© Human Resource Systems Group. All rights reserved.

Tel: 1-866-574-7041 www.competencycore.com info@hrsg.ca

Hire, develop and engage talent more effectively with CompetencyCore™ Thank you for downloading this CompetencyCore sample pack. These samples give you an

opportunity to examine our competencies and competency-based job descriptions more

closely to ensure they meet your needs.

How can you use competencies? Competencies help you hire, develop, and evaluate talent more effectively and bring HR activities into alignment

with strategic organizational goals.

Hiring. Competencies offer guidance at every step of the hiring process, from developing job

descriptions to interviewing to evaluating.

Career development. Competencies help companies prepare employees for future jobs by

aligning development activities with individual career pathways and organizational needs.

Evaluating. Competencies identify levels of general and technical proficiency to guide individual

employee appraisals and enable aggregated analyses of organizational subunits.

Why choose CompetencyCore? High-profile companies such as Intel, Franklin Templeton Investments, and Samsung America—and increasing

numbers of smaller organizations—are now using CompetencyCore to drive HR success in areas such as:

Hiring, developing, and engaging talent more effectively

Providing greater compliance and defensibility for HR decisions

Developing self-assessments, 360-degree feedback, and other assessment tools

Aligning HR activities with broader organizational goals

Achieving greater consistency and co-ordination across dispersed workforces

CompetencyCore comprises a library of over 550 multi-level, industry-verified competencies and 750

competency-based job descriptions that enable you to fast-track implementation and see results sooner.

Developed by industry subject-matter experts and industrial organizational psychologists, these competencies

reflect proven best practices that work across every industry and for organizations of any size.

To order CompetencyCore products: Please contact a customer service representative at info@hrsg.ca

or 1-866-574-7041 (ext 600) to place an order or obtain a quote.

About HRSG Since 1988, HRSG has worked with a range of industries to define talent needs, address skill deficiencies, and improve

individual and organizational performance. Clients include global corporations, NATO defense departments, professional

accreditation bodies, and skills-focused NGOs. For more information, please visit www.competencycore.com.

© Human Resource Systems Group. All rights reserved.

Tel: 1-866-574-7041 www.competencycore.com info@hrsg.ca

Your CompetencyCore sample pack

This sample pack includes:

A competency-based job description (“HR Manager”)

One multi-level general competency required for the HR Manager (“Client Focus”)

One multi-level technical competency required for the HR Manager (“Recruitment and Selection”)

Each job description is made up of a number of general and technical competencies employees

must demonstrate at a particular proficiency level. If you haven’t used multi-level competencies

before, the image and definitions below will help you understand and evaluate them.

1. The competency definition provides a high-level description of the competency.

2. The proficiency scale provides multiple proficiency levels for each competency. Each level

reflects a progression from a basic demonstration of the competency towards a more complex and

strategic demonstration. For example, an entry-level employee may need to demonstrate level 1

proficiency, while an executive may need to demonstrate level 4. Proficiency scales help you

compare requirements across jobs, which is especially useful when determining potential career

paths within the organization.

3. The notion for each level provides a high-level summary of the overall theme identified for that

proficiency level.

4. A behavioral indicator provides a clear description of the observable behaviors that demonstrate

possession of a competency at a particular level.

If you need additional clarification on competencies or competency-based job descriptions, please

contact us at info@hrsg.ca.

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Human Resources Manager Job DescriptionJob Group: Human Resources

Plans, directs, coordinates, and evaluates human resource management activities of an organization to maximize the strategicuse of human resources and maintain functions such as recruitment, training and development, employee compensation,personnel policies, and regulatory compliance.

Responsibilities and Attributes

Responsibilities

• Serve as a link between management and employees by handling questions, interpreting and administeringcontracts and helping resolve work-related problems.

• Analyze and modify compensation and benefits policies to establish competitive programs and ensurecompliance with legal requirements.

• Advise managers on organizational policy matters such as equal employment opportunity and sexualharassment, and recommend needed changes.

• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, andadministering disciplinary procedures.

• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.• Identify staff vacancies and recruit, interview and select applicants.• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment,

compensation, labor relations, and employee relations.• Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.• Represent organization at personnel-related hearings and investigations.• Administer compensation, benefits and performance management systems, and safety and recreation programs.

Attributes

• Education: Bachelor (Social Science (e.g.,Psychology)), or Bachelor (Business-related), or Master's (In anyrelated field (e.g., Social Science, Business, Education)).

• Certification: SPHR, and/or PHR.• Skills: Human resources software, and/or Enterprise resource planning ERP software, and/or Spreadsheet

software, and/or Word processing software.

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General Competencies

Analytical ThinkingAnalyzing and synthesizing information to understand issues, identify options, and support sound decision making.

Level 3

Analyses complex situations

• Analyses complex situations, breaking each into its constituent parts.• Identifies and evaluates alternative causes or ways of interpreting complex information.• Identifies connections between situations that are not obviously related.• Identifies gaps in information and makes assumptions in order to continue the analysis and/or take action.

Business PerspectiveUsing an understanding of business issues, processes and outcomes to enhance business performance.

Level 3

Develops business strategies

• Demonstrates thorough understanding of how own section adds value to the organization.• Makes decisions that clearly support the business strategy (e.g., builds business cases for decisions/actions,

takes a market perspective).• Formulates optimal ways to improve services/products in the section, taking into account a longer-term and

broader corporate perspective.• Customizes the execution of broad business strategies in own area.

Client FocusProviding service excellence to internal and/or external clients.

Level 4

Provides seasoned advice

• Acts as a seasoned advisor, providing independent opinion on complex client problems and novel initiatives, andassisting with decision-making.

• Pushes client to consider difficult issues that are in their best interests.• Advocates on behalf of clients to more senior management, identifying approaches that meet clients' needs as

well as those of the organization.

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Decision MakingMaking decisions involving varied levels of risk and ambiguity.

Level 3

Makes decisions in vague situations

• Applies guidelines and procedures that leave considerable room for discretion and interpretation.• Makes decisions by weighing several factors, some of which are partially defined and entail missing pieces of

critical information.• As needed, involves the right people in the decision making process.

Impact and InfluenceInfluencing and gaining others' support.

Level 4

Builds coalitions

• Builds "behind the scenes" support for initiatives.• Builds coalitions of partners to support proposals.• Uses experts or other third parties to influence.

Interactive CommunicationListening to others and communicating articulately, fostering open communication.

Level 4

Communicates complex messages

• Communicates complex issues clearly and credibly with widely varied audiences.• Handles difficult on-the-spot questions (e.g., from senior executives, public officials, interest groups, or the

media).• Overcomes resistance and secures support for ideas or initiatives through high-impact communication.

Problem SolvingIdentifying problems and the solutions to them.

Level 3

Solves standard problems

• Identifies standard problems based on a range of factors, most of which are clear.• Identifies alternate solutions, considering applicable precedents.• Identifies optimal solutions based on weighing the advantages and disadvantages of alternative approaches.• After implementation, evaluates the effectiveness and efficiency of solutions.

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Strategic ThinkingUnderstands and processes complex information and exercises sound judgment, considering the situation, the issues,the key players, and levels of authority involved. Proposes course of action that furthers the objectives, priorities andvision of organization.

Level 3

Identifies and handles strategic issues

• Foresees longer-term implications of proposed positions, options and approaches that are not readily apparent.• Exercises sound judgment in new situations in the absence of specific guidance.• Identifies and considers emerging opportunities and risks when articulating astute and defensible options and

recommendations.• Strategically provides new information or data to key decision makers or stakeholders to influence their

understanding and decisions.• Demonstrates insightful understanding of the organizational context and priorities, how they interact and how

they affect issues.

Work Ethics and ValuesDemonstrating and supporting the organization's ethics and values.

Level 4

Sets the standard

• Plays a key role in shaping organizational ethics and values by defining, communicating and consistentlyexemplifying them.

• Ensures that standards and safeguards are in place to protect the organization’s integrity (e.g., professionalstandards for financial reporting; integrity/security of information systems).

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Technical Competencies

Change ManagementConducting change readiness and change impact analyses, preparing communication and employee engagement plans,and developing strategies to address organizational change and related change management issues.

Level 4

Manages complex change management initiatives

• Plans and manages medium to large scale change management initiatives.• Identifies risks of change initiatives and recommends mitigation strategies.• Develops comprehensive communication and consultation strategies to support the change management

initiative.• Delivers training to managers on how to effectively sponsor and drive changes across the division.• Evaluates the success of the change initiative.

Compensation and Benefits AdministrationDeveloping, managing and administering employee compensation and benefits policies ensuring cost efficiency andalignment with human resources strategies, and ability to attract top talent.

Level 3

Interprets and applies compensation and benefits plans

• Demonstrates thorough understanding of internal compensation practices and benefits products, processes, andpolicies as well as familiarity with relevant legislation.

• Prepares and processes a variety of standard benefits transactions and calculations.• Interprets and applies the provisions of benefit plans and applicable laws to respond to day to day operational

inquiries.• Prepares customized employee compensation and benefits reports.• Facilitates information sessions for employees on benefits plans and entitlements.

Employee RelationsApplying knowledge of labour legislation, regulations, and employee relations practices to the management of the formal,legal employment relationship between the organization and its employees.

Level 4

Advises on and manages organizational employee relations issues

• Demonstrates in-depth knowledge of collective bargaining legislation and practices.• Researches, analyses and develops employee relations policies and/or procedures to meet organizational goals.

(e.g. respectful workplace policy, complaint procedures, employee discipline).• Develops and recommends collective bargaining strategies.• Manages organization’s response to legal and illegal job actions.• Serves as organization's expert resource in all operational areas of employee relations.• Drafts language in support of collective bargaining and/or employee policies and contracts.• Ensures effective employee conditioning to increase operational flexibility and employee satisfaction.

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Learning and DevelopmentCreating a supportive learning environment aligned with the organization’s goals and strategies by providing employeeswith tools and activities to promote their professional development.

Level 4

Analyses and adapts organization learning and development services

• Develops organizational learning plans to address current capabilities and future training needs.• Conducts “Train the Trainer” sessions.• Ensures learning and development programs comply with legislated requirements as needed.• Identifies effective and economically viable learning approaches.• Develops and implements measurement tools and processes to evaluate learning and development program

effectiveness.

Occupational Health and SafetyMonitoring the work environment to ensure health and safety of all employees while promoting an organizational culturethat reflects occupational health and safety best practices.

Level 3

Recognizes and responds to health and safety incidents

• Recognizes the occurrence or ‘near occurrence’ of an adverse event and responds to mitigate harm toemployees and prevent reoccurrence.

• Anticipates situations that may place employees at risk and proactively acts to prevent them.• Ensures management team is fully aware of safety standards and procedures.• Conducts health and safety incident investigations including analysis and recommendations to prevent repeat

occurrences.• Demonstrates knowledge of hazard identification, evaluation and control.• Balances operational requirements with safe work practices, ensuring that employees are not unnecessarily

exposed to hazards in the workplace.• Demonstrates due diligence towards occupational health and safety matters.

Recruitment and SelectionProviding advice and services related to the attraction, sourcing (advertising, job fairs etc), evaluation (determining andimplementing selection criteria and strategy) interviewing and intake (i.e. negotiating offers) of appropriate talent to meetthe organization’s human resources needs.

Level 4

Participates in proactive recruitment activities

• Conducts strategic and proactive sourcing, building relationships with potential high-quality candidates.• Develops and maintains appropriate metrics and statistics to evaluate effectiveness of recruitment processes.• Keeps up with current trends and suggests improvements to existing recruitment processes and evaluation

methods.• Provides expertise and advice regarding complex recruitment issues and assessment techniques to other HR

employees and hiring managers.• Coordinates recruiting resources, internal and external to seamlessly meet client needs.• Forecasts future human resource needs and develops strategies to meet these shortfalls.• Develops and manages multiple talent streams (i.e., internal and external) for high volume and/or critical jobs.

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Client Focus

Providing service excellence to internal and/or external clients.

Level 1 Level 2 Level 3 Level 4 Level 5

Responds toimmediate client needs

Maintains client contact Provides added value Provides seasoned advice Ensures continuedservice excellence

Responds to client needs in a timely,professional, helpful, and courteousmanner, regardless of client attitude.

Clearly shows clients that theirperspectives are valued.

Strives to consistently meet servicestandards.

Follows up with clients during and afterdelivery of services to ensure that theirneeds have been met.

Keeps clients up-to-date on theprogress of the service they arereceiving and changes that affect them.

Ensures service is provided to clientsduring critical periods.

Puts clients' issues in order of priorityand addresses most pressing concerns.

Looks for ways to add value beyondclients' immediate requests.

Explores and addresses theunidentified, underlying and long-termclient needs.

Enhances client service deliverysystems and processes.

Anticipates clients' upcoming needs andconcerns.

Acts as a seasoned advisor, providingindependent opinion on complex clientproblems and novel initiatives, andassisting with decision-making.

Pushes client to consider difficult issuesthat are in their best interests.

Advocates on behalf of clients tomore senior management, identifyingapproaches that meet clients' needs aswell as those of the organization.

Strategically and systematicallyevaluates emerging and longer-termopportunities and threats to meetingclients' needs.

Determines strategic business directionto best meet clients' evolving needs.

Monitors, evaluates and, as needed,renews the client service model andservice standards.

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Recruitment and Selection

Providing advice and services related to the attraction, sourcing (advertising, job fairs etc), evaluation (determining and implementing selection criteria and strategy) interviewing and intake (i.e. negotiating

offers) of appropriate talent to meet the organization’s human resources needs.

Level 1 Level 2 Level 3 Level 4 Level 5

Assists with recruitmentand selection processes

Conducts basic recruitmentand selection activities

Customizes recruitmentand selection processes

Participates in proactiverecruitment activities

Conducts strategicrecruitment activities

Demonstrates an understanding oforganizational recruitment policies andguidelines and relevant legislation.

Conducts web or database searches forpotential job candidates.

Collects relevant information/data forthe tracking and analysis of recruitmentprocesses.

Prepares documentation for therecruitment process (e.g. posters,interview guides, offer letters) asdirected.

Communicates with potential candidatesthroughout the recruitment process.

Performs an initial screening ofapplicants to ensure they meet therequired qualifications.

Uses knowledge of customergroups and relevant job markets toidentify potential sources of qualifiedcandidates.

Reviews job applications againstselection criteria to determine suitability.

Prepares candidate assessment toolsusing established questions and tests.

Conducts preliminary or simpleinterviews to assess candidatesuitability.

Negotiates salaries balancing theinterests of the employer with the needto fill the vacancy.

Analyses position competencyrequirements to identify candidateselection criteria.

Leverages appropriate sourcingstrategies (i.e. advertising, career fairs,networking etc.) to ensure a constantflow of interested amongst qualifiedcandidates.

Identifies selection and assessmentstrategies that ensure efficient, effectiveand fair applicant evaluation processes.

Develops candidate assessment tools(interview guides, reference questionsetc.) based on best practice candidateevaluation methods.

Identifies successful candidate(s) basedon analyses of information obtainedthrough assessment process, ensuringappropriate fit to the position andorganization needs.

Conducts strategic and proactivesourcing, building relationships withpotential high-quality candidates.

Develops and maintains appropriatemetrics and statistics to evaluateeffectiveness of recruitment processes.

Keeps up with current trends andsuggests improvements to existingrecruitment processes and evaluationmethods.

Provides expertise and advice regardingcomplex recruitment issues andassessment techniques to other HRemployees and hiring managers.

Coordinates recruiting resources,internal and external to seamlessly meetclient needs.

Forecasts future human resource needsand develops strategies to meet theseshortfalls.

Develops and manages multiple talentstreams (i.e., internal and external) forhigh volume and/or critical jobs.

Researches and analyzes talent,economic, and demographic trendsand issues to predict future recruitmentneeds and challenges.

Develops and implements newapproaches to recruitment and newassessment tools.

Defines and aligns recruitment methodswith organization values and strategicdirection.

Develops succession plans necessaryfor key/critical positions.

Builds relationships and organizationalbranding to continually attract new talentand maintain reputation as desirableemployer.