The Human Resources Generalist plays a critical role in supporting the organization’s people strategy by managing HR operations and fostering a positive employee experience. This role ensures compliance with employment laws, aligns HR practices with company values, and provides support across key areas such as talent management, talent acquisition, employee relations, performance management, labour relations, health and safety, learning and development, and HR metrics.

The HR Generalist will exhibit a customer-driven mindset, promote innovation, and demonstrate strong interpersonal and ethical standards, focusing on achieving results with attention to detail and maintaining a positive attitude.

Skills
3–5 years of progressive experience in an HR generalist role or similar, with exposure to investigations, employee relations and performance management.
• Strong knowledge of HR best practices and employment laws.
• Previous experience in a unionized environment interpreting collective agreements is considered an asset.
• Exceptional communication, problem-solving, and presentation skills.
• Proficiency in Microsoft Office Suite.
• Ability to manage multiple priorities in a fast-paced environment.

Talent Management
• Assist in identifying and developing talent pipelines to support organizational succession and workforce planning.
• Design and maintain employee talent profiles.
• Facilitate employee training programs and professional development initiatives.
• Support the HR and company branding strategy including social media and internal communications.

Talent Acquisition
• Coordinate full cycle hiring, including job postings, candidate sourcing, candidate screening, interviews, and offer management.
• Manage onboarding processes to ensure new hires are effectively integrated into the organization.

Culture, Retention, and Employee Engagement
• Act as a culture ambassador, promoting company values and ensuring they are integrated into day-to-day operations and decision-making.
Assist in guiding employees through organizational changes, ensuring transparency, empathy, and alignment with the company’s vision for growth.
• Support and implement employee engagement programs, including recognition initiatives, team-building activities, and wellness events, to enhance morale and collaboration.
• Regularly assess employee satisfaction through surveys, focus groups, or one-on-one discussions, and use feedback to inform action plans.

Employee Relations
• Serve as a trusted advisor to employees and people leaders on HR-related matters including but not limited to policy interpretation, and recommendations on best practices.
• Address employee concerns, navigate conflicts, and propose empathetic but solution-oriented resolutions.
• Conduct workplace investigations and ensure appropriate follow-up actions.

Performance Management
• Support the implementation and administration of the performance review framework.
• Partner with managers to address performance issues and develop actionable improvement plans.
• Provide recommendations to leaders on performance improvement for their team(s).
• Lead and facilitate termination meetings in a professional and empathetic manner.
• Ensure proper documentation and adherence to organizational policies during offboarding.

Health and Safety
• Promote and maintain workplace health and safety programs, ensuring compliance with applicable laws and standards.
• Partner with leadership to conduct monthly health and safety meetings & safety inspections, coordinate training including certification requirements, and address workplace hazards.
• Address Ministry of Labour inquiries and investigations as required.
Early and Safe Return to Work Program and Leaves of Absence
• Act as the primary liaison between the company, the Workplace Safety and Insurance Board (WSIB), and employees to manage all workplace injury claims.
• Ensure timely and accurate submission of required WSIB forms and documentation to meet compliance standards.

Labour Relations
• Interpret and apply collective agreements, ensuring compliance and effective communication with union representatives and internal staff.
• Support grievance handling and collective bargaining processes as required.

Compliance and Policy Implementation
• Ensure HR policies and practices comply with labour legislation and regulations.
• Contribute to the development, implementation, communication of HR policies.
• Support the enforcement of all policies, SOPs, and workplace standards and expectations.

Learning and Development
• Facilitate employee training programs and identify development opportunities.
• Support leadership in identifying skill gaps and creating succession plans.
• Deliver engaging presentations to employees and leadership on various HR-related topics, such as policies, performance management, and workplace compliance.

HR Reporting
• Maintain accurate employee records.
• Generate HR metrics and reports to support decision-making

Qualifications
Education:
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Certifications:
CHRP designation (or working towards certification) is considered an asset.

Specs:
5 days in office
2 weeks vacation
53-58 K plus bonus
Free parking
Growth opportunities