Create a free account and describe your company. With the trial, CanPursue checks every opportunity against it and explains the fit.
Create free accountCreate a free account to see past contracts like this one: who won and at what price.
Create free account1. TITLE
REQUIREMENT FOR STRATEGIC HUMAN RESOURCES PLANNING TRAINING FOR THE ADM(HR-CIV) ORGANIZATION, SPECIFICALLY FOR THE NEW STRATEGIC HUMAN RESOURCES PLANNING CELL.
REQUIREMENT FOR 2 HR CONSULTANTS 8.1
2. BACKGROUND
The role and requirement for Strategic Civilian Human Resources Planning within ADM(HR-Civ) (civilian side) were eliminated in 2015/16. Consequently, Level 1 organizations were no longer required to develop and submit HR plans as part of the integrated business planning exercise, leading to the realignment of HR-Civ employees to other sections. In 2022-23, as part of an initiative to better understand client service delivery to the Defence Team, clients were interviewed to identify the most significant gaps in support. The primary gap identified was the lack of support in strategic HR planning.
As a result, the Enhanced Client Service Support initiative was created to implement a strategic HR planner role within two Level 1 organizations (ADM and Command). These HR planners are supported by an information network, known as POD, which consists of HR representatives from all HR fields. The purpose of this network is to collectively discuss issues affecting the Level 1 organizations and to identify strategies and solutions to address them. The pilot has been in place for nearly two months, and its benefits are already evident. Our next steps are to conduct a workforce and workplace analysis to identify HR gaps and to support Level 1 organizations in developing clear and concise HR plans that will be implemented and monitored regularly.
There is now a significant learning requirement to enable HR-civ employees to think at higher levels, interconnecting HR fields to identify strategies for addressing HR gaps and to support the Defence Team in developing HR plans.
3. SCOPE
The resources will provide Strategic HR Planning learning sessions to HR-Civ employees under the Enhanced Client Service Support initiative, to enhance their understanding of HR planning and their ability to support Level 1 organizations across the Defence Team. The need for strategic planning by Defence Team organizations is crucial, especially in the current period of fiscal restraints, to ensure we build the workforce of tomorrow.
Upon completing the learning sessions, employees will gain a solid understanding of strategic HR planning and be equipped to effectively guide Level 1 organizations through the process, ultimately supporting them in the development and implementation of a strategic HR plan.
4. ACRONYMS
SOW Statement of Work BO Business Owner SHRP Strategic Human Resources Planning or Planners HR Human Resources L1 Level 1 organizations or Commands or Environments
5. RESOURCES
Category 8.1 Human Resources Services Estimated Number of Resources SOW Reference (Tasks) 1. Human resources consultant, Senior. 2 All
6. TASKS
6.1 Develop and administer Learning and Development material on Strategic HR Planning
Develop a comprehensive and concise learning and development product for ADM(HR-Civ) staff that aligns with Strategic HR Planning. All learning sessions must be relevant and applicable to the guidance and processes being used withing the Public Service of Canada to ensure maximum effectiveness. The main goals are:
• Develop training and information sessions • Providing advice on and/or participating in the establishment of processes and HR systems support for human resources programs, services and activities • Providing advice on and/or performing analysis of the HR strategic direction and assisting in the development of HR options, aligning and integrating the HR plans with the strategic direction of the organization's business plan • Providing advice on and/or participating in the establishment of processes and HR systems support for human resources programs, services and activities
7. DELIVERABLES 7.1 Deliver virtual learning sessions
Deliver 12 learning sessions lasting three hours each between the month of August 2025 and March 2027, with 12-15 participants per session. Sessions will be conducted virtually considering the location of the composition of the group.
12-15 participants - HR planners - POD members - Other members
7.1.1 Understanding what HR Planning is: Gain a clear understanding of the benefits of HR planning for the business and how to engage partners in developing an integrated plan. (Task 5.1.4)
7.1.2 How to leverage data for HR Planning: In-depth review of data analysis, how to analyze information and make it relevant for the client
7.1.3 How to build effective strategies to support L1 and HR Plan: Development of horizontal HR strategies based on clear understanding of the business problem, use of evidence-based solutions, risk and change management.
7.1.4 How to build an HR plan: Ability to develop an integrated HR business plan in coordination with clients to meet business needs. Identify the key steps to implement elements of the plan and ensure that they meet the business requirements
HR Planners will be required to attend all sessions to ensure a comprehensive understanding of the topics presented.
POD Members will be required to attend sessions to gain a better understanding of building effective strategies and establishing an HR Plan.
Other members within ADM(HR-Civ) will be identified to attend sessions, enabling them to apply the lessons learned from the training.
7.2 The materials from the sessions will be made available before and afterwards in an acceptable format for use in MS Office
8. DATE OF DELIVERY
Deliverable 8.1: On or before 2026-03-31.
9. LANGUAGE OF WORK
Material to be provided in bilingual format and sessions to be delivered in English and French dependent on membership.
10. LOCATION OF WORK
All work will be conducted virtually, unless otherwise specified.
In-person presence may be required to perform the work. Any travel requires pre-approval of the Technical Authority.
11. TRAVEL
Should the Contractor be required to travel to the following location under the following tasks:
Task: Delivery of training session Location: NDHQ Carling Address: 60 Moodie Drive, Ottawa, Ontario, K1A0K2 Duration: TBD Frequency: TBD
The Treasury Board Travel Directive will apply to any travel, accommodation and living expenses. Only with the TA approval.
12. MEETINGS
A pre-learning event meeting will be required to review the design of the learning event. Ongoing meetings are not required, however learning sessions are.
13. SPECIAL CONSIDERATIONS
• Requirement for 12 learning sessions of 3 hours each, and preparation time. • Preferable to have 2 consultants to facilitate learning sessions, as it provides varying opinions and discussions. • It is imperative that the contractor(s) have extensive experience in the Public Service, specifically in Strategic HR Planning. This experience is essential to ensure both the applicability and practicality of their contributions. • As part of the contract also, asking that tools and templates be shared to support.
14. TECHNICAL AUTHORITY INFORMATION
Name: Louis Therien Title/Section: Manager / DGCCB Telephone: TBD Email address: louis.therien@forces.gc.ca
Not stated in the notice: procurement type, procurement method, selection criteria, region of delivery, region of opportunity, expected contract period, end user
The source reports 5 amendments. CanPursue observed 1 of them with dates.
No attachments listed in the open data.
No contact listed in the open data.