OMRHA FALL CONFERENCE 2011

HUMAN RESOURCES AS CONSULTANT

City of Mississauga's Strategic Business Partner

Model

Sharon Willock

Director of Human Resources

2. Surveyed internal customers

3. Conducted HRLT Planning retreat

4. Drafted new People strategy framework

5. Obtained Leadership Team endorsement

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Strategy Review Process

1. Conducted internal/external scans

Recruitment time

Being more proactive

Communication

Silos

On boarding

Retention

Work-life balance / workload

Training and development

More HR staff

PMP

Role Clarity

Career / Succession planning

Job Evaluations

Metrics / statistics

Areas HR Needs to Focus On

Compensation

Communication of the new strategic plan

Recognition / need to celebrate “wins”

Team 300

Motivating workforce to achieve objectives

Positioning new employees for success

HR Staff

SURVEY SAID!

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City of Mississauga People Strategy City’s Mission

The City of Mississauga's values are fundamental to the relationships we have with all our stakeholders and serve as the guiding principles for the City’s corporate

decision-making process.

Vision: Mississauga will inspire the world as a dynamic and beautiful global city for creativity and innovation, with vibrant, safe and connected communities; where we celebrate the rich diversity of our cultures, our historic villages, Lake Ontario and the Credit River valley. A place where people want to be.

2010 – 2014 People Strategy Priorities

1. Talent Management

2. Healthy Workplace

3. HR Strategic Business Partnership

Healthy Workplace

Objectives:

• Develop a Comprehensive Wellness Strategy

• Review the Safety Program

• Further Develop Creative and Flexible Benefits Program

• Further develop the Respectful Workplace Policy/Program

Talent Management

Objectives:

• Develop proactive workforce planning

recruitment and engagement strategy which includes diversity

• Further develop on boarding program

• Develop total rewards Strategy

• Review Performance Management Program

• Further develop succession planning to include all staff levels

• Enhance employee development/leadership development

HR Strategic Business Partnership

Objectives: • Facilitate culture change • Support change management • Support departments with organization

structure/job design/role clarity • Develop and report on HR metrics • Review HR org structure, HR systems resources,

work processes, clarify roles. • Establish HR competencies and support HR

employee development re: HR Strategic Business Partnership (HRSBP)

Outcomes: Employer of Choice/Innovation/Change Ready

The public trust we uphold. The open and responsive manner in which the City is governed.

The quality of life we provide Mississauga tax payers. Delivering the right services that add value to our citizens' lives.

The delivery of excellence. Mississauga will achieve excellence in public administration and deliver services in a superior way, at a reasonable cost.

City’s Pillars for Change

ALIGNMENT

ALIGNMENT

ALIGNMENT

EMPLOYEE COMMUNICATION FRAMEWORK 4

The NEWThe NEW

HR STRUCTUREHR STRUCTURE

• Maintain the positive “business partner” aspects of the “dedicated HR” model.

• Gain the benefits of both centralized infrastructure and decentralized decision making

• Enable rapid formation and dissolution of teams that can quickly deliver HR solutions

• Maximize existing talent

• Position corporation for future HR process automation

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Restructuring Objectives

• Feel like one seamless function to our clients

• Improved agility, flexibility and responsiveness

• Better managed and balanced workloads

• Improved HR job role clarity and reduced

function duplication

• Consistent and efficient delivery of both

standardized and customized HR solutions

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Desired Outcomes

• Be a better business partner; especially on

strategic business initiatives

NEW HUMAN RESOURCES ORGANIZATION STRUCTURENEW HUMAN RESOURCES ORGANIZATION STRUCTURE

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STAFF * Labour Relations/ Employee Relations * Recruitment

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STAFF STAFF

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STAFF STAFF

STAFF

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STAFF STAFF

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Organization Design By Function

Strategic Business Partners • Supporting Strategic Business initiatives

• Consulting, Diagnostics & Strategy • Staffing & Recruitment

• Employee Relations

Shared Services • HR Administration

• Transactions Processing • General Enquiries

Center of Expertise • Compensation & Benefits

• Metrics & HRIS • Labour Relations

• Employee Health & Disability

Management

• Health & Safety

• OD & Education • People Planning

HR Division

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