Human Resources and Security Branch Overview

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.
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