Human Resource Systems Group. All rights reserved.

Tel: 1-866-574-7041 www.competencycore.com info@hrsg.ca

Hire, develop and engage talent more
effectively with CompetencyCore
Thank you for downloading this CompetencyCore sample pack. These samples give you an
opportunity to examine our competencies and competency-based job descriptions more
closely to ensure they meet your needs.
How can you use competencies?
Competencies help you hire, develop, and evaluate talent more effectively and bring HR activities into alignment
with strategic organizational goals.
Hiring. Competencies offer guidance at every step of the hiring process, from developing job
descriptions to interviewing to evaluating.
Career development. Competencies help companies prepare employees for future jobs by
aligning development activities with individual career pathways and organizational needs.
Evaluating. Competencies identify levels of general and technical proficiency to guide individual
employee appraisals and enable aggregated analyses of organizational subunits.
Why choose CompetencyCore?
High-profile companies such as Intel, Franklin Templeton Investments, and Samsung Americaand increasing
numbers of smaller organizationsare now using CompetencyCore to drive HR success in areas such as:
Hiring, developing, and engaging talent more effectively
Providing greater compliance and defensibility for HR decisions
Developing self-assessments, 360-degree feedback, and other assessment tools
Aligning HR activities with broader organizational goals
Achieving greater consistency and co-ordination across dispersed workforces

CompetencyCore comprises a library of over 550 multi-level, industry-verified competencies and 750
competency-based job descriptions that enable you to fast-track implementation and see results sooner.
Developed by industry subject-matter experts and industrial organizational psychologists, these competencies
reflect proven best practices that work across every industry and for organizations of any size.
To order CompetencyCore products: Please contact a customer service representative at info@hrsg.ca
or 1-866-574-7041 (ext 600) to place an order or obtain a quote.
About HRSG
Since 1988, HRSG has worked with a range of industries to define talent needs, address skill deficiencies, and improve
individual and organizational performance. Clients include global corporations, NATO defense departments, professional
accreditation bodies, and skills-focused NGOs. For more information, please visit www.competencycore.com.



Human Resource Systems Group. All rights reserved.
Tel: 1-866-574-7041 www.competencycore.com info@hrsg.ca


Your CompetencyCore sample pack
This sample pack includes:
A competency-based job description (HR Manager)
One multi-level general competency required for the HR Manager (Client Focus)
One multi-level technical competency required for the HR Manager (Recruitment and Selection)

Each job description is made up of a number of general and technical competencies employees
must demonstrate at a particular proficiency level. If you havent used multi-level competencies
before, the image and definitions below will help you understand and evaluate them.



















1. The competency definition provides a high-level description of the competency.
2. The proficiency scale provides multiple proficiency levels for each competency. Each level
reflects a progression from a basic demonstration of the competency towards a more complex and
strategic demonstration. For example, an entry-level employee may need to demonstrate level 1
proficiency, while an executive may need to demonstrate level 4. Proficiency scales help you
compare requirements across jobs, which is especially useful when determining potential career
paths within the organization.
3. The notion for each level provides a high-level summary of the overall theme identified for that
proficiency level.
4. A behavioral indicator provides a clear description of the observable behaviors that demonstrate
possession of a competency at a particular level.
If you need additional clarification on competencies or competency-based job descriptions, please
contact us at info@hrsg.ca.
C
o
p
y
r
i
g
h
t

2
0
1
3

H
R
S
G


Human Resources Manager Job Description
Job Group: Human Resources
Plans, directs, coordinates, and evaluates human resource management activities of an organization to maximize the strategic
use of human resources and maintain functions such as recruitment, training and development, employee compensation,
personnel policies, and regulatory compliance.
Responsibilities and Attributes
Responsibilities
Serve as a link between management and employees by handling questions, interpreting and administering
contracts and helping resolve work-related problems.
Analyze and modify compensation and benefits policies to establish competitive programs and ensure
compliance with legal requirements.
Advise managers on organizational policy matters such as equal employment opportunity and sexual
harassment, and recommend needed changes.
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and
administering disciplinary procedures.
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
Identify staff vacancies and recruit, interview and select applicants.
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment,
compensation, labor relations, and employee relations.
Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
Represent organization at personnel-related hearings and investigations.
Administer compensation, benefits and performance management systems, and safety and recreation programs.
Attributes
Education: Bachelor (Social Science (e.g.,Psychology)), or Bachelor (Business-related), or Master's (In any
related field (e.g., Social Science, Business, Education)).
Certification: SPHR, and/or PHR.
Skills: Human resources software, and/or Enterprise resource planning ERP software, and/or Spreadsheet
software, and/or Word processing software.
C
o
p
y
r
i
g
h
t

2
0
1
3

H
R
S
G


General Competencies
Analytical Thinking
Analyzing and synthesizing information to understand issues, identify options, and support sound decision making.
Level 3
Analyses complex situations
Analyses complex situations, breaking each into its constituent parts.
Identifies and evaluates alternative causes or ways of interpreting complex information.
Identifies connections between situations that are not obviously related.
Identifies gaps in information and makes assumptions in order to continue the analysis and/or take action.
Business Perspective
Using an understanding of business issues, processes and outcomes to enhance business performance.
Level 3
Develops business strategies
Demonstrates thorough understanding of how own section adds value to the organization.
Makes decisions that clearly support the business strategy (e.g., builds business cases for decisions/actions,
takes a market perspective).
Formulates optimal ways to improve services/products in the section, taking into account a longer-term and
broader corporate perspective.
Customizes the execution of broad business strategies in own area.
Client Focus
Providing service excellence to internal and/or external clients.
Level 4
Provides seasoned advice
Acts as a seasoned advisor, providing independent opinion on complex client problems and novel initiatives, and
assisting with decision-making.
Pushes client to consider difficult issues that are in their best interests.
Advocates on behalf of clients to more senior management, identifying approaches that meet clients' needs as
well as those of the organization.
C
o
p
y
r
i
g
h
t

2
0
1
3

H
R
S
G


Decision Making
Making decisions involving varied levels of risk and ambiguity.
Level 3
Makes decisions in vague situations
Applies guidelines and procedures that leave considerable room for discretion and interpretation.
Makes decisions by weighing several factors, some of which are partially defined and entail missing pieces of
critical information.
As needed, involves the right people in the decision making process.
Impact and Influence
Influencing and gaining others' support.
Level 4
Builds coalitions
Builds "behind the scenes" support for initiatives.
Builds coalitions of partners to support proposals.
Uses experts or other third parties to influence.
Interactive Communication
Listening to others and communicating articulately, fostering open communication.
Level 4
Communicates complex messages
Communicates complex issues clearly and credibly with widely varied audiences.
Handles difficult on-the-spot questions (e.g., from senior executives, public officials, interest groups, or the
media).
Overcomes resistance and secures support for ideas or initiatives through high-impact communication.
Problem Solving
Identifying problems and the solutions to them.
Level 3
Solves standard problems
Identifies standard problems based on a range of factors, most of which are clear.
Identifies alternate solutions, considering applicable precedents.
Identifies optimal solutions based on weighing the advantages and disadvantages of alternative approaches.
After implementation, evaluates the effectiveness and efficiency of solutions.
C
o
p
y
r
i
g
h
t

2
0
1
3

H
R
S
G


Strategic Thinking
Understands and processes complex information and exercises sound judgment, considering the situation, the issues,
the key players, and levels of authority involved. Proposes course of action that furthers the objectives, priorities and
vision of organization.
Level 3
Identifies and handles strategic issues
Foresees longer-term implications of proposed positions, options and approaches that are not readily apparent.
Exercises sound judgment in new situations in the absence of specific guidance.
Identifies and considers emerging opportunities and risks when articulating astute and defensible options and
recommendations.
Strategically provides new information or data to key decision makers or stakeholders to influence their
understanding and decisions.
Demonstrates insightful understanding of the organizational context and priorities, how they interact and how
they affect issues.
Work Ethics and Values
Demonstrating and supporting the organization's ethics and values.
Level 4
Sets the standard
Plays a key role in shaping organizational ethics and values by defining, communicating and consistently
exemplifying them.
Ensures that standards and safeguards are in place to protect the organizations integrity (e.g., professional
standards for financial reporting; integrity/security of information systems).
C
o
p
y
r
i
g
h
t

2
0
1
3

H
R
S
G


Technical Competencies
Change Management
Conducting change readiness and change impact analyses, preparing communication and employee engagement plans,
and developing strategies to address organizational change and related change management issues.
Level 4
Manages complex change management initiatives
Plans and manages medium to large scale change management initiatives.
Identifies risks of change initiatives and recommends mitigation strategies.
Develops comprehensive communication and consultation strategies to support the change management
initiative.
Delivers training to managers on how to effectively sponsor and drive changes across the division.
Evaluates the success of the change initiative.
Compensation and Benefits Administration
Developing, managing and administering employee compensation and benefits policies ensuring cost efficiency and
alignment with human resources strategies, and ability to attract top talent.
Level 3
Interprets and applies compensation and benefits plans
Demonstrates thorough understanding of internal compensation practices and benefits products, processes, and
policies as well as familiarity with relevant legislation.
Prepares and processes a variety of standard benefits transactions and calculations.
Interprets and applies the provisions of benefit plans and applicable laws to respond to day to day operational
inquiries.
Prepares customized employee compensation and benefits reports.
Facilitates information sessions for employees on benefits plans and entitlements.
Employee Relations
Applying knowledge of labour legislation, regulations, and employee relations practices to the management of the formal,
legal employment relationship between the organization and its employees.
Level 4
Advises on and manages organizational employee relations issues
Demonstrates in-depth knowledge of collective bargaining legislation and practices.
Researches, analyses and develops employee relations policies and/or procedures to meet organizational goals.
(e.g. respectful workplace policy, complaint procedures, employee discipline).
Develops and recommends collective bargaining strategies.
Manages organizations response to legal and illegal job actions.
Serves as organization's expert resource in all operational areas of employee relations.
Drafts language in support of collective bargaining and/or employee policies and contracts.
Ensures effective employee conditioning to increase operational flexibility and employee satisfaction.
C
o
p
y
r
i
g
h
t

2
0
1
3

H
R
S
G


Learning and Development
Creating a supportive learning environment aligned with the organizations goals and strategies by providing employees
with tools and activities to promote their professional development.
Level 4
Analyses and adapts organization learning and development services
Develops organizational learning plans to address current capabilities and future training needs.
Conducts Train the Trainer sessions.
Ensures learning and development programs comply with legislated requirements as needed.
Identifies effective and economically viable learning approaches.
Develops and implements measurement tools and processes to evaluate learning and development program
effectiveness.
Occupational Health and Safety
Monitoring the work environment to ensure health and safety of all employees while promoting an organizational culture
that reflects occupational health and safety best practices.
Level 3
Recognizes and responds to health and safety incidents
Recognizes the occurrence or near occurrence of an adverse event and responds to mitigate harm to
employees and prevent reoccurrence.
Anticipates situations that may place employees at risk and proactively acts to prevent them.
Ensures management team is fully aware of safety standards and procedures.
Conducts health and safety incident investigations including analysis and recommendations to prevent repeat
occurrences.
Demonstrates knowledge of hazard identification, evaluation and control.
Balances operational requirements with safe work practices, ensuring that employees are not unnecessarily
exposed to hazards in the workplace.
Demonstrates due diligence towards occupational health and safety matters.
Recruitment and Selection
Providing advice and services related to the attraction, sourcing (advertising, job fairs etc), evaluation (determining and
implementing selection criteria and strategy) interviewing and intake (i.e. negotiating offers) of appropriate talent to meet
the organizations human resources needs.
Level 4
Participates in proactive recruitment activities
Conducts strategic and proactive sourcing, building relationships with potential high-quality candidates.
Develops and maintains appropriate metrics and statistics to evaluate effectiveness of recruitment processes.
Keeps up with current trends and suggests improvements to existing recruitment processes and evaluation
methods.
Provides expertise and advice regarding complex recruitment issues and assessment techniques to other HR
employees and hiring managers.
Coordinates recruiting resources, internal and external to seamlessly meet client needs.
Forecasts future human resource needs and develops strategies to meet these shortfalls.
Develops and manages multiple talent streams (i.e., internal and external) for high volume and/or critical jobs.
C
o
p
y
r
i
g
h
t

2
0
1
3

H
R
S
G


10/9/2013 Page 1 of 1
Client Focus
Providing service excellence to internal and/or external clients.
Level 1 Level 2 Level 3 Level 4 Level 5
Responds to
immediate client needs
Maintains client contact Provides added value Provides seasoned advice Ensures continued
service excellence
Responds to client needs in a timely,
professional, helpful, and courteous
manner, regardless of client attitude.
Clearly shows clients that their
perspectives are valued.
Strives to consistently meet service
standards.
Follows up with clients during and after
delivery of services to ensure that their
needs have been met.
Keeps clients up-to-date on the
progress of the service they are
receiving and changes that affect them.
Ensures service is provided to clients
during critical periods.
Puts clients' issues in order of priority
and addresses most pressing concerns.
Looks for ways to add value beyond
clients' immediate requests.
Explores and addresses the
unidentified, underlying and long-term
client needs.
Enhances client service delivery
systems and processes.
Anticipates clients' upcoming needs and
concerns.
Acts as a seasoned advisor, providing
independent opinion on complex client
problems and novel initiatives, and
assisting with decision-making.
Pushes client to consider difficult issues
that are in their best interests.
Advocates on behalf of clients to
more senior management, identifying
approaches that meet clients' needs as
well as those of the organization.
Strategically and systematically
evaluates emerging and longer-term
opportunities and threats to meeting
clients' needs.
Determines strategic business direction
to best meet clients' evolving needs.
Monitors, evaluates and, as needed,
renews the client service model and
service standards.
C
o
p
y
r
i
g
h
t

2
0
1
3

H
R
S
G


10/9/2013 Page 1 of 1
Recruitment and Selection
Providing advice and services related to the attraction, sourcing (advertising, job fairs etc), evaluation (determining and implementing selection criteria and strategy) interviewing and intake (i.e. negotiating
offers) of appropriate talent to meet the organizations human resources needs.
Level 1 Level 2 Level 3 Level 4 Level 5
Assists with recruitment
and selection processes
Conducts basic recruitment
and selection activities
Customizes recruitment
and selection processes
Participates in proactive
recruitment activities
Conducts strategic
recruitment activities
Demonstrates an understanding of
organizational recruitment policies and
guidelines and relevant legislation.
Conducts web or database searches for
potential job candidates.
Collects relevant information/data for
the tracking and analysis of recruitment
processes.
Prepares documentation for the
recruitment process (e.g. posters,
interview guides, offer letters) as
directed.
Communicates with potential candidates
throughout the recruitment process.
Performs an initial screening of
applicants to ensure they meet the
required qualifications.
Uses knowledge of customer
groups and relevant job markets to
identify potential sources of qualified
candidates.
Reviews job applications against
selection criteria to determine suitability.
Prepares candidate assessment tools
using established questions and tests.
Conducts preliminary or simple
interviews to assess candidate
suitability.
Negotiates salaries balancing the
interests of the employer with the need
to fill the vacancy.
Analyses position competency
requirements to identify candidate
selection criteria.
Leverages appropriate sourcing
strategies (i.e. advertising, career fairs,
networking etc.) to ensure a constant
flow of interested amongst qualified
candidates.
Identifies selection and assessment
strategies that ensure efficient, effective
and fair applicant evaluation processes.
Develops candidate assessment tools
(interview guides, reference questions
etc.) based on best practice candidate
evaluation methods.
Identifies successful candidate(s) based
on analyses of information obtained
through assessment process, ensuring
appropriate fit to the position and
organization needs.
Conducts strategic and proactive
sourcing, building relationships with
potential high-quality candidates.
Develops and maintains appropriate
metrics and statistics to evaluate
effectiveness of recruitment processes.
Keeps up with current trends and
suggests improvements to existing
recruitment processes and evaluation
methods.
Provides expertise and advice regarding
complex recruitment issues and
assessment techniques to other HR
employees and hiring managers.
Coordinates recruiting resources,
internal and external to seamlessly meet
client needs.
Forecasts future human resource needs
and develops strategies to meet these
shortfalls.
Develops and manages multiple talent
streams (i.e., internal and external) for
high volume and/or critical jobs.
Researches and analyzes talent,
economic, and demographic trends
and issues to predict future recruitment
needs and challenges.
Develops and implements new
approaches to recruitment and new
assessment tools.
Defines and aligns recruitment methods
with organization values and strategic
direction.
Develops succession plans necessary
for key/critical positions.
Builds relationships and organizational
branding to continually attract new talent
and maintain reputation as desirable
employer.