Question

Considering the job description and job specification, what would you pay the incumbent of this position? What information would you consider to determine pay for this position?

Job Advertisment

The company is a medium accounting firm with 50 employees, located in Kamloops British Columbia

Daley & Company Chartered Professional Accountants is looking for an experienced Human Resources Manager to join our Kamloops office. The ideal candidate will have a proven track record of providing sound HR advice to employees and partners on day to day HR matters and have the ability to influence and drive HR strategy.

Main Responsibilities:

The Human Resources Manager will act as a trusted advisor to our employees and partners. Working closely with our Partners, you will be responsible for managing all aspects of the HR function to support the achievement of our business goals, including full-cycle recruitment, performance management, policy development, compensation, benefits, employee relations, coaching and training.

·        Act as the main point of contact for all HR support and manage the day to day HR operations for the firm;

·        Coach and counsel employees and partners on a broad range of matters and ensure consistent application in accordance with firm policies and procedures including: HR queries, legal issues, leadership, performance management issues, conflict management and disciplinary issues as required;

·        Responsible for full cycle recruitment, including development of job postings, advertising vacancies, screening resumes, coordinating and conducting interviews, reference checks and job offers;

·        Assist in the recruitment of CPA students, including liaising with colleges and universities, hosting information sessions or events, coordinating office tours, networking at various events, screening and interviewing candidates;

·        Develop a HR presence on social media and leverage social media in the recruitment process;

·        Conduct, and continue to develop our new hire orientation program;

·        Prepare HR correspondence including offer letters, new hire packages, letters of employment and salary letters;

·        Assist with staff requests regarding HR queries, issues, rules and regulations in accordance with firm policies and procedures;

·        Ensure that all HR forms, employee files, policies, manuals etc. are up-to-date;

·        Process documentation and prepare reports relating to personnel activities (staffing, recruitment, training, evaluations, professional and student development etc.);

·        Assist in organizing employee events;

·        Identify employment issues and recommend improvements, efficiencies and training opportunities;

·        Research, coordinate and manage training programs, HR projects and HR strategic initiatives as needed.

Qualifications, Skills & Personal Attributes

·        Previous HR experience in a Management or Generalist role;

·        Minimum 5 years of related HR work experience, preferably in a professional services firm;

·        CPHR designation an asset;

·        Maintains a high level of expertise on BC employment standards, common law decisions affecting employment and Human Rights and other areas of the law pertaining to employment;

·        Proven ability to influence and provide guidance on a broad range of employment matters at all levels in an organization;

·        Ability to handle confidential and sensitive information with tact and discretion;

·        Professional and personable manner with the ability to speak and present information to groups;

·        High degree of initiative with a proactive approach to work;

·        Strong organizational, multi-tasking skills and follow-through on commitments and deadlines;

·        Ability to work under pressure, adapt and respond to changing situations;

·        Excellent communication skills both written and verbal;

·        Excellent computer skills including MS Word, Excel, Outlook and various social media platforms with the ability to grasp new technological tools.

Answer 1

The first thing to be considered is the location of the job i.e Kamloops British Columbia and taking out the expense of living in the city. There are various methods that we can use for this process i.e pay determination process.

The following steps can be carried out:

• Job Evaluation:--Job analysis offers valuable information for developing a compensation system in terms of what duties and responsibilities need to be carried out. The relative worth of a job is being ascertained through job evaluation. The worth of a job is then converted into monetary terms to fix the basic wage for the job. In this case the candidate needs to be experienced of 5 years and needs lot of technical qualifications and skills . He also performs lot of functions which is listed in the job description , with making future startergies .

•ii. Wage Survey:--are conducted to find out wage/salary levels prevailing in the region or industry for similar jobs. The survey could cover all the jobs within an organisation or limited to only benchmark or simply key jobs that are used to anchor the company’s pay scale and around which other jobs are plotted based on their relative importance and worth to the organisation. The main focus is here to find out the expenses of living in a city like Kamloops, British columbia and also what other Hr are getting in the same city

•iii. Wage Curve:-- The wage curve shows the relationship between relative worth of jobs and wage rates. This curve shows the rates currently paid for jobs within an organisation, the new rates resulting from job evaluation, or the rates for similar jobs currently being by other organisation within the labour market. The wage curve can be relatively straight or curved. This curve can then be deployed to establish the relationship between the worth of a job and its wage rate at any given point on the line.

•iv. Pay Grades:--In this step, similar jobs are grouped into grades for establishing the pay plan. Instead of hundreds of pay rates, the organisation can work with 10 to 12 pay grades. A pay grade consists of jobs of approximately equal difficulty or importance as determined by job evaluation. If a point method is followed, the pay grade consists of jobs falling with a range of points.

•v. Rate Ranges:--Although a single rate may be established for each pay grade, it is more common to come out with a range of rates for each pay grade. The rate ranges may be the same for each grade or proportionately greater for each successive grade. Rate range enables employees to receive increases up to the maximum rate for the range on the basis of merit or seniority or a combination of the two.. Wages paid above the maximum pay range are known as red circle rates

Once doing this process , you can determine the pay that needs to be given to the Hr and also consider extra abilities that he or she posseses.