Human Resources Consultant

Njoyn; Prince Albert; On-site; CAD 65,000 - 90,000; Full time

Job summary

Njoyn seeks an HR Consultant to provide integrated advisory support to operational teams in Saskatchewan. The role focuses on timely guidance, policy application, and ensuring fair, compliant handling of employee relations matters.

Responsibilities include supporting performance management, investigations, and recruitment processes, while partnering with managers to strengthen workforce planning and HR service delivery across departments.

Qualifications

• Degree in Human Resources or related field or equivalent experience.
• CPHR designation or equivalent professional credential.
• Minimum 5 years of progressively responsible HR experience, preferably in a unionized environment.
• Experience interpreting collective agreements, employment legislation, and HR policies.

Responsibilities

• Provide integrated HR advisory support to operational departments.
• Strengthen management capability and promote policy and legislative compliance.
• Ensure consistent application of HR policies and collective agreements.
• Support employee relations, investigations, performance management, and accommodation processes.
• Assist in recruitment, onboarding, and workforce planning within assigned areas.
• Escalate complex or high-risk labour relations matters to HR leadership as needed.
• Coach managers on performance, conflict resolution, and HR best practices.

Skills

Interpersonal skills

Effective communication

Integrity & discretion

Analytical thinking

Influence & coaching

Conflict resolution

Project management

Education

Degree in Human Resources or related field

CPHR designation

Tools

HRIS

Microsoft Office (Word, Excel, PowerPoint)

Job description

Core Purpose of Position

The Human Resources Consultant provides integrated HR advisory support to operational departments, enabling consistent, practical, and timely support for workforce and employee relations matters.

The role strengthens management capability, supports early intervention in workplace issues, and promotes the consistent application of HR policies, collective agreements, and legislative requirements.

Key Outcomes of the Position

• Reliable, timely, and consistent HR advisory support to operational leaders, ensuring managers receive practical guidance to address day-to-day employee issues effectively and in alignment with policy and legislation.
• Early identification, intervention and structured resolution of workplace issues, reducing escalation of employee relations matters where appropriate and ensuring issues are addressed at the earliest feasible stage.
• Consistent application of HR policies, collective agreements, and legislative requirements across departments, ensuring fairness, defensibility, and organizational consistency in decision-making.
• Effective management support for employee relations matters, including performance management, attendance concerns, workplace conflict, conduct issues, workplace investigations, and accommodation processes.
• Effective partnership in recruitment and staffing activities within assigned areas, supporting consistent hiring practices, selection processes, onboarding, and workforce planning.
• Timely escalation of complex, high-risk, or precedent-setting labour relations matters to HR leadership, ensuring appropriate oversight and risk management at the organizational level.
• Strengthening of managerial capability in people leadership, including coaching managers on performance management, conflict resolution, and effective application of HR practices.
• Strong collaborative relationships with operational leaders, fostering trust, credibility and confidence in Human Resources as a strategic partner.
• Improved alignment between departmental workforce needs and HR service delivery, ensuring HR support is responsible for operational realities while maintaining consistency with organizational standards.
• Contribution to more proactive HR service delivery over time, shifting HR involvement from reactive issue management toward earlier intervention and prevention of escalation.

Qualifications

• Degree in Human Resources or a related field, or an equivalent combination of education and experience.
• A Chartered Professional in Human Resources (CPHR) designation.
• 5 years of progressively responsible Human Resources experience, preferably in a unionized environment.
• Demonstrated experience interpreting and applying collective agreements, employment legislation, human rights legislation, and Human Resources policies.
• Demonstrated experience providing Human Resources advice and support to managers on employee relations matters.
• Experience conducting workplace investigations, supporting grievance resolution, or participating in collective bargaining would be considered an asset.
• Exceptional interpersonal, relationship-building, conflict resolution, and communication skills, with the ability to establish credibility and influence at all levels of the organization.
• Demonstrates integrity, professionalism, discretion, and sound judgement while managing confidential and sensitive employee information.
• Proficiency with Human Resources Information Systems (HRIS) and standard business software, including word processing, spreadsheet, database, and presentation applications.

Knowledge, Skills and Technical Requirements

• Knowledge of Human Resources principles, policies, employment legislation, labour relations, human rights, occupational health and safety, and attendance management practices.
• Demonstrated ability to provide practical, client-focused Human Resources advice and guidance to managers on a broad range of employee and workplace issues.
• Ability to interpret and consistently apply collective agreements, legislation, Human Resources policies and organizational procedures to a broad range of employee relations matters.
• Strong analytical, problem-solving, conflict resolution, and decision-making skills, with the ability to develop practical and defensible recommendations.
• Ability to establish credibility and build collaborative relationships and influence positive workplace outcomes through coaching, consultation, and effective communication.
• Ability to interpret and apply Human Resources policies, programs, and practices consistently while balancing operational needs and organizational objectives.
• Strong organizational and project management skills, with the ability to manage multiple priorities in a fast-paced, unionized environment.