Human capital - Public, parapublic and non-profit organizations

Recruiting the right talent for the right position can take a lot of time, especially if you don’t have the resource in-house. The current labour shortage makes the process even longer and laborious.

We recruit for you

 By opting to outsource your recruitment, you have access to a talent acquisition strategist who works for you on an hourly basis, at your pace and according to your budget. We support you at each step of the process, according to your needs:

• Clarification of role and employment context
• Drafting of the job description
• Definition of the display strategy
• Headhunting
• Pre-selection and interview support
• Aptitude test and psychometrics
• Reference checks and background checks
• Negotiation and drafting of the employment contract

Whether it’s to find a specialized profile, a high-level executive or simply to relieve you of a large volume of recruitment, we take care of everything!

Far beyond the salary, the total compensation positions you as an employer of choice and allows you to stand out from the competition. A fair and competitive salary structure combined with an attractive talent value proposition is your best weapon to overcome the labour shortage!

Nowadays, employees have a choice

In addition to a competitive salary, talents are looking for employers who offer development and career progression opportunities, benefits that meet their needs, flexibility in work hours and organization, inspiring leaders, work-family balance, a healthy and inclusive working environment, etc.

We help you attract and retain the best talent

The implementation of a global compensation structure involves several essential steps, carried out taking into account your compensation budget envelope.

• Job evaluation to promote internal equity
• “Benchmarking” calibration on the benchmark market in order to take into account external equity and position ourselves against the competition
• Positioning according to employee performance in order to respect individual fairness.
• A survey of your employees to find out their expectations in terms of overall compensation
• Implementation of a salary structure, a benefits program and a compensation policy
• An adapted communication plan and support in your implementation process

The overall compensation of your company should not be established at random. Aligned with your business strategy, it becomes a powerful attraction and loyalty lever.

The Act to modernize the occupational health and safety system leads the companies concerned to implement several prevention and participation mechanisms.

To determine your obligations, you must know your priority group and calculate the number of workers in your establishment.

Here are some of the prevention and participation mechanisms to which you may be subject with the application of the interim regime:

• Application of a prevention program
• Identification and analysis of health and safety risks
• The health and safety committee
• The health and safety representative
• Health and Safety Liaison Officer

Other obligations for employers are also added:

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

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

Despite impeccable technical preparation, nearly 75% of transformation projects end in failure. The reason is very simple: the human dimension is too often neglected.

Among the factors explaining these failures:

• Resistance to change
• Insufficient communication and information sharing
• A lack of empathy and listening
• A rate of change that is too fast or too slow
• Deficient analysis and “monitoring”

Technological shift | Acquisition | Business transfer | Operational changes

With our team of consultants, change management is approached according to a planned and developed strategy following a complete analysis of the context and the project.

• The human being is placed at the heart of the reflections and the action plan
• A communication plan is put in place
• Inspirational leaders, change agents and ambassadors are identified and actively participate in the project
• An ad hoc committee is set up
• Employees are consulted and involved at different stages of the project
• The pace of change and the timeline adapt to the context and unforeseen circumstances
• Indicators make it possible to validate progress at each stage

At the heart of organizational development practice, change management must be approached strategically. Don’t leave the success of your transformation projects to chance.

The working world is undergoing major transformations and in an increasingly knowledge-based economy, the nature of work, the context and the people are changing.

To survive in the face of the complexity created by the magnitude, volatility, uncertainty and speed of the economy, organizations must now develop their ability to change and evolve.

The learning organization is an employer of choice

In a context of labour scarcity, it is becoming increasingly difficult to attract and retain experienced employees who have all the necessary skills.

The solution: Identify | Expand | Loyalty | Grow talent

Organizational development offers a strategic approach to people development that is a major asset to your employer brand. In addition to attracting and retaining your talents through development and career progression, you will acquire great agility in the face of staff turnover and better resilience in the face of change, which ensures the sustainability of your operations.

• Identification and mapping of talents and high potential
• Use of psychometrics to establish the competency profile of your positions and your employees
• Skills development plan according to identified gaps
• Career progression plan
• Succession planning and skills transfer
• Strategic training plan

Our experts can also help you in your management of the 1% Law as well as in the planning, creation and management of training content.

The Pay Equity Act imposes obligations on businesses with an average of 10 or more salaried employees during a calendar year. Are you subject? Be careful, an employer who does not comply with this law is liable to a fine which can turn out to be very significant (between $1,000 and $45,000).

Pay equity goes further than “equal pay for equal work”, since it requires “equal pay for different but equivalent work”.

Our support services include:

• Pay equity exercise
• Maintenance of pay equity
• Pay Equity Program
• Pay Equity Committee
• Pay equity postings
• Declaration of the employer in terms of pay equity (DEMES)
• Training and support in carrying out pay equity work

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

We are here to help you define it according to your vision and the expectations of the talents you want to attract and retain, as well as to highlight your employer brand.

Your employer brand is your DNA

An employer branding process begins with a complete organizational diagnosis, audits, surveys, interviews and “focus groups”. Our goal is to understand both the behaviours and deep motivations of your employees, your human resource management practices as well as your vision and understanding of the issues you face.

Determining your employee “persona” means understanding what gives meaning to his work, the values that are important to him, what motivates him on a daily basis as well as his identity. The analysis of the information collected then allows us to make recommendations and determine which aspects should be maintained and improved, or even promoted and highlighted.

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

Once the target is well defined and the value proposition adapted, HR marketing allows us to attract their attention.

In collaboration with our marketing partners, the creative portion of the project aims to use your brand image as a lever for the “branding” of 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, become an employer of choice and promote your value proposition to talent?

With the changes taking place in the labour market, you may need an in-house human resources management professional, but only on a part-time basis. You might just be faced with the temporary absence of your resource person or a too high volume of work?

Our human capital advisors can integrate your team internally, according to your needs.

• Advice on labour relations and personnel management
• Coaching with managers
• Support in meetings with your employees
• Administrative management of your employees’ files (performance evaluation, disciplinary files, compensation or disability files)
• Creation or optimization of HR processes, documents and tools
• On boarding and integration of your new employees

Sometimes, certain human issues surface, but from inside the organization it is difficult to get your hands on the source of the problem. The organizational diagnosis not only makes it possible to analyze the functioning of the mechanisms in a global manner, but also to target the obstacles present. Our analysis report includes recommendations as well as the implementation strategy for the intervention plan.

A discipline related to human resources management, organizational development is defined by its systemic and humanistic approach in its interventions.

What distinguishes the organizational development consultant from the human resources consultant is his approach, which prioritizes the process of the intervention as much as the result. The quality of the deliverable remains an essential objective, but by adopting a catalyst role with the client system, the consultant prioritizes collaboration throughout the various stages of the mandate, consultation between the members of the company and their involvement.

The consultant and the client each have expertise that should be shared in the design of innovative and effective solutions

Sometimes adopting the position of analyst, coach, facilitator, trainer, mediator or advisor, the organizational development consultant can support you in many strategic mandates.

Following the appropriate organizational diagnosis, the proposed intervention plan can take different forms depending on the identified target:

• Coaching of managers in order to improve management practices
• Approach to team building or improving the work climate
• Skills development and succession management program
• Redefining the organizational structure, roles and responsibilities as well as work processes
• Employer brand approach
• Support in change management

Beyond HR, the approach to organizational development based on the effectiveness and health of organizations requires a detailed understanding of the context that is specific to you and a global vision of your challenges. The objective is to support you in the search for innovative and sustainable solutions.

In order to retain your talented employees, you certainly prioritize career progression within your organization. However, an employee who is in their very first management experience has every advantage in obtaining support and guidance to allow them to flourish and optimize their potential in their new role.

Using psychometric analysis, management and leadership coaching allows new managers to be introspective, to develop their reflection on their skills and potential and to establish individual development objectives. Our coaching support allows the future or new manager to develop engaging and caring leadership as well as updated management practices. Alternating between theoretical notions and application in action, our coaching methods promote the transfer of knowledge for effective learning.

To support the work of balance, the manager must find the balance between cohesion, mobilization and efficiency. However, even with the intervention of experienced managers, several issues can develop within work teams. Fortunately, different team building activities can help improve team dynamics.

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

The lack of clarity in the structure can also be responsible for certain dysfunctions in the teams. Consolidation activities aimed at clarifying the roles and responsibilities of members or the circulation of content, structuring or emotional information are likely to greatly improve the effectiveness of the group.

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