Human Resources - Team Charter
Team Norms
As one team with a shared vision and working
toward common goals, we will:
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Be inclusive. We view the TRU
Community as a part of our team.
Talk to and not about each other in a
respectful and caring manner.
Understand our different roles and
individual points of view.
Agree to disagree respectfully.
Ask questions and share knowledge &
information freely and timely.
Challenge the idea or the problem, not
the person.
Be open to possibilities and risk-taking.
Expect open 2-way communication.
Bring a “can-do” attitude by taking
initiative and being accountable.
Encourage and support team members
and team decisions.
Make decisions without concern for
blame.
Celebrate successes and have fun!
Team Meetings
To ensure meetings are effective:
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Show up on time and prepared.
Follow an agenda.
Respect team members’ opinions and
perspectives.
Allow for one conversation by not
interrupting.
Document action items.
Follow up and follow through.
Purpose
We support the success of
Thompson Rivers
University, its employees
and our students by
providing strategic and
value-added Human
Resource programs,
processes and services.
Roles
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HR Leadership
Workforce Planning
Organizational
Effectiveness
Recruitment, Selection,
Staffing and Retention
New Employee Orientation
and On-boarding
Disability Management
Group Benefits & Pension
Compensation
Organizational
Development
Performance Management
Employee Relations
Labour Relations
Litigation Support
HR Information Systems
(HRIS)
Conflict Resolution
(Informal, Formal,
Mediation & Negotiation)
Protect the interests of the
organization
Vision
As a strategic partner we
provide integrated
organizational effectiveness and
development tools & guidance.
In a caring and supportive work
environment, our clients have
the required knowledge and
processes to be self-sufficient.
We are recognized as a “go to”
centre of expertise for a full
range of comprehensive Human
Resource initiatives and services.
Social awareness and
sustainability contribute to our
decisions and attitudes toward
each other, our clients and the
environment.
Methods
 Provide HR direction and
strategy to managers.
 Utilize a portfolio model.
 Provide knowledgeable and
timely advice/ service.
 Role model ethical and
principle-based decisionmaking.
 Lead by example and stay
accountable.
 Listen for understanding,
respectfully challenge, and
ask probing questions.
 Maintain positive
relationships with
stakeholders & employees.
 Offer reliable HR processes,
tools and services.
 Provide disability, benefit
and compensation tools.
 Utilize metrics and data for
decision-making and
problem-solving.
 Provide training to reinforce
best practices.
2013/14 Goals
 Develop HR Branding
 Implement workforce
planning model & tools.
 Develop & deliver a
learning & development
plan.
 Create effective onboarding processes.
 Effective labour relations
strategies & relationships.
 Enhance and communicate
disability management and
benefits processes.
 Streamline HR/ Payroll
processes.
 Analyse & improve HR
integrated processes.
 Further enhance HR Smart
functionality.
 Implement key Argos
reports.
 Streamline auxiliary
employee processes.
The Human Resources Team will contribute to its success by individually and collectively working towards the Team’s Charter.
Nov-13