Title of Position: Employment Integration and Retention Consultant Department: Partnerships and Communications
Manager: Partnerships and Communications Director
Work Location: Kahnawake
Category : Fixed term contractual positions with a possibility of annual renewal based on available budgets (May 18, 2015 to March 31, 2016)
Salary: According to FNHRDCQ’s current salary scale Staff Supervision: Yes, 3 to 5 Liaison Officer
Hiring Priority: Where skills are equal, priority will be given to First Nations
The First Nations Human Resources Development Commission of Quebec (FNHRDCQ) is an organization dedicated to promoting training and employability of First Nations of Quebec. On behalf of the 29 members First Nations, the FNHRDCQ is responsible for administering the Aboriginal Skills and Employment Training Strategy, as well as the Urban Strategy Agreement, which supports the First Nations, the Métis and the Inuit living in urban centers of Quebec. Through its 33 service points across Quebec, including its 4 urban service centers in Montreal, Quebec, Val-d’Or and Sept-Îles, the FNHRDCQ helps the clients integrate the labour market by offering various employment and training measures to foster their professional and personal development.
Under the supervision of the Director of the Partnerships and Communications department of the FNHRDCQ, the Employment Integration and Retention Consultant is responsible for coordinating the development and implementation of the Commission’s employment integration and retention strategy. As such, the Consultant ensures the implementation and coordination of the six Employment Integration Committees (EICs) and helps them to develop and implement action plans that are specific to the regions in order to maximize local and regional employment opportunities for First Nations. To this end, the Consultant must supervise research and analysis to understand the barriers that prevent First Nations from integrating the labour market; he must ensure the development of tools that foster their integration, as well as tools that will help employers to improve their Aboriginal recruitment processes and retention strategies. The Consultant is also responsible for increasing linkages between private businesses, unions, socio-professional centres, Emploi-Québec regional offices and other stakeholders and for developing partnerships with employers or other partners. He must also participate in finding funding sources, develop business relationships and collaborate in the implementation of major
Purpose of the Position
Job Posting
information of interest about labor market-and-training-related programs and services. As team manager of 3 to 5 liaison officers, he is responsible for hiring, commitment, motivation and development of his employees while ensuring their full adherence to the policies, procedures and other regulations. He also has the mandate to manage the financial and material resources, ensuring monitoring of contribution agreements under his responsibility, to the proper accountability and preparation of the required documentation. The incumbent may be asked to perform other related tasks to be carried out in accordance with the objectives of the development initiatives of the FNHRDCQ.
1. CONTRIBUTE TO THE STRATEGIC DEVELOPMENT OF PARTNERSHIPS AND COMMUNICAITONS DEPARTEMENT
1.1. Participate, as required, in working groups to conduct studies or surveys in order to target the
needs of the clientele and to determine the effectiveness of the FNHRDCQ’s measures and policies;
1.2. Actively participate in regional meetings by helping to prepare important documentation
related to the agreement with Emploi-Québec: objectives of the department, actions taken, results achieved, next steps to be undertaken and others;
1.3. Help write the annual work plan for for the Partnerships and Communications department
based on its four strategic pillars, the terms of the FNJF agreement and the global communications strategy and assist with the quarterly updates.
2. PARTICIPATE IN THE DEVELOPMENT AND IMPLEMENTATION OF THE EMPLOYMENT INTEGRATION AND RETENTION STRATEGY
2.1. Coordinate all EICs while ensuring that their activities are maintained and developed and that
the planning tools and diversity of the members of the committees are enhanced;
2.2. Coordinate the meetings of each of the EICs (ex.: dates, venue, meals and room reservations,
travel arrangements, etc.) while respecting internal policies concerning meeting requests and attendance forms;
2.3. Ensure that the EIC meetings are properly chaired, that the agenda reflects the needs of the
committee and that the minutes are sent to the persons concerned;
2.4. Ensure the development and implementation of employment integration and retention
initiatives by helping the EICs to develop and implement action plans that are specific to the regions concerned in order to maximize local and regional employment opportunities;
2.5. Supervise research and analysis to understand the barriers that prevent First Nations from
integrating the labour market;
2.6. Ensure the development of tools that will foster the integration of workers, as well as tools
that will help employers to improve their Aboriginal recruitment processes and retention
2.7. Manage short-term projects related to employment integration and retention.
3. DEVELOP, IMPLEMENT AND MANAGE AGREEMENTS AND PARTNERSHIPS
3.1. Improve linkage between private businesses, unions, socio-professional centres,
Emploi-Québec regional offices and other stakeholders;
3.2. Engage in canvassing to develop partnerships with employers and ensure the implementation
of major development projects (ex.: mining development, Plan Nord, etc.) in the communities concerned;
3.3. In collaboration with the Funding Consultant, find sources of funding specifically for
employment integration and retention projects and help develop proposals in relation to contribution requests for certain short-term projects;
3.4. Prepare budget plans for specific projects and submit them to the Partnerships and
Communications Director;
3.5. Establish and maintain partnerships with provincial and federal departments, namely
Emploi-Québec, CCQ, CSST, Ministère de l’Éducation, Service Canada, Labour Canada, etc., in order to obtain information about labour market programs and services that are offered to First Nations clients and communities;
3.6. Participate in the development of new initiatives that meet the common objectives of the
organizations and that will be advantageous for the First Nations clients and communities;
3.7. Promote and strengthen partnerships with various industrious involved (e.g. mining, oil and
gas, forestry, and wind energy development, etc.), in order to develop employment and training strategies and programs that will support the integration of First Nations in them.
4. PROVIDE SUPPORT TO THE LFNCs AND USCs
4.1. Collect and distribute information, documentation and other material of interest for the
LFNCs and Urban Service Centres about labour market programs and services;
4.2. Assist the LFNCs in the development of pre-employability programs by sharing information
about programs that already exist in other communities;
4.3. Attend strategic meetings, conferences and events that could help improve local programs
and services;
4.4. Draft recommendations and resolutions in order to define the directions and objectives of the
Employment Integration and Retention Strategy and present them to the members of the FNHRDCQ for approval;
4.5. Prepare documentation, summaries and reports for the FNHRDCQ regional office for the
sound management of agreements and the preparation of the regional meetings;
5. MANAGE HUMAN RESOURCES
5.1. Write and post job offers, screen applications, prepare interview questionnaires, prepare and
send interview invitation letters, establish and participate in selection committees, recommend selected candidates to the Partnerships and Communications Director, write letters of refusal/acceptance and ensure the smooth integration of new employees;
5.2. Supervise, coordinate, assign and evaluate the work of the staff, help them to draw up their
personal objectives, inform them of progress achieved, provide them the necessary support and participate in roundtable discussions during the employee performance evaluation process;
5.3. Determine the training needs of the staff under his responsibility and submit them to the
Urban Strategy Director for approval;
5.4. Coach the employees by providing them support and helping them to acquire adequate skills
and knowledge or appropriate behaviour;
5.5. Ensure staff engagement and motivation and foster a quality work life by conducting, for
example, opinion surveys among the employees, or by underlining birthdays, arrivals, departures, etc.;
5.6. Manage the human resources by applying the policies related to vacations, sick leaves, special
leaves, absences, compensatory time, etc.;
5.7. Verify and approve the monthly attendance reports of the staff under his supervision and
forward them to the Partnerships and Communications Director;
5.8. Take disciplinary action when necessary and draft disciplinary notices according to the
directives agreed upon with the Management;
5.9. Proceed with the layoff of employees when required, inform them of the decision with the
support of the Partnership and Communications Director and offer them the necessary support and information;
5.10. Conduct interviews with employees who voluntarily leave the organization in order to know
the underlying reasons for their departure;
5.11. Inform the employees or refer them, as needed, to designated persons to obtain information
on employee benefits (group and health insurance, NBP, etc.);
5.12. Identify problems related to the management of their staff and find appropriate solutions by
consulting the concerned resources as needed (ex.: internal conflicts, psychological harassment in the workplace and other problematic situations);
5.13. Plan and hold staff meetings to discuss and share information about procedures, internal
policies, organizational objectives and other important information to maximize the performance of the employees under his responsibility;
5.14. Review the expense accounts (ex.: accommodation, per diems, etc.) of the employees under
his supervision and recommend them to the Partnerships and Communications Director for signature in accordance with the financial management policy.
6. PERFORM OTHER RELATED TASKS
6.1. Perform other related tasks as required and at the request of the Partnerships and
Communications Director.
Requirements Characteristics
Skills / Knowledge
Good human, financial and material management skills and ability to understand and manage large budgets;
Possess skills in the development of business relations, project management, research, analysis, synthesis, interpretation of results and implementation strategies;
Excellent oral and written communication skills, particularly in the preparation and presentation of reports;
Ability to solicit partners, understand complex information, negotiate agreements and establish links with various partners;
Ability to direct, influence, supervise and motivate a work team and enforce policies, procedures, guidelines and other regulations;
Adequate knowledge of all programs, services, measures and resources related to employment and training available in the milieu;
Adequate knowledge of the labour market, businesses and socio-economic partners of the territory;
Adequate knowledge of the Aboriginal community and of Aboriginal employment and/or training institutions of the territory.
Personal Qualities:
Excellent organizational, project management, time and priority management skills in order to be able to optimize resources and achieve the expected results within tight deadlines;
Ability to demonstrate flexibility in responding to rapidly emerging situations and to work under pressure;
Keen sense of human relationships requiring tact and diplomacy with stakeholders in order to carry out his responsibilities;
Ability to demonstrate analytical, synthesis, research and methodological skills and ability to demonstrate professional judgement, flexibility, adaptability and objectivity;
Ability to pay a high level of attention in written and verbal communications and in the preparation of reports;
Ability to demonstrate openness and to integrate the knowledge to be acquired with regard to the main duties related to the job.
2 years of relevant experience in business development, human resource management
Education:
University degree in administration, project management or other relevant field;
College diploma, combined with four years of experience in administration and project management.
Language: Command of spoken and written French and spoken English;
Command of a First Nation language and of written English is an asset Information
Technology:
Knowledge of common software tools, including the Microsoft Office Suite (Word, PowerPoint, Excel), Outlook, internet and others.
Manage financial, material and human resources;
Maintain harmonious relationships with multiple stakeholders;
Be willing to sign a confidentiality agreement;
Be willing to travel and hold a valid driver’s license.
Those interested in this position may send their curriculum vitae and cover letter before May 4, 2015 at 3pm to cv_conseillerintegra@cdrhpnq.qc.ca
Only selected candidates who possess the experience or requirements will be interviewed; Where skills are equal, priority will be given to First Nations members;
Reference can be required upon request.
