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Stream 8: Human Resources Services

8.1 Human resources consultant

The required services may include, but are not limited to the following:

HR Programs and Services can include: human resource planning, recruitment, collective bargaining, training and development, organizational design and classification, pay and benefit administration, staffing and resourcing, performance management, official languages, employment equity and employee assistance programs

  • Providing operational HR services;
  • Developing resourcing strategies linked to HR Plans, job marketing strategy and tools;
  • Assisting in redress process, appeals, grievances etc;
  • Providing advice on and/or performing analysis of the HR strategic direction and assisting in the development of HR options, aligning and integrating the HR plans with the strategic direction of the organization's business plan;
  • Participating in the development of potential HR models and assisting in the implementation of HR requirements and a transition plan to meet HR needs;
  • Developing, implementing and providing advice on policies, programs and procedures regarding human resource services and programs;
  • Planning Human Resources in areas such as organizational development, organizational planning and design, human resources utilization, job analysis, performance planning, auditing and evaluating and forecasting;
  • Providing advice on and/or participating in the establishment of processes and HR systems support for human resources programs, services and activities;
  • Providing advice on and/or participating in the development of new programs for employees to retain career mobility;
  • Identifying policy needs/concerns and performing comparative analysis of policies as well as developing policies, procedures, guidelinesand Strategies;
  • Providing advice on and/or assisting in the development/provisioning of new government programs;
  • Planning, developing, implementing and evaluating personnel and employee relations strategies including policies, programs and procedures to address an organization's human resource requirements;
  • Advising managers and employees on the interpretation of compensation and benefit programs and collective agreements;
  • Researching, preparing and conducting grievance committees and prepare reports;
  • Conducting research and analysis and preparing recommendations, reports and/or conducting desk audits;
  • Leading, participating in the conduct of organizational and central agencies monitoring and audit initiatives;
  • Negotiating collective agreements on behalf of employers or employees, mediate labour disputes and grievances and provide advice on employee and labour relations;
  • Planning and administering HR programs;
  • Hiring and overseeing training of staff;
  • Coordinating employee performance and appraisal programs;
  • Conducting reviews, developing implementation strategies;
  • Develop training and information sessions;
  • Providing mentoring, tutoring and coaching assistance;
  • Assisting in the development of HR strategies to meet business needs;
  • Assisting in the development of Integrated Business and Human Resources Plan to meet the needs of the organization;
  • Developing and monitoring framework, conducting monitoring activities and preparing monitoring reports;
  • Developing, implementing HR related programs, framework and initiatives;
  • Evaluating programs and activities and reporting on lessons learned or making recommendations for the future;
  • Researching or fact finding exercises;
  • Researching, developing, implementing and tracking service standards, agreements; and
  • Reviewing and proposing various organizational models.

8.2 Organizational design and classification consultant

The required services may include, but are not limited to the following:

  • Performing strengths, weaknesses, opportunities, and threats (SWOT) analysis;
  • Leading organization and classification projects following project management principles;
  • Developing and/or implementing functional communities organizational models and associated generic work descriptions;
  • Developing functional charting;
  • Developing generic work description framework and develop appropriate learning tools for its application;
  • Analyzing current and end state, developing options and recommending new organizational structures (could include costing);
  • Reviewing existing work processes and organizational structures to determine their efficiency and effectiveness, and making recommendations;
  • Performing job, activities and responsibilities analysis;
  • Discussing with management in order to clearly define the activities and responsibilities of a specific function and/or organization, and provide options;
  • Reviewing, evaluating current work descriptions and recommending appropriate changes;
  • Developing and updating generic and specific work descriptions, and delineating responsibilities within streams of work;
  • Developing and implementing new classification standards and occupational group structures, as well as providing advice;
  • Providing advice and performing activities on conversion processes and redress mechanisms in the context of classification reform;
  • Identifying policy needs/concerns;
  • Researching and developing policies, guidelines, procedures and tools;
  • Researching, preparing relativity, evaluating work descriptions;
  • Participating in classification grievance committees and classification committees and writing reports;
  • Researching and preparing classification relativity studies;
  • Developing and/or providing advice on classification policies, procedures and tools;
  • Analyzing policies and business functional requirements to identify information, procedures and decision flows, and making recommendations;
  • Identifying organization for re-design; prototyping potential solutions, providing trade off information and suggesting a recommended course of action;
  • Identifying the required modifications to the automated processes;
  • Documenting workflow;
  • Articulating business requirements;
  • Providing advice in defining new requirements and opportunities for applying efficient and effective solutions: identifying and providing preliminary costs of potential options;
  • Provide mentoring, coaching assistance, and/or training;
  • Developing and delivering training;
  • Evaluating performance framework, developing performance needs and reporting systems and processes;
  • Researching, analyzing data and reporting on activities;
  • Carrying out performance monitoring and reporting on activities;
  • Developing and updating performance management systems, process and tools;
  • Providing advice and/or performing activities related to classification monitoring;
  • Researching, developing and implementing generic work descriptions approaches;
  • Reviewing, evaluating, new or revised work descriptions;
  • Compiling information and preparing reports; and
  • Developing, monitoring framework, conducting monitoring activities and preparing monitoring reports.

8.3 Employment equity consultant

The required services may include, but are not limited to the following:

  • Coordinating and providing advice on Employment Equity (EE), Diversity and Duty To Accommodate (DTA) programs;
  • Developing a promotion/communications strategy plan;
  • Developing and implementing positive measures programs for all designated groups as required;
  • Managing the DTA program by liaising with other Departments/Agencies delivering accommodation services, this includes providing presentations to management and employees; and, identifying, and providing accommodation resources;
  • Organizing seminars, workshops, etc.;
  • Publishing promotional and educational articles in departmental and regional newsletters;
  • Participating in various EE commitees;
  • Conducting reviews, developing implementation strategies;
  • Advising HR Systems groups and IT groups on discipline requirements;
  • Developing training and information sessions;
  • Providing mentoring and coaching assistance;
  • Developing pool of diversified members to participate in evaluation and assessment, developing tools to ensure adapted language in work description and selection tools as well as advertisement representative of canadian culture and diversity;
  • Researching and developing EE and Diversity Action Plans;
  • Researching and developing EE and Diversity related programs, tools and identifying and implementing related activities;
  • Conducting System Reviews and making recommendations;
  • Establishing, coordinating and participating on various EE and Diversity Committees;
  • Developing policies, guidelines, procedures, programsand tools;
  • Developing, implementing, coordinatingand promoting commemorative events and activities; and
  • Developing terms of references for EE and Diversity Committees.

8.4 Employee relation consultant

The required services may include, but are not limited to the following:

  • Directing employee relations function;
  • Performing internal audits and taking appropriate action to correct any employee relations issues;
  • Managing dispute resolution procedures;
  • Conducting reviews and developing implementation strategies;
  • Developing training and information sessions;
  • Providing mentoring and coaching assistance;
  • Conducting investigations, negotiating cases, informal conflict management;
  • Training employees in relationship management and communications;
  • Researching, developing policies, guidelines and procedures in regards to Codes of conducts, values and ethics, conflict of interest, political activity, prevention of harassments, etc;
  • Developing employee relations policies, to ensure consistent application of organizational policies and procedures;
  • Developing occupational safety and health policies, guidelines, procedures and tools;
  • Conducting consultation activities with the unions;
  • Coordinating labour management committee meetings (national or local);
  • Researching, providing recommendation for the negotiation of collective agreements;
  • Providing advice on the interpretation of collective agreements; and
  • Developing, assisting in the development of strike contingency plans and strike management guidelines, tools, communication, and training.

8.5 Compensation consultant

The required services may include, but are not limited to the following:

  • Advising and analyzing of pension due to high level of retiree and complexity and scarce resources;
  • Providing pay and benefits services to the organization's employees and managers;
  • Payrolling (Compensation, pensions, bonuses, etc.);
  • Providing advice and guidance on special initiatives, such as pay equity, classification reform conversion and/or any new collective agreement implementation, in accordance with Federal Public Service Acts, regulations, policies, guidelines, administrative procedures, etc;
  • Preparing and studying salary and/or total compensation analysis for determination of employee compensation;
  • Reviewing and making recommendations or changes to compensation plan or procedures;
  • Overseeing program for conformance with government and organization regulations and procedures;
  • Providing assistance in producing and directing the organization's compensation program;
  • Reviewing benefit programs and providing information about their costs and coverage;
  • Providing support in implementing benefit programs and procedures;
  • Providing advice and guidance on benefit plans for the organization;
  • Developing and/or reviewing work descriptions and assessing appropriate compensation level;
  • Participating in market salary surveys;
  • Developing policies, procedures and guidelines;
  • Conducting reviews, developing implementation strategies;
  • Developing training and information sessions;
  • Providing mentoring and coaching; and
  • Participating in activities related to advice and analysis of pension due to high level of retiree and complexity and labour scarcity.

8.6 Human resources information system consultant

The required services may include, but are not limited to the following:

Human Resources can include: human resource planning, recruitment, collective bargaining, training and development, organizational design and classification, pay and benefit administration, staffing and resourcing, performance management, official languages, employment equity and employee assistance programs

  • Providing advice on the development and implementation strategies related to Human Resources Information Systems (HRIS, HRMIS, PeopleSoft, SAP);
  • Examining and verifying employee information processed by automated human resources systems;
  • Compiling and analyzing statistical information and preparing system reports related to payroll, recruiting, position classification, compensation, training, equal opportunity employment, or affirmative action utilizing HRIS
  • Providing assistance with HRIS network maintenance by adding or deleting users and retaining system security;
  • Troubleshooting user technical problems, consulting HRIS IT resources where necessary and providing training;
  • Managing programs and maintaining human resources information and related records systems;
  • Developing policies, procedures and guidelines;
  • Conducting reviews, developing implementation strategies;
  • Developing training and information sessions;
  • Providing mentoring and coaching assistance;
  • Developing and providing training;
  • Developing HR Reports and template and tools for managers to simplify access and encourage them to use system; and
  • Developing mapping exercise, analysis of needs, implementation.

8.7 Leadership development consultant

The required services may include, but are not limited to the following:

  • Analyzing executive/manager leadership skills strengths and weaknesses;
  • Developing leadership improvement programs;
  • Designing and facilitating coaching/mentoring sessions;
  • Establishing and facilitating forums and workshops for managers to share leadership experiences and challenges;
  • Designing, developing and implementing mentorship programs;
  • Conducting reviews and developing implementation strategies;
  • Developing information sessions;
  • Providing mentoring and coaching assistance;
  • Developing talent management and succession readiness strategies;
  • Developing target workshops that helps managers become sponsors or agents of change and how to use effective communication as a change tool;
  • Conducting benchmarking exercises; and
  • Developing key functions concepts for succession planning.

8.8 Staffing consultant

The required services may include, but are not limited to the following:

  • Developing staffing and resourcing strategies;
  • Developing monitoring framework and implement and conduct monitoring;
  • Providing manager with demographic information and assisting in developing strategies to meet HR needs;
  • Providing advice and guidance on different types of merit criteria/qualifications;
  • Providing advice on workforce and process pros and cons;
  • Identifying links with departmental Human Resources/Employment Equity/Business plans;
  • Providing advice on effectiveness of assessment instruments and assisting in development or choice of proper instruments;
  • Advising manager of organizational policy;
  • Assisting manager in appropriate sequencing and application of merit criteria;
  • Providing advice, guidance, and assistance on review of decision and impact of change, if any;
  • Creating departmental staffing report(s) including preparation, data gathering, interviews, and monitoring staffing report and various activities;
  • Performing activities including recourse, appeals, early intervention process, and alternative dispute resolutions for staffing purposes;
  • Extending job offers and establishing starting salaries;
  • Developing or assisting in developing strategies and plans (i.e. staffing or resourcing);
  • Developing monitoring framework and implementing and conducting monitoring;
  • Developing and reviewing appointment sub-delegation instruments, the sub-delegation process and the supporting tools (i.e. tables, sub-delegation certificates);
  • Conducting environmental and statistical reviews;
  • Reviewing organizational needs and business needs to assist in the identification of the appropriate staffing strategy or plans (including links to other plans such as the Employment Equity and Diversity Plan and the Official Languages Plan);
  • Providing advice and recommendations in regards to addressing staffing and recruitment challenges considering organizational strategies and plans;
  • Developing and implementing recruitment and employment strategies;
  • Providing advice and recommendations in selecting the choice of appointment process;
  • Preparing and conducting recruitment and staffing processes on behalf of management. This may include any or any grouping of the following activities:
    • making recommendations on the staffing process type to be undertaken;
    • drafting and finalizing the statement of merit criteria;
    • developing and preparing the assessment guide, tools and process;
    • drafting and finalizing the advertisements;
    • coordinating and participating in the assessment of priorities, and the screening and assessments of candidates;
    • coordinating and administrating tests, interviews; coordinating and completing the reference check etc; and
    • compiling and preparing the final board reports and finalizing the results of the processes (such as establishing pools of candidates).
  • Planning, developing, coordinating and administrating various staffing and staffing related initiatives such as job fairs, collective staffing and targeted Recruitment initiatives;
  • Providing operational staffing services to a group of client managers;
  • Providing advice and guidance to managers on staffing investigations, audits and Public Service Staffing Tribunal Complaints;
  • Developing staffing policies, guidelines, procedures, and tool;
  • Providing monitoring and reporting activities with respect to staffing within the organization or for central agencies;
  • Drafting staffing report(s) including the preparation, data and information gathering, interviews, drafting of documentation;
  • Developing information and learning sessions or events for managers, employees or staffing experts;
  • Reviewing employees' or candidates' qualifications to address redeployment or placement of personnel;
  • Developing a framework or process for pool management and coordinate the management of a pool;
  • Advising managers and employees on staffing policies and procedures; and
  • Providing mentoring, tutoring or coaching assistance.

8.9 Human resources policy development consultant

The required services may include, but are not limited to the following:

HR Policy can include: human resource planning, recruitment, collective bargaining, training and development, organizational design and classification, pay and benefit administration, staffing and resourcing, performance management, official languages, employment equity and employee assistance programs

  • Developing and monitoring public policies, programs, standards and procedures;
  • Identifying policy needs and concerns;
  • Performing policy comparative analysis;
  • Advising managers on the interpretation of policies, programs and national/international agreements and regulations;
  • Identifying change management tools and processes that support change management strategies and plans;
  • Carrying out performance monitoring and reporting activities; and
  • Develop and deliver training on application of policies.

8.10 Human resources assistant consultant

The required services may include, but are not limited to the following:

HR activities can include: human resource planning, recruitment, collective bargaining, training and development, organizational design and classification, pay and benefit administration, staffing and resourcing, performance management, official languages, employment equity and employee assistance programs.

  • Ensuring the appropriate preparation, completion, distribution and filing of HR documentation;
  • Ensuring the appropriate data entry, and/or the compilation of data and information and the preparation of reports;
  • Responding to human resources inquiries and relaying the inquiry to the appropriate person;
  • Assisting in the development of administrative procedures and tools;
  • Assisting in the coordination of appointments, interviews, testing, scheduling of events and learning sessions etc;
  • Providing administrative support to HR Manager, Advisors or an HR Specialist; and
  • Providing administrative, clerical or coordinating support in the development and/or implementation of HR activities, programs and tools.
  • Executing human resources support activities;
  • Providing assistance in the areas of human resources, or employee communications;
  • Delivering a variety of written tests to candidates and requesting testing as required;
  • Training administrative assistants in client organizations on procedures and automated systems used for completing HR Activities;
  • Providing direct advice, guidance and services to clients for HR services;
  • Maintaining and updating HR systems, keeping hard copies of files, records and correspondence on related current HR activities and helping develop new systems or improving the existing system;
  • Adjusting, modifying and updating HR management methods, practices and procedures; and
  • Providing administrative services to include project and research activities in a given HR sector and the implementation of a wide range of administrative procedures and processes to support the HR programs.