Human capital - Public and parapublic organizations and NPOs

With rapid changes in the job market, workforce challenges and new legislation, you may find that you need the support of a certified human resources management professional. You may also be suffering from the temporary absence of your contact person, or have an out-of-the-ordinary volume of HR projects or files.

Depending on your needs and budget, you have several options for obtaining the support and guidance of a human resources professional at your company.

We offer pre-established packages, based on a number of hours allocated to you on a monthly basis. There’s no risk of cost overruns, because you’re billed each month according to the option you’ve chosen:

• Package A (12 hours per month)
• Package B (24 hours per month)
• Package C (36 hours per month)

Traditional fee-based billing is also available: our team offers you the choice to avoid administrative and budgetary headaches. You choose the method that suits you best.

Our human capital consultants can be full members of your team, on an outsourced basis (IRH), depending on your needs. ! Here are the services we offer most often:

• Development of HR tools (employee handbook, policies, job descriptions, etc.)
• Compliance with various laws (LNT, LATMP, LSST…)
• Revision of HR processes (induction, recruitment, disciplinary, etc.)
• Advice on employment relations and personnel management
• Coaching for managers
• Support for meetings with your employees
• Administrative management of your employee files (performance appraisals, disciplinary files)
• Welcoming and integrating new employees
• Recruitment
• Organizational survey and development projects

Recruiting the right talent for the right job can be time-consuming, especially if you don’t have the resources in-house. Today’s labor shortage makes the process even more time-consuming.

We’re recruiting for you

By outsourcing your recruitment, you have access to a talent acquisition strategist who works for you at an hourly rate, at your pace and within your budget. We support you every step of the way, according to your needs:

• Clarification of role and employment context
• Writing the job description
• Define display strategy
• Headhunting
• Pre-selection and interview support
• Aptitude test
• References and background checks
• Negotiating and drafting employment contracts

Whether you’re looking for a specialized profile, a high-caliber executive or simply want to lighten the load of a large recruitment volume, we’ll take care of everything!

Far beyond salary, total compensation positions you as an employer of choice and sets you apart from the competition. A fair and competitive salary structure, combined with an attractive talent value proposition, is your best weapon in the battle against labor shortages!

Nowadays, employees have a choice

In addition to a competitive salary, talent is looking for employers who offer opportunities for career development and advancement, benefits that meet their needs, flexible working hours and organization, inspiring leaders, work-life balance, a healthy and inclusive work climate, and more.

We help you attract and retain the best talent

There are several essential steps to setting up a global compensation structure, all of which must be carried out with your compensation budget in mind.

• Job evaluation to promote internal equity
• Benchmarking on the benchmark market to take account of external equity and position ourselves against the competition
• Positioning according to employee performance to respect individual equity
• A survey of your employees to determine their total compensation expectations
• Implementation of a salary structure, benefits program and compensation policy
• A customized communication plan and support for your implementation process

Your company’s total compensation package shouldn’t be established haphazardly. Aligned with your business strategy, it becomes a powerful lever for attracting and retaining employees.

Under the Act to modernize the occupational health and safety system, companies are required to set up a number of prevention and participation mechanisms.

To determine your obligations, you need to know your priority group and calculate the number of workers on your site.

Here are some of the prevention and participation mechanisms to which you may be subject under the interim plan:

• Implementing a prevention program
• Identification and analysis of health and safety risks
• Health and Safety Committee
• The health and safety representative
• The health and safety liaison officer

Other obligations for employers have also been added:

• Take the necessary measures to prevent physical and psychological violence, including domestic violence, and intervene when there is reasonable doubt.
• Identify and analyze psychosocial risks, in order to eliminate dangers to workers’ psychological integrity at source.
• Apply the same prevention mechanisms to teleworking, which is now considered a workplace

OHS prevention and culture should be present at every stage of your human resources management practices, from hiring to induction, from training to performance evaluation, from roles and responsibilities to internal communication. Eliminating and reducing risks at source is everyone’s responsibility!

The Pay Equity Act imposes obligations on companies with an average of 10 or more salaried employees during a calendar year. Are you subject? Beware: an employer who fails to comply with this law is liable to a fine that can be very substantial (between $1,000 and $45,000).

Pay equity goes beyond “equal pay for equal work”. equal pay for equal work “sinceit requires “ equal pay for different but equivalent work “.

Our support services include :

• Pay equity exercise
• Maintaining pay equity
• Pay equity program
• Pay Equity Committee
• Pay equity postings
• Employer Declaration of Pay Equity (DEMES)
• Training and support for pay equity projects

The value proposition to talent, the employee experience at every stage of the life cycle, management and communication practices, the organization’s culture: all this combined represents the employer brand.

We’re here to help you define it in line with your vision and the expectations of the talent you want to attract and retain, as well as to enhance your employer brand.

Your employer brand is your DNA

An employer branding approach begins with a complete organizational diagnosis, including audits, surveys, interviews and focus groups. Our aim is to understand your employees’ underlying behaviors and motivations, your human resources management practices, and your vision and understanding of the issues you face.

Determining your employee persona means understanding what gives meaning to their work, what values are important to them, what motivates them on a daily basis, and who they are. By analyzing the information gathered, we can then make recommendations and determine which aspects need to be maintained and improved, or promoted and highlighted.

Your employer brand must stand out according to your employees’ preferences, but it must remain authentic and aligned with your values and organizational culture.

Once the target has been clearly defined and the value proposition adapted, HR marketing enables us to attract its attention.

In collaboration with our marketing partners, the creative portion of the project aims to use your brand image as a lever for branding your employer brand. HR marketing can encompass the creation of concepts and their variations, internal and external communication plans, and support with the management of your social networks.

Are you ready to stand out from the crowd, become an employer of choice and promote your value proposition to talent?

You’ve reached this stage, but you’re not sure where to start? Our human capital consultants can support you every step of the way in setting up your human resources department.

We prioritize what’s valuable to you

Following an audit of your HR function, we can support you in a number of ways, depending on your needs:

• Definition of job descriptions and competency profiles
• Drafting and production of your HR Kit, which includes an employee handbook and related policies, as well as various HR documents and tools.
• Set up the various HR processes, from staffing and personnel movements to induction and integration.
• Definition of your total compensation package and implementation of a benefits program
• Implementation of various HR programs, such as welcome-integration, referral, recognition, work-life balance and health and well-being programs.
• Setting up your organization chart
• Recruiting your future HR team

In Canada, spending on managing mental health in the workplace exceeds $50 billion, and a third of disability claims are related to psychological health.

Focusing on stress prevention and well-being at work has many benefits for employers, including reduced absenteeism, presenteeism, disability costs and turnover.

It’s not enough to have employees present; you want them to be engaged, mobilized and performing well.

Exposure to psychosocial risks, which must now be included in your prevention program in the same way as other physical health risks, has significant effects on workers’ physical and psychological health. The INSPQ identifies these main risks as :

• Low level of decision-making autonomy at work
• Real and perceived workloads
• Lack of recognition
• Job insecurity
• Weak support from manager and colleagues
• Psychological harassment
• Lack of transparency in communications

The Occupational Health and Safety Act requires you to eliminate risks at source. Legally, failure to act could constitute negligence on the part of the employer.

By analyzing and identifying the psychosocial risks present in your workplace, we can help you implement an action plan. Here are some examples of our work:

Primary interventions: prevention and elimination at source

Job and task evaluation. Opportunity to :

• Clarifying roles
• Adjusting workloads
• Developing autonomy

Implementation of a performance evaluation process. Opportunity to :

• Giving recognition
• Offer social support
• Adjusting workloads

Secondary interventions: reducing health damage and providing tools

• Time management workshop
• Gratifications and sweet and/or healthy treats
• Training in relaxation techniques

Tertiary interventions: rehabilitating from a curative perspective

• Employee Assistance Program
• Individual and group therapy
• Employment reintegration program

Of course, while secondary and tertiary interventions can be assets, and are relatively easy to implement, the key to prevention lies in primary interventions, and the gains to be made from establishing a psychosocial safety climate far outweigh the investment.

To support the balancing act, the manager must strike a balance between cohesion, mobilization and efficiency. Nevertheless, even with the intervention of experienced managers, many issues can develop within work teams. Fortunately, various team-building activities can help improve team dynamics.

For issues linked to internal team dynamics, our consultants generally favor workshops based on the personality profiles and communication styles of each member. The aim of these workshops is to identify the main personality traits and understand the behaviors that stem from them. By learning to adapt communication to the different personality profiles that make up the team, the dynamic is improved and the group performs better together.

Lack of clarity in structure can also be responsible for certain dysfunctions in teams. Consolidation activities aimed at clarifying members’ roles and responsibilities, or the circulation of content-based, structuring or affective information, are likely to greatly improve group efficiency.

Our intervention methods are personalized and adapted to your organizational context. Our activities are available in the form of workshops or Lac-à-l’épaule-type meetings.