HR Advisor

Competition Number: 2025 -15920

Applications will be accepted until 2359hrs on 03/03/2025.

Posting Details:

This posting is for one (1) temporary position available until December 31, 2025. All civilian competitions include the possibility of extension and/or additional temporary or permanent positions.

Salary Information: $100,038.76 - $117,818.25 annually (2025 rates of pay)

All applications must be received on time and through the online application system. Applicants are required to upload their cover letter and resume in addition to the candidate profile. The cover letter should clearly outline your qualifications for this position.

More information about our hiring process can be found on the website under the Hiring Process menu.

Job Information

Directorate: Human Resources

Section: Human Resources

Pay Grade: Eight (8) - Under Review

Job Code: 10147464

Work Location: Central - 19 Fairmont Avenue

Supervisor's Title: Manager Human Resources / Staff Sergeant Human Resources

Effective Date: June 1st, 2024

Overall Purpose:

Under the direction of a Manager or Staff Sergeant Human Resources, the Human Resources (HR) Advisor provides expertise HR expertise and specialist support to clients and HR staff as assigned through one or more of the following business portfolios:

• Constable Selection Process.
• Supervision Business Partners Human Resources.
• Performance Management & Leadership / Member Development.
• Sworn Promotions & Succession Planning.

Champion the organizational commitment as an Employer of Choice by promoting equity, diversity, and inclusion (EDI), supporting the career goals of our members, and providing advice and counsel to internal members and external candidates.

Major Responsibilities:

Constable Selection Process Portfolio:

• Provides coordination support and subject matter expertise through all aspects of the Constable Selection Process (CSS).
• Represent the OPS on the Provincial Constable Selection Process Committee to assess, review, and provide recommendations to the Constable Selection Process, and subsequent review and adoption by Ministry of Community Safety & Correctional Services, followed by legislation changes if required.
• Manage the sworn and civilian background investigation process and psychological testing including supervision of assigned Background Investigators and other assigned staff.
• Represent the OPS on the Algonquin College Police Foundations Advisory Committee in support of developing and maintaining Police Foundations curriculum.
• Serve as the OPS Representative on the Annual Provincial Policing Expo Committee.
• Assist in the development of section goals and objectives to meet short and long term recruiting objectives and goals.
• Support and maintain the policies and procedures governing the recruitment and selection and central record keeping for all police applicants.
• Maintain statistics and provide on-going reports as to the status of the Interview and Outreach processes for recruits under the CSS.
• Ensure the accurate input of sworn recruitment candidate information for tracking and reporting purposes.
• Assume the role of OPS representative on the Ontario Association of the Chief’s of Police, CSS Committee, for the purposes of provincial networking, information sharing, and contributing to the establishment of industry standards.
• Assist in preparing budget submissions related to the recruitment process.
• Participate in Outreach initiatives with members of the recruiting team i.e., information sessions, mentoring opportunities, public engagements, job fairs etc.
• Provide input on development of section goals and objectives, achievements and ensure policy and procedure are adhered to in reference to recruit applicants.

Supervision Business Partners Human Resources Portfolio:

• Provide supervision, expertise, and material support to Business Partners Human Resources to pro-actively identify and support the fulfillment of Human Resources services provided by the team including:
• Civilian Staffing & Recruitment.
• Sworn Transfer Process and relevant sworn staffing related issues.
• Sworn & Civilian Job Descriptions.
• Performance Management program support.
• Liaison role between Portfolio Client and Abilities Management Unit (AMU) to support AMU processes.
• Provision of expertise and support to other HR processes, projects, and programs.

Civilian & Sworn Position Management:

• Develop and maintain a process for position management which provides for timely position management including the creation and deletion of positions and the updating of position attributes.
• Collaborate regularly with Financial Services to ensure alignment between HR and Finance with respect to authorized complement, and the HRIS database is reflective of employee assignments and substantive positions.
• Maintain strong relationship with Abilities Management to facilitate the timely vacating of positions when LTD and WSIB thresholds are reached.

Ensure section staff are responding to the bi-weekly monitoring of tasks (MOT) as provided by Finance.

Performance Management:

• Maintains all Performance Management Program (PMP) and Talent Management (TM) System related documentation, which includes the PMP policy, procedures, manuals, user guides, system message boards, help text, and online email notifications.
• Develops and conducts ongoing PMP classroom and online training to staff, supervisors, and coach officers.
• Responsible for the ongoing maintenance of the PMP and the Talent Management System (TMS) including monitoring the running of the daily interface from SAP; generating reports through BIS, audit data and troubleshooting errors as required; supporting employees in the use of the PMP and TMS.
• Monitor and report on compliance of all employees to Senior Management and Executive.
• Provides support to all OPS programs requiring performance management data and analysis.
• Conducts ongoing research in Performance Management and maintain knowledge of industry best practices, and current trends.
• Maintains historical archive of Performance documentation to capture documentation of significant decisions and to provide support to the decision making process for ongoing and future issues.
• Establish and maintain good labour relations with Association representatives and encourage / manage resolution of conflicts / disputes, including 3rd party involvement.
• Participates as a subject matter expert on workplace issues such as resignations, accommodations, discipline, and respectful workplace issues to mitigate organizational risks.
• Provide subject matter expertise and operational talent management advice to various OPS Committees as required including the Performance Management Steering Committee.

Leadership / Member Development:

• Partners with OPS Leadership to develop and champion the OPS Leadership Development Program for all members with the intention of creating a pipeline of future senior leaders.
• Manages external partners on quality of contracted deliverables and adherence to project licenses; collaborates with internal stakeholders on vendor selection, contracting, and management of scope of work.
• Collects, analyzes, and assesses implications of large data sets integrated from multiple sources; analyzes results to continually improve ongoing programs and creates executive-ready presentations.
• Research new leadership development trends proposes innovative ways to develop our future leaders to support the upcoming demand for more specialized leadership development, and succession planning.
• Partners to build metrics that assess and monitor the effectiveness of talent management initiatives; monitors achievements in diversity, promotions, civilian / sworn staffing, development plan completion, and goal achievements to drive results.
• Drafts communications for internal stakeholders; designs and leads necessary classroom and online training to support leadership development implementation across the organization.
• Delivers high quality learning experiences to leaders at OPS in the classroom and virtually.
• Partners with other Talent teams and subject matter experts from across the organization to translate needs into content for the OPS Leadership Development Program.
• Actively builds trust and buy in with key stakeholders to support the successful launch and maintenance of Programs.
• Maintains historical archive of Leadership Development Programming documentation to capture documentation of significant decisions and to provide support to the decision making process for ongoing and future issues.

Sworn Promotions:

• Develops and maintains databases and records for all aspects of Sworn Promotions.
• Develops Sworn Promotions selection tools and criteria in consultation with key stakeholders (i.e., interviews, scenarios, promotion assessments, reference checks, etc.).
• Leads the coordination of all activities during the sworn promotion process cycles for the rank of Superintendent, Inspector, Staff Sergeant, and Sergeant.
• Maintains historical archive of Promotions documentation to capture documentation of significant decisions and to provide support to the decision making process for ongoing and future issues.
• Schedules and facilitate the Promotions Steering Committee meetings before and after each promotion process.
• Establish and maintain good labour relations with Association representatives and encourage / manage resolution of conflicts / disputes, including 3rd party involvement.
• Support the Manager in the design and implementation of the Sworn Selection process and Promotion Forecasting
• Acting as a mentor to candidates and providing training and support in their preparation for Promotional processes.

Succession Planning:

• Works with strategic partners to develop and document a corporate succession planning program.
• Research new leadership development trends proposes innovative ways to develop our future leaders to support the upcoming demand for more specialized leadership development, and succession planning.
• Acts as a resource / support to Management for OPS-wide sponsored succession planning exercises (i.e., 9-box grid, mapping etc.).
• Develops and executes a high potential program for leaders.
• Facilitates and assists in the preparation of development plans for specific populations (High Potentials, Senior Leaders) or areas of responsibility.
• Develops and executes strategies, tools, and classroom / online training to support leaders in all aspects of performance management, including performance improvement initiatives, the identification and development of high potentials, and supporting career development conversations.
• Maintains historical archive of Succession Planning documentation to capture documentation of significant decisions and to provide support to the decision making process for ongoing and future issues.

Champion the organizational commitment as an Employer of Choice by promoting equity, diversity, and inclusion (EDI), supporting the career goals of our members, and providing advice and counsel to internal members and external candidates.

Statement of Required Qualifications:

Education:

• Three (3) year College Diploma / University Degree in Human Resources, Business Administration, Public Administration, Social Sciences, or related field.
• Experience and formal training combined may substitute for stipulated education requirements.

Experience:

• Minimum four (4) years progressive experience working in a Human Resources function, specifically in talent acquisition, career management, recruiting / staffing, workforce management, and / or labour relations including:
• One (1) year management experience by overseeing the operation of a group; or directing or overseeing of a program, project or process within a work environment or volunteer organization (providing direction, resolving problems, etc.).
• Experience evaluating and recommending changes on HR programs.
• Conducting statistical analysis and providing summary reports and recommendations.
• Experience in policy / process development.
• Experience preparing professional reports for presentation to Senior Management / Board or Directors or an overseeing civilian body.

Language:

• English – fluency in oral, reading, and writing.

Certifications and Licences:

• Certified Human Resources Professional (CHRP) Designation, or in progress.

In service Training:

The following mandatory training and education is provided to all employees of the OPS:

• Occupational Health & Safety.
• Respectful Workplace.
• Violence in the Workplace.
• Accessibility for Ontarians with Disabilities Act (AODA).
• Ethics, Diversity, and Inclusion.
• Active Bystandership for Law Enforcement (ABLE).

All employees of the OPS are expected to complete all additional and new mandatory training as prescribed by the Office of the Chief.

All Human Resources staff are expected to continue their professional development including maintaining professional memberships and certification requirements.

Job Knowledge:

• Working knowledge of the:
• Organization’s Mission, Vision, and Values.
• The Constable Selection System (CSS) as prescribed by the Ontario Association of Chiefs of Police (OACP) under the Ministry of Community Safety & Correctional Services.
• The Essential Competency Interview (ECI) Process and Background Investigations under the CSS.
• Applicable legislation, policies, collective agreements, and HR sources to ensure compliance and provide guidance in all staffing process.
• Human Resources Information Systems (HRIS) and Corporate software packages (i.e. word processing, spreadsheets, and presentation software).
• Labour market trends, current best practices and future issues pertaining to Talent Development, and Succession Management.
• Talent Management Frameworks and Systems.

OPS Competencies:

CompetencyLevelCompetencyLevel

Communication 3 Problem Solving 3 Teamwork 2 Leadership 1 Adaptability 2 Planning & Organizing 1 Service Orientation 2 Resource & Fiscal Management 1 Network & Relationship Building 3

Hours of Work: Monday to Friday day shift schedule. Occasional requirement for flexible or extended hours, including statutory holidays and weekends to meet operational requirements and section responsibilities.

Effort and Working Conditions:

• Work is generally performed in a standard office environment with minimal adverse working conditions.
• The nature of the job occasionally leads to situations involving strong conflicting opinions and intense emotions.
• Occasional travel between OPS sites will be required.

Desired Qualifications:

• Oral, reading, and writing fluency in French or other languages.
• Certified Human Resources Leader (CHRL) Designation or in progress.
• Certified Volunteer Administration (CVA) Designation.
• Courses related to Recruitment & Staffing, Employment Law, Organizational Behaviour and Training & Development.
• Experience preparing reports for Senior Management.
• Experience developing and delivering presentations to all levels of employees.
• Knowledge of applicable legislation, policies, and OPS collective agreements.
• Knowledge of the relevant OPS organizational goals & objectives and how these relate to the Human Resource functions and accountability.
• Strong understanding of the rationale behind OPS policies and procedures and how they impact on the day-to-day work or delivery of service.

Additional Competition Information:

We thank all candidates for their interest, however, only those selected to continue in the selection process will be contacted.

Please save a copy of the job poster. Once the closing date has passed, it will no longer be available.

The Ottawa Police Service promotes the principles of diversity and inclusion. We provide accommodation during all parts of the hiring process as required. Applicants need to make their needs known if contacted to proceed to the selection process. Accessible formats and communication supports are available upon request.

Additional information about our hiring process can be found on the recruiting website.

Please direct any questions to CivilianStaffing@ottawapolice.ca.