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The HR Generalist provides support to the business as it relates to Almita’s human capital, including support in the following key areas: employee and labour relations, performance management, retention, HR planning, recruitment, orientation and training and development. This role plays a critical role in supporting the development and maintenance of HR programs to ensure value-added HR support to the business in its goal of achieving strategic and operational initiatives.

The workforce this role will support includes both unionized and non-unionized employees.

KEY ACCOUNTABILITIES

Recruitment/Onboarding

  • Full cycle recruitment
  • Attend recruitment events (career fairs, presentations, etc.).
  • Develop strategic community partnerships, including Universities/Colleges.
  • Facilitate the onboarding process by preparing new hire packages, scheduling pre-hire testing, organizing onboarding programs and orientations.
  • Facilitate new employee orientation sessions.

Employee/Labour Relations

  • Support managers and supervisors in interpreting collective agreements and policies and provide support as needed in the application of such agreements and policies.
  • Develop effective working relationships with the applicable union representatives in order to foster collaboration and open communication.
  • Conduct investigations of employee complaints and concerns.
  • Provide efficient and timely resolution to employee concerns, issues, and inquiries.
  • Advise and coach managers and supervisors on disciplinary matters and assist in preparation of related documentation.
  • Assess culture and employee engagement to make suggestions for improvements that support company goals and promote employee satisfaction.
  • Support the Role Scorecard process by tracking completion and follow up with Managers/Supervisors to ensure they are completing scorecards on a quarterly basis.

HR Programs

  • Assist with facilitation of various programs, including but not limited to: Onboarding, Engagement Survey, Talent Mapping, Role Scorecards, Benefits, Compensation and Bonus Review.
  • Facilitate the exit interview process and provide analysis of data on a bi-annual basis, or individual basis when required.
  • Assist in the development and execution of learning and development resources, including presentations, workshops and tool kits.
  • Assist in the development and implementation of tools to standardize and enhance the employee experience.

HR Compliance

  • Support the development and revision of employment related policies, ensuring compliance with federal and regional employment legislation.
  • Develop and facilitate training on specific policies, ensuring that legislative training requirements are met.
  • Facilitate the roll out and tracking of employee acknowledgement of employment related policies.
  • Partner with managers to ensure employment practices are compliant with legislation, and any necessary permits are updated and complete. 

Administration

  • Prepare and maintain employee files and store employee information electronically in compliance with company standards and applicable legal requirements.
  • Enter and maintain employee data within the HRIS system (ADP WFN).
  • Administer the benefits program, ensuring employees are added/removed to benefits as needed, and that all records are accurate.

Communication/Reporting

  • Support the creation of the monthly Quick News.
  • Prepare monthly HR snapshot with key KPI’s, HR departmental updates, and legislative updates for managers and leadership.

This role will be required to provide support in various HR projects as needed to support the business and departmental strategic initiatives.

PROFICIENCIES

  • Continuous Learning
  • Client Service Orientation
  • Process Management
  • Information Seeking/Curious
  • Relationship/Network Building
  • Courage
  • Analytical Thinking and Judgement
  • Creative
  • Integrity
  • Results Orientation
  • Problem Solving

EDUCATION / EXPERIENCE

The following are required:

  • Diploma or degree in Business Administration, or Human Resources Management.
  • 5-7 years progressive HR experience in a fast paced, growing construction environment.
  • CPHR Designation or working towards achieving the designation.
  • Thorough knowledge of Provincial/Federal Employment Standards Legislation.
  • Experience using Microsoft Office Applications (MS Project, Word, Excel, PowerPoint).
  • Previous experience working with an HRIS.

The following are assets:

  • Experience working within a unionized construction environment (IUOE or LiUNA).
  • Experience working within a Manufacturing environment.
  • Demonstrated success using a consultative approach when advising managers/supervisors.