Human capital - Public, parapublic and non-profit organizations

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

Have you reached this stage, but you don’t know where to start? Our human capital advisors can support you at every stage of setting up your human resources department.

We prioritize what is valuable to you

Following an audit of your HR function, we can support you according to your needs, in many ways:

• Definition of the descriptions and skills profiles of your positions
• Drafting of your employee guide and the various related policies
• Implementation of the various HR processes, from staffing, to staff movement, through On boarding
• Production of your HR documents and tools
• Definition of your global compensation offer and implementation of a benefits program
• Implementation of various HR programs, such as On boarding and recommendation, recognition, work-family balance or health and well-being programs
• Implementation of an HR dashboard
• Support in the implementation of HR management software
• Implementation of your organization chart
• Recruitment of your future HR team

In Canada, spending on mental health management in the workplace exceeds $50 billion, and one third of disability claims relate to psychological health.

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

It is not enough to have employees present, you want employees engaged, mobilized and performing

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 the physical and psychological health of workers. The INSPQ identifies these main risks as being:

• The low level of decision-making autonomy at work
• Workload, real and perceived
• Lack of recognition
• Job insecurity
• Low support from manager and colleagues
• Psychological harassment
• Lack of transparency in communications

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

By analyzing and identifying the psychosocial risks present in your workplace, we can assist you in implementing an action plan. As an example of interventions:

Primary interventions: prevention and elimination at source

Evaluation of positions and tasks. Opportunity to:

• Clarify roles
• Adjust workloads
• Develop autonomy

Implementation of a performance evaluation process. Opportunity to:

• Give recognition
• Provide social support
• Adjust workloads

Secondary interventions: reduce damage to health and equip

• Workshop on time management
• Bonuses and sweet and/or healthy treats
• Training on relaxation techniques

Tertiary interventions: rehabilitation from a curative perspective

• Employee assistance program
• Individual or group therapies
• Job reintegration program

Obviously, although secondary and tertiary interventions can represent assets and it is rather easy to implement them, the key to prevention lies in primary interventions and the gains to be made from the establishment of a safety climate psychosocial far exceed the investment.

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.