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.}

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

The following knowledge criteria will also be evaluated:
• General knowledge of core HR functions, such as classification, staffing and compensation

To be considered, candidates must have:
• A bachelor’s degree from a recognized university with a specialization in a field relevant to the position OR an acceptable combination of education, training and relevant experience
• Experience in Payroll and Benefits Administration
• Experience with the Phoenix pay system
• Experience responding to enquiries from the public and internal stakeholders
• Experience using an HR information management system
• Experience using MS Office applications, including MS Word, and preparing reports using MS Excel

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, 2SLGBTQIA+ 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, a written qualifying exam, an interview and a post-interview written exam. 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.
• 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  August 6, 2024 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 24-LOP-90 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– Compensation 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 2: Demonstrates working-level knowledge and ability, and applies the competency, with guidance, in common situations that present limited difficulties
• Demonstrates basic knowledge of HRM issues (e.g., fundamental staffing practices).
• Provides basic HRM information to others.
• Conducts components of straightforward HRM activities (e.g., develops a statement of qualifications).

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 1: Makes decisions based solely on guidelines and policies.
• Applies explicit guidelines and procedures in making decisions.
• Makes straightforward decisions based on comprehensive information.
• Deals with exceptions using clearly specified rules.
• Seeks guidance as needed when the situation is unclear.
• Makes a decision with no risk where information is available and controls are in place.

ATTENTION TO DETAIL
Working in a conscientious, consistent and thorough manner to ensure accuracy and the quality of work products and services delivered
Level 3: Demonstrates concern for thoroughness and accuracy.
• Identifies multiple sources of and approaches to information to ensure that details are addressed.
• Reviews the work of others for accuracy and thoroughness.
• Follows up to ensure tasks are completed and commitments are met by others.
• Verifies that work has been done according to procedures and standards.

TECHNICAL AND FUNCTIONAL CAPABILITY
Understanding and applying technical and functional knowledge and skills to accomplish work objectives, while keeping up to date with new developments in the subject area and continuing to enhance skills
Level 4: Demonstrates advanced knowledge and ability.
• Deals with new or complex issues in the technical or functional area.
• Adapts approaches in novel situations.
• Explains advanced or complex concepts and methods.
• Guides others in the technical or functional area.
• Makes recommendations on the best course of action in complex situations.

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.