The Law Society of Upper Canada

Human Resources Specialist, Compensation & Pension, Human Resources, Corporate Services

CA-ON-Toronto
Job ID
2017-1466
# Positions
1
Job Type
Full Time
Years of Experience
5
Term
Permanent

OVERVIEW

JOB PURPOSE:

 

The Human Resources Specialist is responsible for planning, developing, implementing, and administering assigned human resources programs and policies supporting the strategic direction of the Law Society.  This includes coordination of compensation and pension programs and other Human Resources related functions and services.

 


QUALIFICATIONS REQUIRED:

 

  • A university degree, or equivalent, in Human Resources, or related field, coupled with a C.C.P. or C.H.R.L designation.
  • The Human Resources Specialist combines Human Resources consultative and administrative responsibilities, together with significant analysis and project management, which requires a minimum 5 years’ progressive experience in compensation and pension.
  • Solid understanding of employment related legislation and effective Human Resources services delivery.
  • Solid understanding of the Law Society, in particular Human Resources policies and procedures, or willingness to learn.
  • Knowledge of current trends and developments in the Human Resources fields, especially in compensation and pension, from a specialist perspective, and their practical applications at the Law Society.
  • Knowledge of best practices with respect to:
    o Effective business practices 
    o Compensation practices
    o Human Resources Information Systems
    o Performance management systems 
    o Employee relations and retention strategies
  • Advanced skills in Excel spreadsheets, databases and data manipulation.
  • Proficiency in word processing, e mail, and the internet or intranet.
  • Familiarity and proficiency with HRIS (Human Resources Information Systems).
  • Speaks and writes in a clear, articulate manner for individual and/or group situations.
  • Develops and applies complex information.

KEY ACCOUNTABILITIES


Client / Customer Service Planning

 

  • Acts as an internal consultant and business partner with the Human Resources team, client departments, and organization stakeholders, actively participating in key discussions in support of the organization’s mandate to attract, retain, and motivate top talent in the legal, regulatory and corporate services sectors.
  • Identifies organizational needs and develop processes and approaches to address these needs, translating goals and policies into effective business strategies. 
  • Through a wide range of assigned projects and activities develops, monitors, and assists in the implementation of compensation, pension, job evaluation, and performance management through project management, comprehensive analysis, research and providing recommendations.

 

Client / Customer Service Delivery

 

  • Responsible for the administration and processing of a variety of human resources initiatives and programs including compensation, payroll, termination coordination, pension plan administration for the Law Society.
  • Provides ongoing advice to organization clients at all levels (senior management, managers and employees), regarding Law Society policies, practices, ‘culture’, and human resources programs to achieve strong and effective employee performance. 
  • Consults with vendors and service providers on program initiatives. 
  • Responsible for pension enrolment and providing administrative support for the Pension Committees. 
  • Maintains the integrity of the compensation program including oversight of the salary structure and job evaluation system.
  • Provides and maintains custom, ad-hoc operational reports and statistics for use by organizational stakeholders.

 

Special Projects and Initiatives

 

  • Develops and implements performance goals and targets for each of the projects the incumbent leads and manages, by developing and implementing integrated Human Resources strategies. 
  • Working with the Manager, Human Resources, researches and benchmarks best practices in the field with respect to compensation, job evaluation, performance management, and related Human Resources systems.
  • Brings a professional, analytical perspective to program planning initiatives.
  • Contributes to the development of policies and practices for the organization through analysis, needs identification, review of existing documentation, and benchmarking best Human Resources practices, providing specific recommendations and options to the Human Resources team to ensure compliance with Human Resources best practices and relevant employment legislation.
  • Administers the compensation program including coordination and completion of salary surveys, analysis and recommendations with respect to compensation planning, and program implementation costing. 
  • Administers the pension plan, including the timely, accurate processing and monitoring of information with the carrier. 
  • Maintains job documentation, statistical analysis, and monitoring related to job levelling, with linkage to salary range structure and position bands.
  • Liaises with employees regarding pension access and coverage issues. 
  • Ensures the timely and accurate processing of payroll information, including request for hires, liaising with other Law Society departments to ensure that payroll information is up to date, and providing for corrective measures.

 

Financial Responsibility

 

  • Assists in monitoring specific project budgets, and contributes to organizational salary budget analysis, planning, and forecasting. 
  • Provides key liaison with the Law Society pension providers, actively participating in contract changes, negotiation and monitoring. 
  • Ensures the timely and accurate processing of payroll information, including status changes, liaising with other Law Society departments to ensure that payroll information is up to date, and providing for corrective measures. 
  • Liaises with employees regarding coverage issues. 

 

Team Membership

 

  • Works closely with and assists the Human Resources team, in the administration of on going and new initiatives, including external consultants and service providers through particular projects, as well as the planning, scheduling, and development of effective work processes.  
  • Delivers strategic advice and collaboration on a variety of initiatives to facilitate and support Human Resources plans, which are aligned with departmental initiatives and the strategic plan of the organization.
                                     

COMPETENCIES

Service Orientation

 

  • The requirement to maintain a high standard of commitment, ethics, respect, care in service delivery to clients (internal and/or external).

 

Communication and Interpersonal Skills

 

  • The requirement to structure and deliver effective verbal and written communication with clients, staff, licensees, the public, and others in a non-threatening and constructive way.

 

Team Orientation

 

  • The requirement to share responsibility for the achievement of team goals and the associated behaviours required for individuals to contribute effectively in a team environment.

 

Continuous Improvement

 

  • The requirement to demonstrate an attitude that consistently strives to improve a standard of excellence for one’s self and for the benefit of the organization, its licensees and stakeholders.

 

Problem Solving and Judgement

 

  • The requirement to identify and analyze problems, determine root causes, evaluate alternative solutions and take and/or recommend appropriate solutions.

 

Technical Competence / Professional Knowledge

 

  • The requirement to apply knowledge and skills to carry out the work and/or provide advice.  This also includes the quality of advice given, as well as the requirement to make decisions in the best interests of the organization as a whole.

 

Embracing Change

 

  • The requirement to work towards and embrace change in the workplace.

 

People Leadership

 

  • The requirement to behave with integrity, credibility and honesty when dealing with others, as well as the requirement to grow and develop employee capabilities.

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