Fascinating and relevant, very knowledgeable.
- Manager, People Effectiveness
House of Commons

Human Resource Management for Indigenous Organizations

September 18, 19 and 20, 2018  ·  Edmonton, Alberta
Day One Program Agenda: Tuesday, September 18, 2018
8:00 - 9:00        Registration and Continental Breakfast
9:00 - 9:15
Welcome and Opening Remarks from the Chair
Chris Hylton, President, CG Hylton Inc.
9:15 - 10:15
Using Effective Policies for Predictability and Fairness in the Workplace
Chris Hylton, President, CG Hylton Inc.
  • Purpose of policies and procedures
  • What happens if your policies are not implemented and kept up-to-date
  • How policies are developed and reviewed
  • How to make sure your policies are enforceable
  • Implementation
  • Organizational climate and culture
10:15 - 10:30        Networking Break
10:30 - 11:30
Employment Law: Jurisdictional Issues and Latest Cases
Billie Fortier, Associate, MLT Aikins LLP
  • How to identify whether federal or provincial law applies to your organization
  • Review the jurisdictional differences between federal and provincial labour/employment law
  • Identify the risks to your organization of an unclear jurisdictional understanding
11:30 - 12:30
Recruitment: Hiring and Onboarding
Deborah Green, Founder and Owner, Corporate Cree Consulting
  • Targeted and strategic recruiting
  • Ensuring a targeted demographic job description
  • Strategic marketing (where to source for the people you need)
  • Appropriate Interviewing, hiring, and onboarding
  • Practices for promoting retention
12:30 - 1:30        Luncheon Break
1:30 - 2:15
Recruiting and Orienting Non-Indigenous Employees into Your Indigenous Culture
Carmel (Holly) Starlight, Human Resources Business Partner, Tsuu T'ina First Nation
  • Worst and best case scenarios: orientation makes all the difference
  • Adjusting to a workplace where many employees are related
  • Traditional protocols and ceremonies
  • Addressing elders
2:15 - 2:30        Networking Break
2:30 - 3:30
Best Practices in Compensation
Chris Hylton, Principal, C.G. Hylton & Associates Inc.
  • Importance of having a well-constructed, properly administered pay and classification plan
  • Updating the job description, signed off by the employee and the supervisor
  • Including goals and objectives in the job description, updated annually
  • Internal equity vs. external equity
  • Position classification through the National Occupational Classification (NOC) system
  • Jobs are grouped based on the type of job duties, and the work a person does
  • Do you have a salary grid? Advantages, annual updates, transparency
  • Do you need a salary survey? What is your salary target? Who are your competitors?
  • Maintaining the system, transparency, updating
  • Value of linking classification systems, compensation plans and performance evaluation
3:30 - 4:15
Privacy and Confidentiality in the Workplace: Rights and Wrongs in Keeping Confidences and Maintaining Privacy
James Hart, Lawyer, Meadows Law
  • Overview of privacy law
  • What it means in practice
  • Complexity of the problems when the workplace includes multiple family and community relationships
  • What does a privacy and access to information compliance policy look like?
  • What your privacy policy should contain
  • Ensuring employees understand their obligations
  • Ensuring you, as an employer, understand your obligations
4:15        End of Day One



As a Human Resources Manager your job is to strengthen the skills, competencies and abilities of the employees who are critical to the success of your organization, minimize conflict that can undermine that success and comply with a myriad of complex workplace laws just waiting to trip you up. You can't reach your organizational goals if your workforce is not functioning effectively, conflict is rumbling below the surface or time, money and resources are being wasted fighting time-consuming, expensive legal challenges.

Formidable barriers stand in your way. To achieve organizational goals, you need to understand the dimensions of your role, follow a well thought-out strategic plan, assist employees in achieving their goals and engage employees so they are not just putting in time. You need to understand and manage the conflicts that are inevitable in any organization and confidently hold even the most difficult conversations. Of equal importance, you have to be on top of a whole lot of complex laws that can undermine your effectiveness.

That's why we created Human Resource Management for Indigenous Organizations 2018, a program specifically designed to provide the HR essentials required to address the unique challenges facing aboriginal organizations. The program will provide the in-depth information, strategies and techniques you need to effectively manage performance, engage employees, and productively deal with conflict to avoid the pernicious effects of festering negativity. Experts will explain workplace legislation so it makes sense to you and address the steps you must take to ensure compliance. You will return to your organization having made an invaluable investment in your professional ability and your organization's future.

Take a few moments to review the jam-packed agenda and imagine the leg-up the information throughout will give you. This is a not-to-be-missed opportunity to learn from and network with other first nations HR managers, leading consultants and the most well-informed lawyers you will find anywhere. Then register immediately to avoid disappointment.

We look forward to seeing you.

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