Human Resources Advisor

Important messages

We are committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you need to be accommodated during any phase of the evaluation process, please use the Contact information below to request specialized accommodation. All information received in relation to accommodation will be kept confidential.

Assessment accommodation

As one of Canada's Best Diversity Employers, Agriculture and Agri-Food Canada (AAFC) is proud to celebrate our achievements in creating a diverse, respectful, and positive workplace where all employees are valued and recognized for their unique qualities, ideas, voices and perspectives. Our five Diversity and Inclusion Networks (Gender and Sexual Diversity Inclusiveness Network, the Persons with Disabilities Network, the Indigenous Network Circle, the Visible Minorities Network and the Women in Science Network) advance awareness, contribute to departmental initiatives and provide a safe space and mentorship for their members. By embracing diversity and inclusion, our department ensures broader discussions, better decisions, and a more positive workplace.

Work environment

At AAFC, we offer a dynamic, diverse work environment with flexibility in work hours, tele-work options, work-life balance, and much more! Our Winnipeg HR office is comprised of over 30 talented HR professionals representing several HR disciplines. We support skill development, innovative thinking and positive leadership. We work in a team setting where creativity, lean processes and collaboration is valued. If you are looking for an opportunity to build relationships, lead projects and grow your skills, consider joining our team!

Intent of the process

AAFC is looking to immediately fill several vacancies in the areas of Staffing, Recruitment, Labour Relations, and Classification.

• Our Staffing Advisors are responsible for providing advice and guidance to managers which includes understanding their business and delivering immediate and long term reliable solutions to meet all of their staffing needs. HR Advisors partner with managers throughout the hiring process to assist with assessment approaches and steps as well as relevant policies and legislation. To hiring managers, the Staffing Operations team is their connection to attracting top talent with the skills, experience and values needed to achieve their business objectives.

• Our Recruitment & Collaborative Staffing Advisors implement new sourcing methods (e.g. social recruiting), researches and chooses job advertising options, and coordinates with departmental managers to develop talent pipelines to meet future hiring needs. Our Advisors: participate in job fairs and career events; build professional networks through relationships with HR professionals, universities and colleges, and other partners; and manage large scale recruitment initiatives.

• Our Labour Relations Advisors provide professional client service to managers with respect to the interpretation of collective agreements, union management consultations, grievances, discipline and much more. Labour Relations not only promotes a harassment free workplace, the team practices it and prides themselves on leading by example and acting with professionalism and integrity at all times.

• Our Classification Advisors assist managers in the design of organizations that support effective delivery of programs and services. Through their daily activities they ensure that AAFC organizes its work effectively and evaluates it accurately and responsibly by: eliminating duplication of effort, matching adequate resources to work, ensuring all aspects of work being evaluated are visible, and ensuring equal pay for work of equal value.

A pool of qualified candidates will be established and may be used to staff similar positions. The pool may be shared with other Government of Canada organizations after it has been established for 6 months. Additional qualifications may be required by the hiring manager(s) and applicants will be provided the opportunity to submit information or be assessed in relation to any additional qualifications that may be applied.

Should candidates demonstrate qualifications consistent with a higher level position (e.g. PE-03), they may be considered for appointment at that level.

Positions to be filled: 4

Information you must provide

Your résumé.

In order to be considered, your application must clearly explain how you meet the following (essential qualifications)

Graduation with a degree from a recognized post-secondary institution by May 2020 with acceptable specialization in human resources management, labour or industrial relations, psychology, public or business administration, organizational development, education sciences, social sciences, sociology, or in any other field relevant to the work to be performed.

If you have foreign credentials, please follow the link below for information on how to obtain a degree equivalency. You must obtain an equivalency, at your own expense, in order to be considered for appointment into the public service.

Degree equivalency

Providing services related to human resources management to key decision makers by:
- Successfully analyzing and applying legislation, policies, or guidelines related to human resources; and
- Developing viable options and recommendations for key decision makers.

If you possess any of the following, your application must also clearly explain how you meet it (other qualifications)

Specialization in one or more of the following fields:
- Talent acquisition, candidate sourcing, outreach or recruitment.
- Labour or industrial relations.
- Position classification or organizational design.

Experience developing reports or presentations for key decision makers.

Experience leading or supporting a significant project.

Commitment to diversity and inclusion.

The following will be applied / assessed at a later date (essential for the job)

Various language requirements
Bilingual Imperative BBB/BBB – CBC/CBC, English essential

Information on language requirements

Second Language Writing Skills Self-Assessment
In order to help you decide if you should apply to a bilingual position, an optional self-assessment of your writing skills in your second official language is available for you to take before completing your application.

For more information, please consult:
Unsupervised Internet Test of Second Language Writing Skills

Thinking things through
Showing initiative and being action-oriented
Working effectively with others
Demonstrating Integrity and respect
Client service orientation
Oral communication
Written communication

Conditions of employment

Reliability Status security clearance

Other information

The Public Service of Canada is committed to building a skilled and diverse workforce that reflects the Canadians we serve. We promote employment equity and encourage you to indicate if you belong to one of the designated groups when you apply.

Information on employment equity

APPLICATION & CORRESPONDENCE INFORMATION

Indeterminate incumbents of PE positions and of positions in the Office of the Superintendent of Financial Institutions and in Indian Oil and Gas Canada that are equivalent to PE positions on October 1, 1999, who do not possess the education level prescribed above, are deemed to meet the minimum education standard based on their education, training and/or experience.

Persons with disabilities preventing them from applying on-line are asked to contact the email referenced below under “Contact Information”.

Persons are entitled to participate in the appointment process in the official language(s) of their choice. Applicants are asked to indicate their preferred official language(s) in their application.

Communication for this process will be sent via email or through the GC Jobs application platform. It is the responsibility of the candidate to ensure accurate contact information is provided and updated as required. Candidates who apply to this selection process should include an email address that accepts email from unknown users (some email systems block these types of email).

All communication relating to this process, including email correspondence, may be used in the assessment of qualifications.


ASSESSMENT INFORMATION

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STAGE 1 - Application
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All applications received will be evaluated to assess the experience and education requirements.

You may have your assessment expedited by applying early! Screening of applications may commence as soon as March 2.

Depending on the volume of applications received, the assessment board may limit the amount of candidates proceeding to stage 2. Factors considered at this stage include: depth and breadth of experience, and qualifications identified in the "May be required" section of the advertisement.

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STAGE 2 - Candidate Achievement Record [March 2020]
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An assessment package will be sent to candidates via email asking them to describe professional achievements that best highlight how they have displayed the following competencies: Showing initiative and being action-oriented; Working effectively with others; Demonstrating integrity and respect.

Second Language Evaluation for candidates identifying interest in Bilingual positions will also be initiated at this stage. Candidates will have an opportunity to submit previous results or undergo second language evaluation testing.

20 candidates will be selected to be further assessed. All other candidates qualified up to this stage will be placed in a partially assessed pool, and may be considered for further assessment at a later date.

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STAGE 3 - Interview [April-May 2020]
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Candidates will be invited to an in-person interview taking place in Winnipeg, MB. The interview will be designed to assess: Thinking things through; Client service orientation; Communication (verbal). In order to support candidates in doing their best, we will be providing candidates with material in advance.

All candidates that qualify at this stage will be asked to provide proof of education, proof of citizenship and professional references that include their current or most recent manager.

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Phase 4 - Establishment of qualified pool [May 2020]
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Once the results of the pool become available to AAFC hiring managers, they will connect directly with individuals in the pool being considered for specific appointments. Reference checks may be conducted at this stage.

AAFC intends on making 4 or more appointments from this pool in 2020.

Six months after establishing the pool, the results may be shared with other hiring managers within the Government of Canada.

Preference

Preference will be given to veterans and to Canadian citizens, in that order, with the exception of a job located in Nunavut, where Nunavut Inuit will be appointed first.

Information on the preference to veterans

We thank all those who apply. Only those selected for further consideration will be contacted.