Strategic Priorities

Aligned to the University of Guelph’s Strategic Framework, Human Resources has identified 5 distinct areas of focus:

Build Leadership and Management Capacity

• Provide learning opportunities to employees to ensure key job related skills are developed/strengthened.
• Provide development opportunities to meet learner’s changing needs
• Build knowledge sharing partnerships with other academic institutions to ensure we are maximizing our use of resources.

Develop Leading Practices in Workplace Planning, Performance and Talent Management

• Develop a workforce planning/succession framework that will support strategic decision making.
• Refresh/renewal of the current GOAL performance management program to ensure the effectiveness of this program.
• Update the Job Evaluation Maintenance plan and strategy to ensure the University continues to meet legislative requirements and compensate employees in a fair, competitive and consistent manner.
• Strategize current issues/priorities for negotiations to develop supporting analytics that will ensure principled choices are transparent and accountable.

Develop Leading Practices in the Attraction, Recruitment and Retention of Outstanding, Diverse Talent

• Develop a talent acquisition framework that reflects recruiting and hiring principles and better practices.
• Implement a recruitment software solution that will drive efficiencies and effectiveness in the hiring process to ensure we recruit and retain top talent.
• Develop an employee handbook and compensation framework for grant and trust funded employees.
• Develop a senior executive compensation framework.

Enhance Services and Grow Efficiency, Effectiveness and Strategic Capability

• Implement an updated Human Resources Management Information System.
• Knowledge mobilization/transfer between unit administrative assistants to ensure necessary coverage during unplanned absences and vacations.
• Identify and establish service metrics to enhance the University’s access to comparable sector data.
• Process improvement culture through the identification of a departmental SOP template.
• Participate in website remediation that will ensure we are providing information that is relevant and up to date and compliant with AODA standards.
• Implement an updated registration system that will provide access to user information to meet our learner’s changing needs.

Cultivate a Positive and Supportive Workplace that Fosters Continuous Development, Inclusiveness, and Health and Safety

• Develop and implement a health and safety awareness training matrix to ensure effective tracking of employee training.
• Establish a Healthy Workplace Advisory Group to support the education and wellbeing of employees.
• Provide attendance awareness foundational skill building programs to support the wellbeing of employees.