Human Resources Department
***Human Resources Director ***
Human Resources Director
Chief Executive Officer
The Human Resources Director (HR Director) is responsible for the provision of leadership and strategic direction to the Human Resources Department (HR Department) and for the delivery of comprehensive Human Resource Services to Tsuut’ina Nation departments, programs, and services. The HR Director will provide leadership, oversight and coordination to recruitment, organizational effectiveness, compensation and benefits, and employee relations. The HR Director will also be responsible for leadership in all aspects of Human Resources, including the development and implementation of the Nation’s Human Resources Strategic Plan; Employee Related Programs and Support Services; HR Policies and Procedures; Job Evaluation Process; Compensation Structure; Employee Retention Programs; Workforce Development; Employee Relations; and Performance Management. The HR Director will be part of the Senior Management Team. This position is also responsible for implementing mechanisms, processes and methods that ensure the Tsuut’ina Nation is a safe, healthy and productive workplace.
DUTIES AND RESPONSIBILITIES:
A) Program Development and Implementation
· Supports the overall strategic plan for the Nation including the mission and vision of the Nation as set forth by Chief and Council
· As part of the Senior Management Team, provides input on how the HR Department can support the goals, objectives and priorities of the Nation
· Oversees employee related programs and support services including recruitment, compensation and benefits, employee relations, performance management and other initiatives.
· Provides solutions and guidance to employee issues that may arise across the Nation and participates in the planning and implementation of established solutions. (if needed)
· Working with the Human Resources Oversight Committee (HR Oversight Committee), develops and updates HR related policies, procedures, and makes recommendations on amendments thereto.
· Directs and oversees the HR budget activities to ensure efficient operations and adherence to applicable legislation and funding guidelines.
· Leads or participates in committees related to HR matters including, but not limited to, the HR oversight as assigned by Chief and Council.
· Ensures the implementation and use of a Human Resources Information System (HRIS) including, but not limited to, Avanti.
· Provides a cohesive dashboard report to Chief and Council as requested and to Senior Management on a monthly basis.
· Develops educational programs and courses to help educate Executive Directors, Managers and Employees on HR related matters.
· Working in conjunction with Program Managers and the Legal Department, ensures that proper employment agreements are in place and that those employment agreements are reviewed from time to time.
B) Relationship Management and Transparency
· Provides support and advice to Nation departments, programs and services on HR related matters and concerns.
· Actively participates with the community in celebrations, events, and information sessions to promote the HR Department.
· Develops relationships across the organization to ensure integrated, collaborative and responsive HR services.
· Establishes strong working relationships with stakeholders and works collaboratively to support organizational goals and objectives.
· Strengthens relationships with Nation departments, programs and services to ensure a full spectrum of integrated services and programs.
· Collaborates with the Finance department on financial processes such as budgeting, payroll and benefits administration.
· Actively plans and supports Employee Engagement, Training and Development programs with a focus on Succession Planning.
· Implements and completes all tasks outlined in written motions and directives as provided by Chief and Council and the Chief Executive Officer.
· Oversees the administration of Human Resource services in accordance with established mandates, legislation, policies, guidelines and directives.
· Continues to build the credibility of the HR Department within the organization and establish the importance of HR as key contributor to overall Nation success and effectiveness.
· Ensures that Human Resources is up to date on all reporting requirements including but not limited to any funding agreements.
· Maintains a current knowledge of all financial, governance and policies of the Nation including but not limited to the Human Resources Policy and Procedure Manual, Finance and Administration Act, Procurement Policy and Accountability Code.
· Maintains a current knowledge of the common law and applicable provincial and federal legislation as it relates to employment matters.
· Advises the Chief Executive Officer on the progress of all Human Resources activities in a timely and efficient manner.
· Meets as part of the Senior Management Team on a regular basis and presents to Chief and Council as requested to discuss employment matters.
· Communicates with Executive Directors and Managers on a regular basis through correspondence, meetings and other means on employment matters.
· Ensures job postings, hiring and training information is properly posted and distributed through the communications department and other sources.
· Communicates in a respectful and culturally appropriate manner in their communications with Tsuut’ina Citizens, Elders, Employees, and Community members.
· Works with Human Resources Partners to inform Nation employees of the HR Policy and any amendments thereto from time to time, including changes contract processes.
E) Culture and Language
· Recognizes and respects the unique culture, identity, traditions, language and institutions of Tsuut’ina Nation and works collectively to incorporate these into programs and services.
· Leads, coaches and mentors within the HR Department and ensures that best practices are followed by the HR Partners.
· Supports the HR Partners and staff to further their skills, knowledge and capacity so that all can succeed and be promoted.
· Supports the Nation values, inspires a shared vision for the Nation and enables others to act in ways to support the mission of the Nation.
· Develops and implements succession plans for both the Human Resources Director and other positions within the Human Resources department.
· Understands the importance of working with employees to encourage and help advance them to the highest level possible.
· A minimum 2 years’ experience working in an Indigenous Community is required.
· A minimum 3 years’ experience in managing a Human Resources Department.
· Prior work experience with Chief and Council and Senior Management of an Indigenous Community.
· An undergraduate degree in a related field, CPHR Designation and member in good standing with HRIA.
· Holistic approach to managing all aspects of Human Resources with Tradition, Culture, and Language of an Indigenous Community.
· Proven record for developing and implementing policies and procedures and managing an HR Department in an Indigenous Community.
· Proven experience with developing and implementing relevant succession plans that provide opportunity for employees.
· Proven ability to work collaboratively with diverse groups and individuals.
· Exceptional leadership skills with the ability to guide individuals and groups towards a common vision.
· Working knowledge of applicable legislation.
· Sound judgment, reliability and diplomacy are essential in this role.
· Ability to apply Human Resources principles, guidelines and standards within the unique context of a progressive First Nation’s community and rapidly growing organizations.
· Outstanding interpersonal skills with the ability to interact with diverse individuals and groups while positively representing Tsuut’ina Nation.
· Demonstrated professionalism and ability to respect confidentiality at all times.
· Ability to assert and maintain appropriate lines of authority both with both internal and external stakeholders.
· Working knowledge of Avanti and MS Office (Word, Excel, PowerPoint, Outlook).
· Travel may be required, therefore, must have a valid Alberta driver’s license, reliable transportation and proof of vehicle insurance.
· The successful candidate must complete a Police Information Check with a Vulnerable Sector Check.