Employment opportunities at the Library of Parliament

For the purposes of this selection process, the competencies listed in the attached Competency Profile will be evaluated.

^{Note:  While this position is eligible for part-time telework, regular on-site presence is required at Library of Parliament workplaces located in the National Capital Region}

^{* Salaries based on 2021 rates}

The following knowledge criteria will also be evaluated:
• Knowledge of the following practices: labour relations, and/or occupational health and safety, 
• Knowledge and application of Federal and/or Provincial and/or Municipal legislation related to labour relations and/or Occupational Health and Safety 
• Knowledge of best practices related to various HR disciplines and how they interrelate

To be considered, candidates must have:
• A bachelor’s degree from a recognized university in a field related to the position, OR an acceptable combination of education, training and relevant experience
• Experience providing advice and guidance and recommendations to clients on labour relations and/or occupational health and safety (may include policies, programs, initiatives or case management)
• Experience in providing functional advice to all levels of management, including senior executives on complex labour relations issues in a unionized environment and/or experience delivering occupational health and safety legislation advisory services, including interpretation and application of the Canada Labour Code, the Canadian Occupational Health and Safety Regulations, and/or other legislations, policies, guidelines or directives related to OHS

Asset(s):
• Experience in various collective bargaining processes
• Experience working in a unionized environment 
• Experience in developing and delivering occupational health and safety–related programs, procedures, and training and awareness sessions
• Experience or a certification in conducting workplace investigations, and hazard and risk assessments
• Experience in disability claims management for work-related injuries and illnesses, including reporting to Employment and Social Development Canada

Candidates retained in this selection process will be required to obtain successfully:
• A second-language evaluation (Bilingual staffing – imperative: CBC/CBC)
• A pre-employment screening

Additional Information:
• The Library of Parliament welcomes all candidates to apply and encourages applications from Indigenous persons, racialized persons, 2SLGBTQI+ persons, and persons with disabilities for this position.
• This selection process is open to the public
• This selection process may include a second-language evaluation and an interview. The interview will consist of behavioural, situational and knowledge-based questions. Candidates will be required to pass each stage in order to move to the next stage of the selection process.
• We are committed to providing an inclusive and barrier-free work environment, starting with the staffing process. If you require accommodations during any phase of the evaluation process, please contact us at LOPCareers-CarrieresBDP@parl.gc.ca. 
• Qualified candidates from this selection process may be considered for determinate or indeterminate positions at the Library of Parliament that require similar knowledge and/or competencies.
• The vaccination requirement for employees of the Library of Parliament established by the Policy on COVID-19 Vaccination was suspended. The Library of Parliament will continue to follow the situation closely, and should the epidemiological conditions change, we will assess whether there is a need to reinstate the vaccination policy and the associated essential condition of employment applicable to indeterminate, determinate, student and intern hiring.
• Education and experience requirements will be used to determine which candidates will be asked to participate in the next stage of the selection process.
• Satisfactory references and proof of education are essential conditions of appointment.
• Travel and relocation expenses are the responsibility of the candidates.
• Only those legally permitted to work in Canada can participate in this selection process.

Apply no later than  September 24, 2023 11:59 PM  Eastern Time.

To apply, please send us your curriculum vitae, along with a covering letter indicating how you meet each of the education and experience requirements of the position. 

Please quote your full name and 23-LOP-227 in your documents and in the subject line of your email.

Send your application by email at LOPCareers-CarrieresBDP@parl.gc.ca. 

Questions? Contact Human Resources at  LOPCareers-CarrieresBDP@parl.gc.ca. 

We thank you for your interest. Please note that only those selected for further consideration will be contacted.

Competency Profile for Human Resources – LR Advisor

ADAPTABILITY

Adapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups

Level 3 : Adapts to widely varying needs.
• Adapts to new ideas and initiatives across a wide variety of issues or situations.
• Supports major changes that challenge traditional ways of operating.
• Adapts interpersonal style to highly diverse individuals and groups in a range of situations.
• Adapts own plans and priorities in anticipation of change.

CLIENT FOCUS

Providing service excellence to internal and/or external clients, addressing immediate and evolving client needs

Level 4:  Provides seasoned advice.
• Acts as a seasoned advisor, providing independent opinion on complex client problems and novel initiatives, and assisting with decision-making.
• Encourages clients to consider difficult issues when it is 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.

EXEMPLIFYING INTEGRITY

Treating others fairly, honestly and respectfully, furthering the integrity of the organization and its relationships of trust within the work environment and in the broader community

Level 1:  Acts in fair and ethical manner toward others.
• Treats everyone equally with fairness, honesty and respect all the time.
• Refrains from behaviour or language that is exclusionary or offensive.
• Focuses on organizational success rather than personal gain.
• Follows through consistently on promises and commitments made to others.
• Presents facts and circumstances transparently, no matter how difficult the facts may be.
• Guards confidential and sensitive information, passing it on only to those that need to know.
• Maintains ethical principles even in the most challenging circumstances.

HUMAN RESOURCES MANAGEMENT

Understanding and applying human resources management (HRM) practices, policies and principles to enable performance excellence and ensure a safe and healthy workplace

Level 3:  Demonstrates intermediate knowledge and ability, and applies the competency, with minimal or no guidance, in the full range of typical situations. Requires guidance to handle novel or more complex situations.
• Demonstrates the required HRM expertise to achieve intended results, while recognizing broader human resources implications (e.g., reclassifies positions based on changes in the nature of the work, while respecting the rights and needs of incumbents).
• Applies various HRM tools and approaches (e.g., to identify sources of qualified candidates, to accommodate employee needs such as flexible hours, to manage overtime).
• Identifies solutions to human resources issues, respecting organizational values and legal requirements without blindly adhering to rules or procedures.

COMMUNICATION

Communicating clearly and respectfully with different audiences, both orally and in writing

Level 3:  Adapts communication.
• Tailors communication (e.g., content, style, tone and medium) to diverse audiences and readerships.
• Reads cues from diverse audiences to assess when and how to change planned communication approach to deliver message effectively.
• Communicates with varying organizational levels, sometimes on the spot.
• Recognizes others’ complex or underlying needs, motivations or concerns, communicating effectively despite the sensitivity of the situation.
• Conveys important nuances and context to facilitate understanding of the message or material.

DECISION MAKING

Applying critical thinking, good business sense and organizational values to make decisions involving varying levels of risk and ambiguity

Level 2:  Makes decisions by interpreting guidelines and policies.
• Applies guidelines and procedures that require some interpretation in dealing with exceptions.
• Makes straightforward decisions based on information that is generally adequate.
• Compares the importance of various factors on specific aspects of an issue.
• Recognizes when analysis is sufficient to proceed with making a good decision.
• Identifies potential implications of own decisions. 

ORGANIZATIONAL AWARENESS

Understanding the workings, structure, culture and distribution of power within and beyond the organization and for Parliament as a whole, and applying this understanding to solve problems and achieve desired outcomes

Level 3:  Understands and applies organizational culture, climate and power dynamics.
• Achieves satisfactory solutions based on an understanding of issues and culture in own and other organizations.
• Recognizes what is and is not acceptable or possible at certain times given the organizational culture, climate and power dynamics.
• Anticipates outcomes based on an understanding of organizational culture and power dynamics.
• Explains how organizational decisions are made and who makes and influences them.
• Applies an understanding of the roles people play in the organization to form alliances and achieve results.

ANALYTICAL THINKING

Analyzing and synthesizing information to understand issues, identify options and support sound decision-making

Level 3:  Analyzes complex situations.
• Analyzes complex situations, breaking each into its constituent parts.
• 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 to continue the analysis and/or take action.

RESILIENCE

Staying energized, productive and focused in the face of challenges, ambiguity, change or strenuous demands, and creating a supportive environment that helps others become more resilient and productive

Level 3:  Adapts to ongoing or regular strenuous work demands.
• Retains perspective in the face of difficult or demanding situations (pervasive ambiguity, frequent change, heavy workloads).
• Describes disruptions as challenges rather than threats.
• Adjusts personal coping mechanisms to deal with disruptions.