HR Generalist

JOB SUMMARY

The HR Generalist will help drive employee engagement and retention by focusing on employee relations, learning and development, performance management, and employment law compliance. Alongside senior HR management, this role supports designated divisions. The HR Generalist collaborates with the HR Centers of Excellence (Compensation & Benefits, Talent Acquisition, Talent & Organizational Development, Payroll, Communications) to ensure the cohesive delivery of HR programs and services to the business.

KEY DUTIES & RESPONSIBILITIES

• Respond to staff inquiries/complaints and conduct thorough investigations, if necessary. Advise managers and facilitate timely resolution of all employee relations issues while maintaining an appropriate balance between company liability, employee and management advocacy
• Through example, promote organizational values, behaviors and diversity; partner with business leaders to develop an engaged work environment that drives productivity, attracts and retains talent.
• Liaise with managers to ensure compliance with employment-related legislation/law, code of conduct and human resources policies and procedures
• Counsel managers on workplace accommodation requests and gradual return to work, in coordination with center of excellence (CoE) or third-party vendor
• May participate in labour board hearings, mediation process and litigation
• Monitor engagement and turnover trends and facilitate action-planning with managers
• Coach managers and employees to improve work relationships, build morale, and increase productivity and retention to enhance employee engagement and successful business outcomes; assist managers with employment decisions and workforce planning (hiring plans, staffing, terminations) 
• Coach managers and employees to utilize self-service tools and resources
• Assess and recommend employee relations practices to reinforce a supportive employer-employee relationship while promoting the importance of accountability and business results
• Provide consultative advice on performance management issues with management and employees.
• Counsel, guide and advise employees and all levels of management on career and leadership development
• Facilitate human resources training programs in coordination with the CoEs and recommend new programs/trainings that would benefit the business; conduct new hire onboarding (when needed)
• Compile information and create presentations to support human capital initiatives and projects 
• Conduct new hire and exit interviews to capture employee feedback and drive employee engagement; summarize and analyze findings and is active in identifying trends and executing strategic plans
• Facilitate and support corporate Health & Safety initiatives including formation of Joint Health & Safety Committees, training, and interpretation of legislation/state law and policy, and chair or co-chair the Joint Health and Safety Committee
• Create and file electronic and/or paper copies of employee documents as needed
• Maintain and update employment policies, in coordination with CoEs
• Lead and/or participate in designated ad hoc projects or corporate HR initiatives as required
• Perform other duties as assigned

KNOWLEDGE & SKILLS

• Strong knowledge of federal and provincial/state employment law and multiple human resource disciplines (employee relations, human resources planning, recruitment, training, performance management, compensation)
• Ability to think beyond the HR function and contribute to the overall success of the organization
• Solid understanding of individual motivation principles and organizational behaviour; ability to successfully manage organizational change, strategic thinker
• Demonstrated relationship building skills with all levels of management along with the ability to influence decision making in a consultative manner
• Strong conflict resolution skills; excellent research, analytical and problem-solving capabilities to ensure problems, complaints, and inquiries are handled tactfully, effectively and promptly; ability to recommend win-win solutions
• Strong interpersonal skills including consensus and coalition-building
• Excellent presentation, facilitation and communication (written and oral) skills
• Exceptional organizational and planning skills; ability to manage multiple projects and priorities effectively with minimal supervision
• Team player and team builder
• Professional appearance and providing a positive company image to the public
• Proficiency in MS Office and HRIS

WORK EXPERIENCE – MINIMUM REQUIRED

EDUCATION

CERTIFICATIONS DESCRIPTION

COMPETENCIES