HR Trends with Judy Slutsky

Generalist vs Strategic Human Resources

An In-house Generalist Human Resources Professional is typically responsible for the day-to-day management of Human Resources programs and the administration of policies and procedures.

A Strategic Human Resources Professional can develop a Human Resources program that is aligned with the business’ strategic direction, develop leadership and employee skills and competencies, retain qualified talent and mitigate business risk through policies. 

Businesses can be proactive in managing and embracing their Human Resources amid uncertain economic, political and social times, including: the potential for a U.S. recession with the corresponding impact on Canadian and BC businesses; talent and unskilled labour shortage in Canada and BC; and a highly competitive hiring market, where qualified candidates can be selective in choosing jobs with most attractive employers and best brands.  The greatest source of our talent pool is a distinct generation with specific needs and expectations that must be addressed in the workplace. Millennials are characterized by high expectations of their employer, a desire to seek new challenges at work and being more likely to leave a job when their career needs and expectations are not fulfilled.

When does it Benefit your Business to Hire a Strategic Human Resources Consultant? 

    • When your business is in start-up phase, expansion mode, right-sizing or downsizing.
    • When the business requires a change in talent of any kind.
    • When you have a specific Human Resources issue that needs to be addressed and resolved appropriately.  
    • When you are thinking about outsourcing your Human Resources function to support your internal Human Resources function.
    • To adopt best practices in Human Resources. 
    • To build leadership, management and employee skills.  
    • To align your brand and business strategic objectives with Human Resources programs and policies.
    • To ensure compliance with Human Resources legislation governing the workplace.
    • To maximize your investment in recruiting new talent.

Human Resources Checklist: What are the Most Important Human Resources Programs to have in your Business?

    • Job Descriptions – maintain up-to-date job descriptions with clearly delineated roles and accountability for each employee. 
    • Total Rewards Program – recognize and reward performance with a competitive compensation package (annual salary/hour rate/contract amount, group health and company benefits program).
    • Probation Reviews – create a formal review within the new employee probationary period.  
    • Recruitment Strategy – utilize experts in the field to help recruit qualified talent.
    • Job Posting – identify the key performance and behavioral indicators needed in new positions. 
    • Equity, Diversity, Inclusion programs – assess your human resources programs and policies to ensure the fair, respectful and inclusive treatment of all employees.  Placing a high value on diversity means that your business recognizes and values everyone’s unique qualities and attributes. 
    • Performance Management – create an ongoing process of communication between management and employees to ensure the strategic objectives of the business are met.
    • Policies – create policies that ensure your business is compliant with the governing legislation, mitigates business risk and ensures the equitable and distribution of business resources.
    • Employee Relations – put a process in place to address and manage sensitive Human Resources issues; provide ongoing communication to all employees.

By Judy Slutsky, Goldbeck Recruiting’s Certified Professional Human Resources consultant.

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