The HRS focuses on employees and their contribution to the delivery of government programs and services. It provides leadership and/or support with respect to:
- Human resource policy, planning, information management and program delivery;
- Employee relations management;
- Human resource issues addressed by the Treasury Board Committee of Cabinet;
- Implementation and monitoring of the Human Resource Management Strategy.
Responsibilities for the Treasury Board Committee of Cabinet (“the Board”) have been conferred primarily through the Financial Administration Act and various pieces of labour legislation. For example, the Public Service Collective Bargaining Act gives responsibility to the President of Treasury Board for collective bargaining in the public service. The Financial Administration Act specifically identifies the following human resource (“HR”) responsibilities for the Board:
- Determines personnel requirements and provides for the allocation and effective utilization of personnel.
- Provides for the classification of positions;
- Determines the pay to which employees are entitled for services rendered, the hours of work and leave of those persons and related matters;
- Establishes standards of discipline in the public service and prescribes the penalties that may be applied for breaches of discipline;
- Provides for other matters, including terms and conditions of employment, the Board considers necessary for effective personnel management.
The Human Resource Management Strategy (“HRMS”) was developed to help government departments and central agencies achieve their goals and objectives by ensuring that employees are focused on service excellence in the delivery of programs and services to the residents of Newfoundland and Labrador.
Lines of Business
Given the broad scope and nature of government’s HR function, the HRS engages in multiple lines of business. Generally speaking, the HRS endeavours to provide:
- Effective management of specific HR policies, programs and services.
- Leadership in the initiation and development of HR practices and services that support the overall effectiveness of government and the provincial public sector.
Specifically the HRS provides support in the following areas
1. Classification and Organizational Design
The Classification and Organizational Design is responsible for the maintenance and administration of position classification processes, and oversight and interpretation of compensation policies and programs. This division services core government departments, agencies, health authorities, school boards and the College of the North Atlantic.
2. Employment and Labour Relations Division
The Employment and Labour Relations Division is responsible for labour relations and employee relations services to government departments, as well as agencies, boards and commissions. This division provides professional labour relations advice and services to government departments and public sector organizations. These services could include the negotiation of collective agreements and settlements, grievance and arbitration resolutions, employee relations training for managers and formulating labour relations policy options.
3. Policy, Planning & Analytics Division
Government’s capacity for strategic human resource management is supported by HR policy, planning, research, and information systems. The Policy, Planning & Analytics Division provides leadership and expertise in each of these areas to ensure that government departments and central agencies can effectively manage their human resources. The Division also develops and maintains HR metrics to inform and support HR planning and decision making and are responsible for coordinating business planning, annual reporting and information requests for the HRS.
4. Centre for Learning and Development
Executive development, leadership and management development, technology-based learning and development, as well as department specific consultation, are the core perspectives of the various programs and services offered by the Centre for Learning and Development. The Centre often collaborates with departments and agencies to provide government employees with learning opportunities that are unique, important and practical.
5. Payroll and Benefits
The Payroll and Benefits Division provides corporate leadership and professional advisory services, to all levels of personnel, regarding transactional and processing services for payroll and benefits. They are responsible for the administration and processing of payroll, time and attendance transactions for government employees, maintenance and management of personal files, and compliance and controls.
6. Strategic Staffing
The Strategic Staffing Division conducts and oversees staffing and recruitment services for the public service while ensuring protection of merit, legislative, Collective Agreement and policy requirements. The Division engages in recruitment and talent management to attract and employ highly skilled employees. This Division operates the Office of Employment Equity for Persons with Disabilities and the Student Employment Bureau in the provision of advisory support services for co-operative work-term opportunities.
7. Human Resources Consulting Division
The Human Resources Consulting Division offer a customized human resource approach that responds to the individual needs of clients and their respective departments. The main clients of this Division are Executives within departments and central agencies of core government. This Division supports clients on highly confidential and sensitive human resource management issues which require attention at the most senior levels.
8. HRS Service Centre & Corporate Service Delivery
The HRS Service Centre & Corporate Services Delivery Division manages client service delivery by responding to HR inquiries from employees. Inquiries could range from questions about compensation, pension application process, relocation requests to more complex HR issues such as retirement, grievances or disability accommodation requests. This Division is also responsible for the administration of government’s Group Insurance Plan and supports HRS corporate service functions.
9. Employee Safety & Wellness
The Employee Safety & Wellness Division provides strategic leadership and advice on policies and programs created to address health and safety needs of employees within the core public service. This Division manages corporate-wide policies and programs related to Occupational Health & Safety and Integrated Disability Management and works with departments to promote the establishment of a culture of wellness which focuses on promoting healthy work environments.