HR work¾LW2

	Generic work	Specific HR work
Work focus	Manage and improve processes	Effectively implement, monitor, and deliver HR programs and transactions to support · staffing/recruitment · employee/labour relations · training and development · compensation/benefits/pensions · health/safety · HRIS so that standard HR procedures and practices are maintained, adhered to, and continuously improved, and responsive specialist HR support is provided to internal client groups
Business goals	Establish targets and monitor activities to meet monthly and quarterly goals	Monitor to ensure accuracy, timeliness, and integrity of HR processes and achievement of short-term targets within budget and resources … …while meeting annual business plan targets and employee needs
Longest assignment (examples)	1 year	Implement a major new HR program and educate internal client groups on its use while continuing to deliver current outputs to client groups—11-month task Design, develop, and implement an orientation program to induct new employees—6‑month task Support a new GM in understanding her organization’s HR issues by developing an HR briefing report and providing coaching as required to facilitate decision making and execution—6–9-month task
Business decisions/ scope of judgement (examples)	Within the context of given rules, exercise judgment to identify, diagnose, and solve operational problems	Provide insight into HR reports (absenteeism, turnover, training) by identifying key variances, anomalies, and employee and cultural issues Provide sound HR service, advice, and recommendations on business issues based on a thorough understanding of client needs, current data, and HR trends Provide stewardship by continuously auditing compliance to company standards and corporate HR policies (e.g. health and safety, labour relations, harassment, etc.) Identify issues by monitoring client groups and/or interpreting client requests and needs. Translate these needs into the development of programs to solve HR issues
Resource decisions	Manage assigned resources to meet customer needs and production demands	Provide input to, and manage within, department budget Develop guidelines and reference tools for LW1 HR staff Develop work/activity schedules, adjusting as required to respond to changes Maintain and develop own professional knowledge and skills Make recommendations to management on skill development requirements and HR program implementation (e.g. performance management, compensation, training)
Managerial leadership	Manage a departmental team and/or key functional processes	Manage the front-line HR team. Provide context, set performance standards, educate on policy guidelines, assign tasks
Oversight/ unique value	Supervise, guide, and provide feedback to direct reports Continuously improve work processes	Monitor task performance of direct reports (individually and as a team) against detailed plans and schedules. Provide individual coaching, identify training needs Identify operational issues and initiate appropriate corrective action; identify and escalate larger opportunities for continuous improvement of HR processes Model behaviours that reflect the organization’s values and desired culture
Internal relations	Maintain and improve relationships with internal customers and stakeholders	Work collaboratively within assigned cross-boundary relationships to · provide service, monitor compliance with HR policies, and provide decision support · represent HR on cross-functional task or project teams Understand and empathize with employee needs and reactions, and play them back to senior management, providing counsel and coaching to staff, and acting as the employee champion and confidential advisor to all employees in client groups
External relations	Use team efforts to maintain and improve relationships with external customers and stakeholders	Manage relationships with external HR stakeholders, e.g. payroll providers, employee survey providers, other outsource vendors
Sample positions	Manager	HR Manager (individual contributor)                        Manager, Recruitment Manager, HR Ontario (regional group)                     Manager, Total Rewards (funct. group) Manager, Labour Relations                                    Manager, Employee Relations Manager, Health and Safety                      Manager, Change Management Manager, Training and Development                       Corporate Trainer/Training Consultant Manager, OE/OD Human Resource Consultant (HRC)

HR work¾LW3

	Generic work	Specific HR work
Work focus	Develop and implement processes across teams to achieve assigned goals	Develop, integrate, and enhance core HR processes, such as · Training and Development succession planning, talent pool development, performance management, managerial and technical training programs, capability assessment, qualification/certification, skills inventory, developmental assessments · Compensation and Benefits job evaluation, salary administration, retirement benefits/pensions, variable pay systems, non-cash incentives, group benefit/pension design and administration so that processes and people are capable of meeting immediate requirements and short-term goals
Business goals	Balance current goals with short-term goals	Meet HR function’s priority of providing improved service and support to the business, e.g. · reducing time to hire qualified candidates (and improving quality of candidates) · reducing benefits administration expenses · job evaluation linked to work complexity · establish a process to ensure long-term succession candidates are available …while maintaining accuracy and integrity of current processes
Longest assignment (examples)	2 years	Introduce succession planning tools and implement across the organization¾within 15 months Redesign the organization’s performance management system and ensure organization-wide consistency and ease of use¾within 18 months Implement online HRIS training of staff on the new system¾within 2 years from business case development through successful implementation
Business decisions/ scope of judgement (examples)	Anticipate and respond to changing trends by selecting and implementing operational changes	Identify HR process issues, analyze external benchmarks, then develop solutions to determine the best operational response Provide authoritative specialist expertise, judgement, and advice to clients Make final decisions and develop business cases for solving operational challenges (as agreed to with VP) Lead significant HR projects to achieve strategic goals, integrating various disciplines and teams
Resource decisions	Allocate resources to achieve annual business goals	Ensure effective use and allocation of assigned resources Ensure achievement of current year financial targets while establishing capability to achieve next year’s goals and continuously improving against assigned metrics Recommend organizational changes, including staffing requirements, based on client needs
Managerial leadership	Manage multiple teams and processes	Manage multiple processes, coordinating components of larger processes (e.g. job design, job evaluation, salary survey, base and variable pay, total rewards, etc.)
Oversight/ unique value	Provide direction to direct reports on problems to address	Develop and implement department plan, responding to short-term problems/fluctuations to meet 1-2 year goals Identify systemic operational issues and opportunities (people, systems, processes) and use this as a basis to · provide direction and context in assigning LW2 work/problems to solve · ensure effective cross-functional processes · contribute to senior management strategy/change requirements Model behaviours that reflect the organization’s values and desired culture
Internal relations	Ensure effective cross-boundary relationships	Key member of operational management/ HR team Work collaboratively across the organization and within defined cross-boundary relationships to ensure HR processes are effectively implemented, e.g. · co-ordinate annual performance management and salary review processes · advise business units on HR/employee implications of their proposals and business decisions · establish and monitor HR management and reporting activities across the organization to ensure compliance with all corporate, legal and regulatory standards · act as internal change agent Market HR services across the organization; monitor and measure impact of services
External relations	Develop and sustain external relationships, using them to leverage best practices and develop internal metrics	Monitor the external environment for changes in regulations and emerging best practices in HR discipline Monitor relationships with key suppliers and internal customers to ensure service level agreements are met and new trends are identified
Sample positions	Director	Director, Training and Development Director, Compensation and Benefits Director, Organizational Effectiveness Director, Labour/Employee Relations