CHRO

Reporting to the Chief Constable, the Chief Human Resources Officer (CHRO) forms part of the Executive Operations Council. The CHRO is responsible for developing human resource strategies for both sworn and civilian employees that support service-wide goals and objectives and overseeing the implementation of those strategies. This position provides leadership and recommendations to CPS Executive on human resources programs, policies and services including the functional areas of workforce planning; HR information management, HR analytics and reporting; diversity and inclusion; recruitment and talent management; learning and development; organizational effectiveness; health, safety and wellness; performance management; and employee and labour relations. It is also responsible for developing and monitoring the division budget and resources, and supporting and coaching section leads within the division. This position builds partnerships across the Service; collaborates with other police agencies, City HR, and provides reporting to the Calgary Police Commission.

The CHRO will be leading the HR services for an organization of approximately 4,000 employees. The CHRO has six direct reports – Manager of Health, Safety and Wellness; Inspector, HR Operations Section; Inspector, Chief Crowfoot Learning Centre; Manager, HR Business Advisory Section; Staff Sergeant, Driver, Safety and Compliance; and one Administrative Assistant. He/she will provide leadership to five distinct units with over 100 indirect reports that are unionized and non-unionized, sworn and civilian staff.

Key Result Areas 

Strategic Direction and Consulting

·    Develop, implement and manage CPS human resources strategic plans, programs, policies and services considering applicable legislation, collective agreements and administrative requirements.

·    Build HR business acumen within CPS leadership and provide advice and recommendations by understanding operational business drivers, the work environment, and management and employee needs.

Change Management and Project Sponsorship

·    Advocate and champion change leadership, articulating and communicating a shared future vision.

·    Act as project sponsor for human resources projects including: providing guidance on vision, mandate and expectations; approving the project charter; providing guidance and decisions to the project manager on escalated issues; overseeing engagement and issue management with CPS Executive.

·    Monitor emerging trends and keep current on best practices in human resource management.

Business Planning and Budget

·    Develop and monitor business plans, resources and budgets to ensure successful achievement of CPS strategic goals and objectives.

·    Provide direction on work priorities with competing resource demands and emerging issues.

Relationship Management

·    Develop and maintain partnerships with CPS operations and corporate services by participating on management teams and stakeholder committees.

·    Develop and maintain relationships with unions and associations.

·    Manage the relationship with City Human Resources business unit including Labour Relations, Talent Management, Total Rewards etc.

·     Collaborate with other police agencies on issues of mutual interest.

 Team Leadership and Development

·    Foster an engaging and productive work environment.

·    Hire, coach, and assign resources to meet division objectives.

·    Manage the performance of direct reports by setting expectations, supporting development and providing regular feedback.

The Person   Required Qualifications·    University degree in business, social sciences, human resources, or related field.

·    10+ years providing HR advice, guidance and leadership, ideally in a large municipal, government or unionized environment.

·    In progressively senior roles from both an operational and corporate perspective with at least 5 years at a senior management level.

·    CPHR or equivalent designation is an asset.

·    Proven ability to implement strategic change while maintaining strong relationships with internal and external stakeholders.

·    Experience leading major culture change initiatives and project management is required.

·    Strong communicator with political acumen. Strategic leader that is diplomatic, accountable, and results-driven.

·    Experience with a range of HR specialty areas (OH&S, LR, Workforce Planning, etc.), relevant legislation (FOIP, OH&S, Human Rights, etc.), and collective agreements preferable.

Competencies and Personal Characteristics 

The successful applicant must be able to demonstrate the following competencies:

Cognitive Capacity – Possesses the ability to understand and respond effectively to the complexities inherent in a police service and will have a strong ability to deal with complex and divergent human resources issues and how these impact the police organization and policy development.

Strategic Leadership – Cognizant of a variety of factors that will influence the success of strategies and policies implemented. Able to coach or mentor colleagues to understand the bigger picture and work collaboratively to define and deliver key business solutions and results. Exceptional at anticipating the consequences of their strategies. Makes things happen and gets things done. Known for their ability to accomplish objectives.

Change Agent – Responds to challenges with innovative solutions and policies, and will demonstrate a willingness to question conventional wisdom as a means of serving both internal and external customers. Proven ability to challenge cultural paradigms.

Interpersonal Relations – Interacts effectively with all stakeholders. Interactions are based on respect and an appreciation that people with varying backgrounds and viewpoints enrich the organization. From a team work perspective, solicits and provides information that could affect planning or decision making by encouraging others to offer their ideas or opinions, and works with partners to create policies that support an integrated delivery of service. Utilizes a high degree of collaboration and diplomacy to make decisions that best meet the needs of CPS and the community.

Communication – Communicates in a compelling and articulate manner that instils commitment and confidence. Uses a variety of communication vehicles to foster open and honest communication within CPS and across the civic service. Able to effectively deliver complex messages to both technical and non-technical audiences. Able to communicate the value of HR services and the reasons for organizational change.

Ethics and Values – Treats people fairly and with dignity. Is willing to admit mistakes, even in the face of adverse consequences. Their principles act as an internal compass to guide their behavior, allowing them to uphold the personal, social, and ethical norms of CPS.