Skip to main content

Director, Human Resources

Job Summary

Under the direction of the VP, Resources Branch and Chief Financial Officer, provides leadership and establishes within the Centre’s strategic planning horizon clear directions for the deployment of the human resources function within the Centre, and for the management of staff as the key resource in the performance of the work of the Centre.  As a member of the Senior Management Committee (SMC), participates in decision-making associated with strategic direction and major initiatives of Resources Branch and of the Centre. Briefs and advises SMC on the human resources implications of matters under consideration, proposes new initiatives and carries forth recommendations on behalf of SMC.  Makes presentations to the Board of Governors (full Board and its Human Resources Committee) on high-level human resources issues. Advises senior managers on sensitive cases and issues related to the management of human resources and provides strategies that support Centre’s commitments and values with respect to HRM.  Oversees the provision of Health Services and Security Planning Centre-wide.

Primary Duties or Responsibilities

Leadership and Delivery of Human Resources Services

Provides leadership and establishes within the Centre’s strategic planning horizon (usually in five year periods) clear directions for the deployment of the human resources function within the Centre, and for the management of staff as the key resource in the performance of the work of the Centre. The incumbent sees to find balance between the need for HR services and programs that are attractive to prospective and existing employees within a context of fiscal restraint.

Supervises a staff of 15 and directs the work of two subordinate managers in Global Compensation and Wellness and Resourcing and Learning Services. Oversees the delivery of the full range of operational areas (compensation administration, recruitment, staffing, training and development, human resources planning, performance management, classification, and employee relations), delegating work as appropriate and ensuring that the work is done in a timely and service-oriented fashion.  Keeps the team informed  of matters decided (or under consideration) by other parts of the Centre that will have an impact on the provision of human resources services and ensures that subordinate managers engage their teams in the planning and delivery strategies of HR services. Also liaises with colleagues in the corporate finance function on actions and cases that have financial repercussions. In consultation with subordinate managers, monitors progress made against established work plans and introduces corrective action as required. This work is done by convening regular meetings to review current and future work, and by adjusting priorities and timelines as required.

Oversees the management of a broad range of special projects, from the conceptual basis through to the design, creation, implementation and evaluation. This is done by presenting ideas to Senior Management’s Human Resources Management Committee (HRMC) — as well as responding to ideas that are suggested by HRMC and Senior Management Committee (SMC) —, helping  senior management understand the need for initiatives (i.e. explaining in terms of their contribution to overall strategic directions), working with Human Resources managers and staff, the Staff Association and other managers and staff in working groups to develop initiatives, overseeing their implementation across the Centre, evaluating their effectiveness and making adjustments as required. Special projects are designed to provide managers and employees with appropriate working tools, and to improve the overall effectiveness of human resources management within the Centre.

Manages a budget of $2.3 million including the Centre-wide Training and Language Training budgets.

Corporate Human Resources Governance

As a member of the Senior Management Committee (SMC), participates in decision-making associated with strategic directions and major initiatives of Resources Branch and of the Centre. Subject to endorsement from the VP, Resources, briefs and advises SMC on the human resources implications of matters under consideration, proposes new initiatives and carries forth recommendations on behalf of SMC.  Makes presentations to the Board of Governors (full Board and its Human Resources Committee) on high-level human resources issues, seeks support for recommendations and answers questions.

Together with the VP Resources, establishes the strategic policy agenda for the Human Resources Management Committee (HRMC), and participates as a full member of the committee. Undertakes similar work with Chair of the Advisory Committee on Regional Offices (ACRO).  Oversees the development of human resources policy for the Centre, by directing the work and priorities of the policy forward agenda and by ensuring that sufficient research has been conducted before policy proposals are brought forth for the consideration of ACRO and HRMC, to ensure that policy directions are consistent with stated directions and with current policy positions.

Ensures that the Centre meets its legislative obligations in respect of the Official Languages Act, the Employment Equity Act, the Multiculturalism Act and the Canada Labour Code. Legislated reports must be prepared by the Division, signed by the President and forwarded to the relevant federal government department annually.

Case Management and Related Advice

Advises senior managers, individually and in meetings, on sensitive cases and issues related to the management of human resources generally, and on the management of people specifically by providing strategies for difficult situations, promoting an understanding of the Centre’s commitments and values with respect to HRM and ensures that managers are presented with a range of options that are consistent with the Centre’s stated values/policy directions.

Management of Health Services and Security Planning

Oversees the health services function which includes the provision of services to travellers, as well as the delivery of a fitness and health promotion program for Ottawa staff.  This function includes health and safety, ergonomics and ensuring that the provisions of the Canada Labour Code are adhered to.

Chairs the Centre’s Security Emergency Planning Team and is responsible for ensuring that emergency planning matters are addressed from a Centre-wide perspective.

Job Scope

The level of complexity of the job of the Director of Human Resources is significant.  In addition to managing and directing the policy and functional operational areas in the Ottawa environment, what must be taken into account are the 4 regional offices. In all, IDRC has 5 salary plans, 6 pension plans (2 for OHS and 4 for LES) and 7 benefits plans, and several different allowances for overseas staff. As well, there are a myriad of local customs in the regional offices that must be taken into account in the consideration of global compensation schemes for LES in regional offices.

The consequence of error or lack of judgement in the position is high. Policy and operational matters affect all staff. It is extremely important that the incumbent be able to view the organization, its issues and the potential approaches to problem solving from a very broad perspective and be able to predict, with some accuracy, the results of following certain courses of action.

As the people (managers and staff) are the heart of a knowledge-based organization, it is important that the incumbent have not only a very good understanding of the technical aspects of the management of human resources, but also to have a sound understanding of human nature and human motivation.

The incumbent must have and maintain an up-to-date understanding of developments in the field of human resource management generally and follow the trends, in order to be able to advise the management of the organization effectively, and on an ongoing basis, on matters such as: the attracting and retaining of good staff, performance management and shifts in compensation practices.

The incumbent is responsible for ensuring that the Centre meets its legislative obligations in respect of the Official Languages Act, the Employment Equity Act, the Multiculturalism Act and the Canada Labour Code.