Careers

Functional Responsibilities: 

• Support organizational objectives in implementing strategies on key initiatives such as attendance management, wellness, progressive discipline, absenteeism, and performance management.
• Develop, evaluate, and recommend modifications on human resources policies and ensure the implementation of such policies.
• Provide reliable and compliant advisory on human resources policies, guidelines, rules, and procedures.
• Ensure coherent and consistent application of human resources practices.
• In conjunction with managers, take steps to institute on a timely basis any disciplinary measures when required.
• Conduct thorough, objective workplace investigations and recommend corrective actions to supervisors.
• In collaboration with the Director of Human Resources and the Manager of Workforce Planning and Recruitment, design, develop and implement competitive compensation, reward strategies for civilian staff and ensure the implementation of such policies.
• Determine health and safety goals and strategies ensuring that the organization meets all fiscal, strategic, and legislative requirements.
• Provide guidance on health and safety matters.
• Develop, evaluate, and recommend modifications to the performance management system (Dayforce) and ensure its implementation.
• Following the annual performance review cycle, evaluate employee comments relating to learning needs to feed into the annual training plans, in collaboration with the Manager of the Manager of Training and Development.
• Manage and implement special projects when requested by the Director.
• Continually assess and communicate risk. Document, control and mitigate identified risks.
• Seize process improvement opportunities to streamline workflows and improve accuracy.
• Implement and maintain an effective Employee Assistance Program and healthy workplace strategies.

Interaction/Communication Responsibilities:

• Facilitate communication among employees and managers by providing guidance and consultation regarding problem-solving, dispute resolution, regulatory compliance and if needed, act as a facilitator to resolve internal conflict through appropriate conflict management and mediation techniques.
• Provide guidance and training to managers and staff on performance management.
• Counsel and train managers on policy/procedural issues including but not limited to salary, benefits, and overtime compensation administration.

Reporting Responsibilities:

• Write clearly articulated documents that are required to administer a variety of disciplinary matters, including but not limited to incident reports, corrective actions, and disciplinary measures.
• Use a variety of reporting methods to ensure compliance with relevant laws, regulations, standards, best practices, and policy.
• Prepare reports as required and participate in drafting the human resources annual report.

Managerial Responsibilities:

• Supervise and lead direct reports.
• Assist with development of team objectives, as well as individual objectives for direct reports by ensuring that performance is aligned with those objectives. Ensure that supervisors within team are establishing objectives that are in alignment with departmental objectives, in collaboration with the Department Director.
• Identify training needs, recommend solutions, and support training and development.
• Conduct periodic performance evaluations for direct reports and assist supervisors through formal performance evaluations and regular one-on-one meetings.
• Promote ongoing, effective and open communication with employees. Keep staff members informed of decisions that impact them and/or their department.

Other Responsibilities:

• Maintain up-to-date knowledge and skills in area(s) of responsibility.
• Perform other duties as required.

Functional Responsibilities:

• Oversee the operations of the Eeyou Planning Commission (EPC), ensuring that it functions effectively and fulfills its land use planning mandate
• Manage the CNG Land Use Planning unit, who also serve as the EPC Secretariate staff team
• Oversee the development and drafting of the EPC’s Regional Master Plan (for category II lands)
• Oversee data collection collaborations, data sharing agreements, and internal data management policies and procedures
• Collaborate with Cree leadership, negotiators, and the Government of Québec to advise, explore, and negotiate additional lands planning powers and responsibilities for the Cree Nation on category II lands, in relation to the implementation of the Cree-Québec Governance Agreement (2012)
• Explore options and provide recommendations for Cree Nation planning and management of non-Cree recreational leases and permits on category II lands
• Collaborate with the Government of Québec on Participation Tables and Technical Committees for the development and updating of the Public Land Use Plans (PATPs) for both the Eeyou Istchee-James Bay and the Kativik Administrative Regions
• Oversee collaboration with the Eeyou Istchee-James Bay Regional Government (EIJBRG) in harmonizing the regional land use planning vision and approach for category II and III lands
• Work with local level Cree First Nation Governments to explore measures for harmonizing land use plans for category I and II lands
• Oversee the collaborative work with the Eeyou Marine Region Planning Commission, to harmonize the land use planning vision and approach for the marine region with that of the EPC for category II lands
• Oversee the administration and processing of CNG Entry and Access Permits for the Eeyou Marine Region, as required in the Eeyou Marine Region Land Claims Agreement (2010)
• Oversee the collaborative work with the Kativik Regional Government, Makivvik, the Naskapi Nation, and the northern Cree First Nations to address Cree interests in the Master Plan for Land Use for the Kativik Region, and in the related bylaw that enables it
• Manage service contracts with external consultants
• Oversee collaborative initiatives with external researchers

Reporting Responsibilities:

• Deliver complex planning, research and policy projects with minimal direction, while balancing political, community and other stakeholder interests.

Managerial Responsibilities:

• Supervise and lead direct reports.
• In conjunction with the Director, assist with development of team and individual objectives and ensure that performance is aligned with team and individual objectives.
• Identify training needs, recommend solutions, and support training and development.
• Conduct periodic performance evaluations for direct reports.
• Promote ongoing, effective and open communication with employees. Keep staff members informed of decisions that impact them and/or their department.

Other Responsibilities:

• Maintain up-to-date knowledge and skills in area(s) of responsibility.
• Perform other duties as required.

Functional Responsibilities:

• Serve as central point of contact for training and development related enquiries.
• Advise managers and/or employees regarding training and development needs, guide them to what is relevant to ensure the right learners engage with the right activities, e.g., basic training (for employees hired without the usually prescribed entry requirements), updating and advanced training, development training, individual on-the-job training, and statutory licensing/certification training.
• Adopt a coaching approach with managers to help build skills with the training and development policy, processes, procedures, and tools.
• In collaboration with the concerned managers, support the development of the government’s annual human resources training and development plan.
• Conceptualizing innovative and flexible methods to address the developmental and capacity building needs, including identification of external training programs, the design and delivery of in-house training sessions, enrollment in online learning programs, mentoring, self-learning, and other methods as appropriate.
• Stay informed as to relevant skills and qualifications levels required by staff for effective performance and circulate relevant information to the managers as appropriate.
• Following the annual performance review cycle, evaluate employee comments relating to learning needs to feed into the annual training plans, in collaboration with the Manager of Employee Relations.
• Be aware of the distribution and use of the organization’s training and development funds and budgets.
• Oversee specific training and development budgets and negotiate contracts.
• Lead and/or collaborate in the design of a long-term recruitment and promotion (outreach) policy and/or program for Cree Succession staffing and contribute to its implementation, in collaboration with human resources managers. This may entail activities such as:

– Promote the organization and create awareness in terms of careers and as a place to work.

– Place ongoing advertisements in the Cree media and social media.

– Provide recommendations for recruitment strategies for various sectors/professions.

– Lead or collaborate in succession planning and implementation.

• Plan or direct induction programs, in collaboration with other human resources managers.
• Promote an open knowledge-sharing environment that builds knowledge, skills, and service for the benefit of the organization.
• Lead or assist in the review and development of human resources related policies, procedures, and tools (forms and templates), as required.
• Monitor, evaluate and review the effectiveness of training and development programs and activities and report on outcomes to ensure the accuracy and relevance of the program and measurement of return on investment.
• Ensure, in collaboration with managers, that any documents pertaining to completed training programs are filed in their respective employee file (personnel filing system).

Interaction/Communication Responsibilities:

• Liaise, maintain, and build relationships with vendors who provide training materials and services including educational institutions.
• Develop and maintain an inventory of trainers, training resources, and information on post-secondary programs.
• Collate and disseminate to targeted audiences, information on training opportunities to suit the identified training needs of the employees.
• Maintain potential sources of external funding in respect of employee training and development and support external funding applications as appropriate.
• Act as the human resources representative on any committees, forums and focus groups.

Reporting Responsibilities:

• Generate statistics and reports on training and development activities as and when required.
• Maintain comprehensive training records, both manual and digital, to produce relevant Key Performing Indicators and reports.
• Prepare reports as required and participate in drafting the human resources annual report.

Budgeting/Funding Responsibilities:

• Support managers in planning their departmental/functional training budgets and forecast related costs/expenditures.

Managerial Responsibilities:

• Supervise and lead direct reports.
• Assist with development of team objectives, as well as individual objectives for direct reports by ensuring that performance is aligned with those objectives. Ensure that supervisors within team are establishing objectives that are in alignment with departmental objectives, in collaboration with the Department Director.
• Identify training needs, recommend solutions, and support training and development.
• Conduct periodic performance evaluations for direct reports and assist supervisors through formal performance evaluations and regular one-on-one meetings.
• Promote ongoing, effective and open communication with employees. Keep staff members informed of decisions that impact them and/or their department.

Other Responsibilities:

• Maintain up-to-date knowledge and skills in area(s) of responsibility.
• Perform other duties as required.

Functional Responsibilities:

• Support organizational objectives in implementing strategies on key initiatives such as attendance management, wellness, progressive discipline, absenteeism, and performance management.
• Develop, evaluate, and recommend modifications on human resources policies and ensure the implementation of such policies.
• Provide reliable and compliant advisory on human resources policies, guidelines, rules, and procedures.
• Ensure coherent and consistent application of human resources practices.
• In conjunction with managers, take steps to institute on a timely basis any disciplinary measures when required.
• Conduct thorough, objective workplace investigations and recommend corrective actions to supervisors.
• In collaboration with the Director of Human Resources and the Manager of Workforce Planning and Recruitment, design, develop and implement competitive compensation, reward strategies for civilian staff and ensure the implementation of such policies.
• Determine health and safety goals and strategies ensuring that the organization meets all fiscal, strategic, and legislative requirements.
• Provide guidance on health and safety matters.
• Develop, evaluate, and recommend modifications to the performance management system (Dayforce) and ensure its implementation.
• Following the annual performance review cycle, evaluate employee comments relating to learning needs to feed into the annual training plans, in collaboration with the Manager of the Manager of Training and Development.
• Manage and implement special projects when requested by the Director.
• Continually assess and communicate risk. Document, control and mitigate identified risks.
• Seize process improvement opportunities to streamline workflows and improve accuracy.
• Implement and maintain an effective Employee Assistance Program and healthy workplace strategies.

Interaction/Communication Responsibilities:

• Facilitate communication among employees and managers by providing guidance and consultation regarding problem-solving, dispute resolution, regulatory compliance and if needed, act as a facilitator to resolve internal conflict through appropriate conflict management and mediation techniques.
• Provide guidance and training to managers and staff on performance management.
• Counsel and train managers on policy/procedural issues including but not limited to salary, benefits, and overtime compensation administration.

Reporting Responsibilities:

• Write clearly articulated documents that are required to administer a variety of disciplinary matters, including but not limited to incident reports, corrective actions, and disciplinary measures.
• Use a variety of reporting methods to ensure compliance with relevant laws, regulations, standards, best practices, and policy.
• Prepare reports as required and participate in drafting the human resources annual report.

Managerial Responsibilities:

• Supervise and lead direct reports.
• Assist with development of team objectives, as well as individual objectives for direct reports by ensuring that performance is aligned with those objectives. Ensure that supervisors within team are establishing objectives that are in alignment with departmental objectives, in collaboration with the Department Director.
• Identify training needs, recommend solutions, and support training and development.
• Conduct periodic performance evaluations for direct reports and assist supervisors through formal performance evaluations and regular one-on-one meetings.
• Promote ongoing, effective and open communication with employees. Keep staff members informed of decisions that impact them and/or their department.

Other Responsibilities:

• Maintain up-to-date knowledge and skills in area(s) of responsibility.
• Perform other duties as required.

Functional Responsibilities:

• Meet with client in custody/detention to provide information regarding available services, help complete intake forms, and prepare correctional release plan. 
• Monitor and coordinate the progress of files/cases to ensure the timely completion of required outcomes and performance.
• Attend all relevant court hearings, including probation hearings.
• Provide support and services to offenders being released from custody including one-on-one mentorship, assistance with job search, assistance with obtaining necessary services outlined in case plan such as addictions treatment, anger management, education support, and referrals to other specialized service providers, among other things.
• Contribute insights into case plan of individual clientele.
• Provide programming insight to the Specialist in Detention Environment to ensure that the reintegration and rehabilitation process starts before release.
• Provide support to clients in halfway houses and transitional programs.

Interaction/Communication Responsibilities:

• Liaise with other criminal justice professionals assigned to offender such as Probations Officer, Community Reintegration Officer and Corrections Liaison Officer. 

Administrative Responsibilities:

• Populate and maintain up-to-date databases with client information and information regarding services provided.
• Prepare and maintain confidential client information including family and community assessment reports, monthly plan of care reports, case notes and discharge reports.

Reporting Responsibilities:

• Work with the Psychologist to obtain or receive written report of psychological assessment or case plan of clientele.
• Provide quarterly reports to the Manager of Correctional Services on cases under management.
• Report to the Manager of Corrections Services any deficiencies or abuses in government services to or treatment of clients.

Other Responsibilities:

• Maintain up-to-date knowledge and skills in area(s) of responsibility.
• Perform other duties as required.

Functional Responsibilities:

• Screen and respond to incoming correspondence, inquiries and telephone calls received at the detachment.
• Ensure the management and the follow-up of the agenda.
• Provide support by preparing, drafting, editing and proofreading correspondence, presentations, brochures, publications, reports or related material.
• Receive training for BeeOn Software and act as a reference and support for the use of the program to detachment staff.
• Conduct research, perform data entry and transfer of data to the BeeON program in compliance with the Police Information Module (PIM) and Quebec Police Information Centre (CRPQ) systems to ensure reliable and useful data for the local and global management of EEPF.
• In between leaving and arriving Officers, ensure that houses have been inspected and meet the required standards.
• Assist in the preparation of reports and presentations to various committees or councils.
• Take and prepare minutes for detachment meetings. Prepare and send activity reports to headquarters.
• Coordinate various meetings or conference calls, including setting up appointments, preparing meeting notices, and making conference room reservations.
• Assist with travel and accommodation arrangements.
• Assist all Officers with administrative matters.

Administrative Responsibilities:

• Keep employee files up to date regarding requests for vacation, leaves, etc.

Other Responsibilities:

• Maintain up-to-date knowledge and skills in area(s) of responsibility.
• Perform other duties as required