recognition, etc. as projects, engaging the right people to achieve the desired results.

Ensure the integration of new managers: introduce HR tools/programs and processes and respond to inquiries.

Meet with departing employees to gather information and views on the reasons for their departure.

Support prevention and other health and safety activities within the university.

Suggest improvements to HR processes to have a positive impact on the employee experience. Participate in process changes.

Recommend suggestions for adapting processes to improve the employee experience.

Collaborate with IT department to ensure the smooth integration of new employees into relevant systems and software platforms.

Talent Development and Performance Management:

Collaborate with internal stakeholders to ensure that the organization's policies are effective and properly implemented.

Design, implement and manage leadership development programs for executives and employees.

Develop and implement initiatives to align and enhance the employee experience.

Manage and evolve talent management programs and processes, including performance reviews.

Provide support in organizing and analyzing HR and employee data to identify HR solutions to create the desired culture.

Implement ongoing training and development initiatives to nurture talent within the organization.

Labour Relations:

Attend bargaining sessions and provide support to the management team through research and analysis of labour relations issues.

Coordinate documentation required under collective agreements within prescribed deadlines.

Assist the Associate Vice Rector, Talent, Diversity & Culture in handling complaints and grievances, promoting fair and constructive conflict resolution practices.

Employee Well-being and Disability Management:

Oversee the management of sick leave, disability claims, and return-to-work programs, ensuring compliance with legal requirements and university policies.

Collaborate with managers and employees to develop accommodations and return-to-work plans that support the successful reintegration of employees into the workplace.

Provide guidance and support to managers on managing employee absences due to illness or disability, ensuring fair and consistent treatment.

HR Policies, Regulations, and Operations:

Advise and support various administrative and academic units in interpreting and applying HR laws, regulations, policies, and procedures.

Prepare statistical reports to inform decision-making and track HR metrics, demonstrating a commitment to data-driven HR practices.

HR Advisory Role:

Provide guidance to managers in aligning HR practices with the University's values and strategic objectives.

Analyze and interpret employee survey data to develop strategies, programs, and action plans for enhancing employee engagement and satisfaction.

Ensure compliance with applicable laws and regulations, including participation in Joint Health and Safety and Pay Equity Committees as required.

Other Responsibilities:

Support payroll management and perform administrative tasks as required.

Respond to inquiries from employees, faculty, and the public regarding HR policies and procedures.

Manage files, reports, and contracts, ensuring accuracy and confidentiality.

Fulfill any other duties assigned by the supervisor within the HR domain.

KNOWLEDGE, SKILLS AND ABILITIES

Possess a Bachelor's degree in a relevant field, with at least three (3) years of professional experience or equivalent qualifications to effectively fulfill the role.

Bilingualism (French and English) required.

Demonstrate proven expertise in launching, managing and executing employee experience and engagement initiatives.

Demonstrate a solid understanding of internal communications principles and strategies.

Adopt a practical, results-oriented approach to achieving objectives.

Utilize hands-on experience in candidate identification and assessment.

Demonstrate expertise in employment legislation and effective advisory skills, including stakeholder engagement and interpersonal skills.

Demonstrate exceptional organization and effective time management, ability to multi-task, creative problem solving, and a positive, pragmatic approach.

CHRP certification or equivalent is an asset.

Previous experience in a university environment is preferred.

Interested candidates are requested to submit an online application at Job Openings (ustpaul.ca) by April 18, 2025 at 23:59.

We thank all applicants for their interest in this position. We will be contacting only those candidates who have been chosen for the next step of the selection process.

We are committed to ensure employment equity and we encourage the participation of all individuals eligible to work in Canada. If your application is successful and you require accommodation during the selection process, please notify us if you are contacted for an interview. Your personal information is protected under the provisions of the Privacy Act.

Titre du poste :

Conseillr(e), Talent et exprience employ

Numro de concours :

008 - 2025

Unit administrative :

Service des ressources humaines

Suprieur immdiat :

Vice-rectrice associe, Talent, diversit et culture

Type demploi :

Permanent (Non-syndiqu)

Horaire de travail :

35 heures par semaine

chelle Salariale:

Niveau 8 (67 749 $ - 85 609 $)

Le masculin est utilis sans aucune discrimination et dans le seul but dallger le texte.

LUniversit Saint-Paul (1848) est le collge fondateur de lUniversit dOttawa, avec laquelle elle a conserv un lien de fdration depuis 1965. Bilingue et chelle humaine, elle compte plus de 1000 tudiants; elle offre des programmes en communications sociales, counselling et psychothrapie, droit canonique, thique publique, tudes de conflits, innovation sociale, leadership, cologie et quit ainsi quen thologie. L'Universit Saint-Paul offre un environnement de travail propice lpanouissement professionnel et des avantages sociaux comptitifs.

RSUM

Cinq facteurs cls impactent significativement l'exprience des employs : la personnalit individuelle, l'engagement de l'universit envers la diversit et l'inclusion, la nature du poste, le superviseur immdiat de l'employ, et le package global de rmunration et d'avantages sociaux. En tant que Consultant en talents et exprience des employs, l'accent est mis sur la cration et le maintien d'un environnement de travail positif et enrichissant visant attirer et fidliser les meilleurs talents.

Ce rle est ddi la promotion et la stimulation des initiatives de dveloppement des talents, en les alignant sur les objectifs de l'universit et en enrichissant l'exprience globale des employs. En intgrant les personnes, les processus et la technologie, le consultant contribue la conception de stratgies RH compltes visant atteindre les objectifs organisationnels. L'amlioration continue et la simplification sont au cur de cette dmarche, garantissant que les pratiques RH restent agiles et efficaces.

RESPONSABILITS SPCIFIQUES

Acquisition de talents

Mettre en uvre une stratgie d'acquisition de talents, y compris la recherche et le recrutement de candidats.

Examiner les demandes d'emploi afin d'identifier les candidats fort potentiel.

Assurer la liaison avec les responsables du recrutement afin de comprendre les attentes pour chaque poste.

Participer l'examen du processus d'valuation des talents et d'entretien.

Mener des activits de recherche de candidats pour pourvoir les postes vacants.

Analyser l'volution de l'organisation et anticiper les besoins futurs en matire d'emploi.

Concevoir et grer les processus de recrutement et de slection (examen des CV, appels de prslection, entretiens, etc.)

Examiner les candidatures et les rapports de vrification des antcdents, le cas chant.

Effectuer la saisie initiale des donnes dans Workforce Now pour assurer les services aux employs.

tablir des relations long terme avec les anciens candidats et les candidats potentiels.

Proposer de nouvelles ides pour amliorer les activits d'acquisition de talents.

Rechercher les tendances en matire d'acquisition de talents dans le secteur de la dotation du personnel.

Intgration

Participer l'intgration et la formation des nouveaux employs.

Coordonner avec la gestion de la paie les processus d'intgration et de dpart.

laborer et mettre en uvre des programmes de rcompense des employs qui reconnaissent les performances et les anniversaires de service.

Crer et distribuer des enqutes sur les ractions des employs, compiler les rsultats et les prsenter.

Analyser et comprendre toutes les donnes des enqutes de satisfaction des employs afin de dcider et de concevoir des interventions appropries pour amliorer continuellement nos scores dans les domaines o nous le pouvons et maintenir les scores dans les domaines o nous russissons bien.

Mettre en uvre et grer des initiatives en matire de communication interne, d'engagement, de reconnaissance, etc. en tant que projets, en engageant les bonnes personnes pour atteindre les rsultats souhaits.

Assurer l'intgration des nouveaux superviseurs : prsenter les outils/programmes et processus RH et rpondre aux demandes.

Rencontrer les employs qui quittent l'entreprise afin de recueillir des informations et des avis sur les raisons de leur dpart.

Soutenir les activits de prvention et autres activits lies la sant et la scurit au sein de l'universit.

Proposer des amliorations aux processus RH afin d'avoir un impact positif sur l'exprience des employs. Participer aux changements de processus.

Recommander des suggestions pour adapter les processus afin d'amliorer l'exprience des employs.

Collaborer avec le dpartement informatique pour assurer l'intgration harmonieuse des nouveaux employs dans les systmes et les plateformes logicielles pertinents.

Dveloppement des talents et gestion de la performance

Collaborer avec les parties prenantes internes pour assurer que les politiques de l'organisation sont efficaces et correctement mises en uvre.

Concevoir, mettre en uvre et grer des programmes de dveloppement du leadership pour les cadres et les employs.

Dvelopper et mettre en uvre des initiatives pour aligner et amliorer l'exprience des employs.

Grer et faire voluer les programmes et processus de gestion des talents, y compris les valuations de performances.

Fournir un soutien dans l'organisation et l'analyse des donnes RH et des employs pour identifier des solutions RH pour crer la culture souhaite.

Mettre en uvre des initiatives de formation continue et de dveloppement pour favoriser le talent au sein de l'organisation.

Rlations de travail

Coordonner la documentation requise par les conventions collectives dans les dlais prescrits.

Assister le vice-recteur associ, Talent diversit et culture dans le traitement des plaintes et des griefs, en promouvant des pratiques de rsolution des conflits quitables et constructives.

Bien-tre des employs et gestion d'invalidit

Superviser la gestion des congs de maladie, des demandes d'invalidit et des programmes de retour au travail, en veillant la conformit aux exigences lgales et aux politiques de l'universit.

Collaborer avec les gestionnaires et les employs pour laborer des accommodements et des plans de retour au travail qui soutiennent la rintgration russie des employs sur le lieu de travail.

Fournir des conseils et un soutien aux gestionnaires pour grer les absences d'employs dues la maladie ou l'invalidit, en garantissant un traitement quitable et cohrent.

Politiques, rglementations et oprations RH

Conseiller et soutenir diverses units administratives et acadmiques dans l'interprtation et l'application des lois, rglements, politiques et procdures RH.

Prparer des rapports statistiques pour clairer la prise de dcision et suivre les indicateurs RH, dmontrant un engagement envers les pratiques RH bases sur les donnes.

Rle consultatif en RH

Fournir des conseils aux gestionnaires pour aligner les pratiques RH avec les valeurs et les objectifs stratgiques de l'universit.

Analyser et interprter les donnes des enqutes auprs des employs pour dvelopper des stratgies, des programmes et des plans d'action visant amliorer l'engagement et la satisfaction des employs.

Assurer la conformit avec les lois et rglements applicables, y compris la participation aux comits conjoints de sant et scurit et d'quit salariale, si ncessaire.

Autres responsabilits

Soutenir la gestion de la paie et effectuer des tches administratives selon les besoins.

Rpondre aux demandes des employs, du corps

Full-Time