Branch
Nancy Taillon, Director General, Human Resources and Security
Directors, divisions and mandate
Human Resources and Security Branch (HRSB) is made up of four divisions responsible for providing operational services; delivering programs and giving advice and recommendations on human resources; security; and emergency management.
Nathalie Des Rosiers, Director, HR Programs and Policies
Responsible for HR strategic planning; HR policies, procedures and tools; staffing monitoring; HR programs (e.g. career management, management of diversity and inclusion, official languages); and management of HR systems.
Sylvie Houle, Director, Wellbeing, Learning and Labour Relations
Responsible for programs and services related to labour relations; wellness in the workplace, including health and safety; learning and training; performance and talent management; and recognition.
Marc Leduc, Manager, Corporate Security Services
Responsible for protecting people, collections and buildings; managing emergency measures and business continuity planning; managing security in terms of monitoring and reports; contract security and guard management; and administrative investigations (e.g. fraud, disclosure of classified information).
Jonathan Salois, Director, Client Resourcing Services
Responsible for services and programs related to compensation; staffing; departmental design and job evaluation; and classification monitoring.
Priorities and risks
Government-wide priorities
- Implement the organizational Workplace Wellness Action Plan, including the Hazard Prevention Program and other related activities; 2019–2022 Diversity and Employment Equity Action Plan; and Official Languages Action Plan.
- Continue implementing initiatives related to HR and pay transformation, and represent LAC on various governance committees and working groups in support of pay stabilization.
- Modernize corporate security and emergency management operations, to support LAC’s organizational needs and meet the new requirements of Treasury Board’s security policy framework.
LAC priorities
- Continue implementing the standardized job descriptions plan and the Operations Sector’s organizational structure.
- Continue developing business continuity plans by providing training and carrying out exercises to offer a secure work environment.
- Implement LAC’s 2019–2022 Strategic Plan for People Management; LAC’s learning framework; LAC priorities, including developing change management competencies; and targeted recruitment and talent development strategies.
- Improve data accessibility and integrity in terms of performance indicators for sound personnel and security management.
- Provide HR and security services to facilitate implementation of LAC’s major projects, including class action lawsuits, Indigenous initiatives, the Preservation Centre revitalization project paired with the development of a new facility (Gatineau 2), the collaboration project with the City of Ottawa and Ottawa Public Library, the workplace transformation initiative, and more.
- Draft quarterly reports to evaluate HR and security service standards.
Risks
- The multiple reviews of departmental structures pose a challenge to the implementation of updated and standardized job descriptions.
- LAC’s major projects and government-wide priorities (e.g. review of the Canada Labour Code [new regulations on harassment and violence in the workplace], accessibility strategy, classification conversion exercises, and stabilization of the Phoenix pay system) are growing and cause a capacity issue for the HRSB, which is already maximizing its current resources.
- A balance needs to be struck between flexibility and innovation in HR and security at LAC, while adhering to central agency policy frameworks and requirements.