Human Resources Division

The Business Performance unit is responsible for:

• Identifying, consolidating, measuring, and reporting information relevant to strategic, operational, and transactional human resources goals; and
• Supporting continuous improvement of departmental service delivery and performance through targeted reviews, recommendations and initiatives.

The Diversity and Inclusion unit is responsible for:

• Oversees the development, evaluation and management of diversity and Inclusion strategies, initiatives and programs;
• Coordinates and supports the Indigenous Employees Advisory Committee (IEAC);
• Coordinates and supports the GNWT Advisory Committee and Employability (GACE); and
• Provides strategic advice, consultation and support to Department relating to their diversity and inclusion goals.

Current Diversity and Inclusion initiatives include:

• the Diversity and Inclusion Framework, this resource will help support departments as they review current programs, policies, and resources with a lens to help identify and address systemic barriers  that may prevent GNWT employees from reaching their full potential or prevent diverse people from accessing opportunities within public service.
• the Diversity and Inclusion in the Workplace Awareness Module, an online program to help employees become more knowledgeable and aware of diversity and inclusion in the workplace, find the tools to build a more inclusive workplace, and help to create an inclusive workplace for all employees.
• the GNWT Advisory Committee on Diversity and Inclusion (GACDI) provides advice to the Deputy Ministers’ Human Resources Committee on improving access for designated employment equity groups in the Public Service by promoting awareness within the public service; working with departments, agencies and boards to find ways to remove and prevent barriers faced by these groups; and promote, support and increase the diversity within the GNWT workforce.
• the Indigenous Employee Advisory Committee, which provides strategic advice to the Government of the Northwest Territories (GNWT) on strategies and approaches to attracting, recruiting, advancing and retaining Indigenous employees within the GNWT; and
• Living Well Together: the GNWT Indigenous Cultural Awareness and Sensitivity Training helps GNWT employees further develop cultural competencies and play a more active role in reconciliation.
• Indigenous Recruitment and Retention Framework: The Indigenous Recruitment and Retention Framework is designed to help the GNWT improve Indigenous representation among its public servants with the ultimate goal of a public service that is representative of the population it serves
• Indigenous Development and Training Program, which supports the professional development of Indigenous Aboriginal employees within the Government of the Northwest Territories (GNWT) by providing the necessary skills training and/or work experience for career advancement.
• Indigenous Career Gateway Program, which supports the career objectives of NWT residents who are designated Indigenous Persons, under the GNWT Indigenous Employment Policy, who are interested in a career with the territorial government.
• Regional Recruitment Program, which provides a link between vacant positions and local northern residents through on the job training.
• In-person 2SLGBTQQIA+ Inclusive Workplace Awareness Training to provide employees with the necessary knowledge and tools to recognize key terms associated with the 2SLGBTQQIA+ community, identify and apply respectful behaviour and to support co-workers and clients within the 2SLGBTQQIA+ community. 
• Mitigating Unconscious Bias in the Workplace Training: This course has received a lot of positive feedback and is a requirement under the departmental Indigenous Employment Plans. This 2-hour online course is an interactive and engaging training session that features a deep dive into unconscious bias, how it leads to stereotyping, and how everyone of us is affected by it. It will take the team through practical tips on how to limit the damaging power of stereotyping and build inclusion. Disrupting bias using tools and creating a more balanced and inclusive culture is an important part of the session

The Job Evaluation and Organizational Design unit is responsible for:

• Ensuring the maintenance of the principle of equal pay for work of equal value by ensuring fair evaluations of GNWT positions using the Hay Method of job evaluation;
• Ensuring access to general information on the Hay Method of job evaluation;
• Maintaining official GNWT organization charts for use by management;
• Supporting management by providing a variety of organizational design services;
• Providing training on job description writing across GNWT;
• Maintaining public organizational charts and job information content on the position and salary information website.

The Employee Development and Workforce Planning unit is responsible for:

• Managing the development and implementation of government-wide human resource management programs;
• Providing specialized recruitment advice; and
• Planning and implementation of specialized recruitment programs, strategies and initiatives.

What we do

The Labour Relations Division is responsible for undertaking the strategic management of terms and conditions of employment for public servants that promote harmonious labour/management relations, productive work environments, and fair and consistent treatment of staff. The Division is responsible for the consistent application of the Duty to Accommodate Injury and Disability Policy and Guidelines and the Harassment Free and Respectful Workplace Policy and Guidelines.

Some of our work

• Advice and Adjudication provides advanced labour relations advice to managers and human resource staff including collective agreement interpretations, human rights requirements and other employment contract interpretations.
• Accommodation, Bargaining and Investigation is responsible for implementation of the Duty to Accommodate Policy, investigations conducted under the Respectful Workplace and Harassment Free Policy, and collective bargaining on behalf of the GNWT.

What we do

The Management and Recruitment Services Division is responsible for the provision of front-line general human resource services, which includes recruitment, administration of job competitions,  labour relations advice  client department support, and strategic advice to government-wide management in the area of human resource management and planning to support the recruitment and retention of the public service

Some of our work

• Human Resources Services provides general human resource services through two client service centers: Yellowknife and Tlicho. Human resource services include recruitment, administration of job competitions, labour relations advice, job description review, employee development and support to managers for human resource management, planning and employee recognition.
• Human Resource Operations provides comprehensive advice and support to guide recruitment and retention to ensure corporate consistency. HR Operations is responsible for the coordination of the Summer Student Program, Internship Program and Career Website.

What we do

The Regional Service Centres are responsible for the provision of front-line general human resource services, as well as strategic advice and guidance in the areas of human resource management and planning to regional management that support the recruitment and retention of the public service.

The Northern Region consists of the Inuvik and Sahtu Service Centres.

The Southern Region consists of Fort Smith, Hay River, and Dehcho Service Centres.

Regional operations are also responsible for the GNWT's Regional Recruitment Program, a tool that provides departments, boards and agencies with financial and human resources support to train NWT residents to fill existing job vacancies in their communities.

Some of our work

Human resource services include:

• recruitment;
• labour relations advice;
• job description review;
• employee development;
• support for human resource planning; and
• employee recognition.