The systems behind the scenes
For the second year running, Concordia was named one of Montreal’s top employers. Carolina Willsher, the associate vice president of Human Resources (HR), attributes this recognition, in part, to the employee support programs offered by Concordia. She also credits the values held by HR members.
“It’s important that people feel good about their work. Our team is always looking for ways to help Concordia members achieve a balance between work and personal life, with programs and tools to simplify the voyage from recruitment to retirement,” says Willsher. “To do so, takes a lot of effort behind the scenes.”
The HRIS Renewal Project
A major HR initiative in 2017 is the push to replace the outdated human resources information system. Taking stock of the broader Concordia needs, Willsher teamed up with Financial Services (FS), and Instructional and Information Technology Services (IITS). Together, they created the Human Resources and Financial Services Renewal Project (HRFS). This important and long-term initiative is being deployed according to best practices that includes consultation and investigative phases, a call for information and proposals, and a thorough software evaluation process that will push the project forward into 2018 and beyond.
“Our teaching and research communities are striving to meet next generation goals. Meanwhile, we are supporting their work with a payroll, hiring, compensation and benefits system that is decades old. The result of this project will be more efficient ways of undertaking essential tasks – something that will allow everyone to focus on Concordia’s strategic directions.”
Aside from simplifying certain tasks, Willsher says the HRIS Renewal Project will give departments and administrative units access to more complete and reliable information about the Concordia community and its services and will better place HR to meet the community’s evolving needs.
Provincial pension reforms
HR has had to mobilize considerable time and talent towards enacting the province’s pension reform. The legislation marks an important change in the way the university will manage pension administration starting in 2018. Willsher’s team wanted to ensure that all eligible employees had the information they needed to decide on their pension options.
“We held dozens of information sessions in the winter, spring, summer and fall – on both campuses. It was a chance to remind staff and faculty of the value of Concordia’s defined benefits plan,” says Willsher.
“At the same time, we wanted to ensure that everyone knew that they had a choice to make about the revised plan, and that they should weigh their individual options. We also made sure to send letters, emails, and provided video and written information on our website. We tracked the responses and called those from whom we hadn’t heard back. It was a major undertaking.”
Concordia’s Voluntary Retirement Program
2017 brought to a close an important voluntary retirement program. HR worked with each one of the 109 people who opted for early retirement to ensure the program worked for them and that the university community would not be left in the lurch with the departure of valued members.
“We worked with each person and we were available to each department to ensure a smooth transition. Then in May, we celebrated those colleagues who had decided to move on, and thanked them for their years of dedicated service to the university.”
Willsher’s team closed another year with the Long Service and Retirement Luncheon. The event highlights faculty and staff members who have been at Concordia for more than two decades. It serves as a reminder that it is not just those looking in who see Concordia as a top employer. Those who know it best also recognise that it is an institution that “goes beyond.”
