Strategic Human Capital Planning
Students are often asked to design workforce strategies, linking HR planning with organizational goals. They may be given company case studies and need to forecast workforce needs using tools like HRIS or PESTLE. We guide students step-by-step—right from understanding the scenario to building strategies aligned with Canadian labour trends.
Real-Time Recruitment Campaign Projects
A popular one! Students develop full recruitment strategies, including job ads, sourcing plans, and interview frameworks. Many use platforms like Indeed, JobBank Canada, and LinkedIn Recruiter. We help in building creative, localized recruitment plans with current hiring trends and ATS-friendly job postings.
Compensation & Payroll System Design
Students may be asked to build or critique pay structures based on industry standards. This includes bonuses, minimum wage compliance (provincial), and perks like RRSPs or dental benefits. We offer templates, sample Excel sheets, and real-time salary benchmarks to make this easier.
Conflict Resolution & Employee Relations Cases
This involves solving fictional HR disputes—grievances, harassment, team conflict, or policy violations. Sometimes, formal HR memos or resolution letters are part of it. We help by offering sample HR communications, mock mediation scripts, and real-world Canadian employment law references.
Workplace Safety & Mental Health Assignments
OHSA (Occupational Health and Safety Act) and employee wellness policies take centre stage. Students may create proposals for safer workspaces or mental health support. We support with safety checklist templates, mental health program examples, and province-specific compliance rules.
DEI (Diversity, Equity & Inclusion) Policy Creation
These assignments push students to build inclusive HR policies or audit companies for diversity gaps. Canadian multiculturalism plays a big role here. We help create culturally aware, inclusive HR frameworks and also provide access to recent DEI best practices in Canadian workplaces.
