Human Resources Management

Our goal at Énergie Ressources Humaines is to enable you to establish best practices for reformed human resources management, to mobilize your workforce towards the increased effectiveness and efficiency of your teams. We support you in managing your human capital, both at the operational and strategic level.


Staffing is a process grouping a set of activities related to the search of human resources perfectly adapted to your organization’s specific needs. The direct and indirect costs of an unsuccessful hire are considerable, so it is beneficial to engage professionals to maximize success in this crucial, but delicate process.

Benefit from the expertise and recommendations of our certified human resources experts for every strategic step of your organization’s staffing and workforce planning.

  • Workforce planning
  • Succession program
  • Desired profile requirements
  • Job offers
  • Staffing strategies
  • Pre-selection
  • Structured interview
  • Criminal background check
  • Reference checks
  • Psychometric tests
  • Employment contract
  • Orientation and integration
  • Probation


Although it is one of the primary motivations for any work performance, compensation can become a major headache for some employers and generate sources of conflict, inequality and demobilization. It also remains the main cause of employee unionization.

Whether direct or indirect remuneration, Énergie Ressources Humaines offers you the necessary expertise to prevent these difficulties, while helping you attract or retain a skilled workforce. Our objective is to support and advise your leaders in this key aspect, so that your business is recognized as an employer of choice in its sector.

  • Payroll and benefits management
  • Direct and indirect remuneration
  • Performance bonuses
  • Pay equity
  • Salary scale development
  • Job evaluation
  • Personal holidays
  • Public holidays
  • Group insurance
  • Pension plan


Management of employee disciplinary records aims to eliminate unwanted behaviour. If, however, the employee refuses to improve, the employer can sanction the behaviour in a spirit of fairness and respect for other employees. Inaction is the worst-case scenario. Doing nothing risks damaging and impacting the organizational climate. Consequences can be costly and sometimes fatal for companies in highly competitive fields.

With generally limited experience in this area, employers can unintentionally aggravate the situation with ill-informed decisions and actions. Much costly and often preventable legal recourse is a consequence of inappropriate disciplinary management.

How many recurrences of unwanted behaviour must take place before proceeding to a dismissal? How do you develop a scale of sanctions? How do you ensure that no complaints will be brought against the employer following the dismissal of one of its employees?

Our experts will guide you through all the disciplinary and administrative steps that can lead to dismissals:

  • Absenteeism
  • Alcohol and drugs
  • Gross misconduct
  • Workplace negligence
  • Incompetence
  • Unproductiveness
  • Insubordination
  • Harassment
  • Verbal and psychological violence
  • Duty of loyalty
  • Theft and fraud
  • Criminal conviction


In a conflict situation, many employees feel unsettled, which may harm the work environment and the whole organization over the shorter term. In conflict management, time does not fix things; on the contrary, it is its worst enemy. Conflict situations that persist become, among other things, a source of significant demobilization and can result in an increase in absenteeism, an increase in the departure of good employees, and a decrease in productivity.

Conflicts can go as far as dividing the workforce into clans, which become extremely toxic to the organization. The more the conflict is crystallized over time, the less efficient and less competitive the organization will be. To defuse a conflict, we advise you to proceed quickly and act in good faith.

The vast majority of conflicts can be resolved with the support and coaching of one of our certified human resources experts, with proven resolution processes to bring parties together in their mutual interest. Our experts will support you through these sensitive situations.

  • Type of conflict
  • Origins of the conflict
  • Stage of the conflict
  • Guided resolution approach
  • Mediation


The Act Respecting Labour Standards (art. 81.18) defines harassment as:

“For the purposes of this Act, "psychological harassment" means any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee’s dignity or psychological or physical integrity and that results in a harmful work environment for the employee. A single serious incidence of such behaviour that has a lasting harmful effect on an employee may also constitute psychological harassment.”

This section of law has been heavily discussed and used in a variety of ways in the labour market. Although a very high number of unsubstantiated complaints use this application of the law, we have been recommending interventions to solve workplace problems to organizational leaders for more than 15 years . Certain organizational distresses may be expressed in the form of harassment complaints and may mask other issues, which are important to solve.

The establishment of a well-structured prevention process creates favorable conditions to end harassment. Management’s commitment must be stable, known to all staff members and reminded on a regular basis. It must be part of the corporate policy and be translated into concrete and credible actions. Our effective solutions in harassment complaints treatment will enable you to meet your legal obligations as an employer while ensuring your staff a rigorous, respectful and confidential approach, from an objective and impartial viewpoint.

Our expertise in complaints management will allow you to achieve recognition from your staff.

  • Internal policy
  • Complaint procedure
  • Mediation
  • Investigation
  • Recommendations