Human Resources Generalist, Exshaw, Ab

Why work for Lafarge?

As the global leader in innovative and sustainable building materials, we’re committed to shaping a greener , smarter and healthier world. At Lafarge Canada Inc., safety comes first, collaboration matters and diversity is celebrated with people who share our desire to continually make our materials better.

Do you have the drive, the skills, and the passion to join us?

Overview

Reporting to the HR Manager, WCAN & PNW Cement, the Human Resources Generalist will provide support for a full range of Human Resources services to all levels of the business within the Cement Portfolio (particularly to our Exshaw Cement Plant and Prairie Terminals) to support the achievement of business objectives and goals. Working with the HR Manager, WCAN & PNW Cement, the HR Generalist supports in areas of performance management, employee relations, training and development, labour relations, recruitment and selection and business partnering with the operations. This dynamic role is focused on providing consultation to the business on strategic planning and employment related issues, while developing and managing human resources programs and procedures for departmental development.

This is NOT a remote role. The successful candidate needs to report to three (3) days in the head office in Quarry Park and two (2) days at Exshaw, AB site.

Responsibilities

Recruitment & Selection:

• Working with the HR Manager and the business, the Generalist will assist in defining new role requirements, advise clients on existing role requirements, develop role profiles as required, and conduct job analysis
• Facilitate movement of people talent within the organization based on operational changes and needs
• Review compensation with Talent Management and hiring manager to determine offer details
• Work with Talent Management to plan and prepare interviews for selected salary bands with the hiring managers.
• Provide headcount projection and strategic workforce planning support, when applicable

Compensation & Benefits

• Participate in year-end compensation review exercise for applicable client groups, including bonus and annual merit administration, and distribution of employee letters
• Work with business leadership team in constructing business cases when submitting “special cases” for salary increase as applicable and consult with the HR Manager, WCAN & PNW Cement.
• Support compensation survey participation for the line of business (i.e. summarizing data, reviewing submissions for relevance, etc.)
• Complete compensation analysis for workforce transitions and present recommendations to the business leaders (ex. new hires, promotions, transfers) and review with HR Manager for due diligence prior to submitting to compensation for approvals and benchmarking.

Disability Management

• Coordinate the employee’s return to work plan, including any accommodations that must be met
• Liaison with the Sun Life (SL) case managers to ensure timely response and updates on employees claim status and potential return to work
• Management of disability claims from initial start of employee’s leave to his/her return
• Work with WCTL to schedule the return to work assessments and discuss restrictions and limitations with Operational leaders to ensure that accommodation is possible for safety sensitive roles
• Educate the business leaders on the disability program and policies
• Update the business leaders on open cases and provide recommendations on potential next steps
• Educate the employee on the process, benefit entitlements and maintain regular communication

Employee Relations

• Coach managers and employees on performance management, including company performance reviews and Individual Development Plans (IDP)
• In consultation with the HR Manager, WCAN & PNW Cement, conduct layoffs/terminations as required and work with terminated employees during negotiations if applicable
• Proactive outreach on HR communications (ex. supporting town halls, leadership/operational team meetings, etc.) to improve the employer-employee relationship
• PIP support and preparation, applying progressive discipline principles as appropriate
• Effective situation/conflict management, working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the business
• When required, assist operations with the grievance process at step 1 and step 2. When at step 2, consult with the HR Manager, WCAN & PNW Cement on recommendations for grievance responses. At step 3, escalate to HR Manager, WCAN & PNW Cement and Employee and Labour Relations Manager.
• In consultation with the HR Manager, WCAN & PNW Cement, conduct investigations and make recommendations for next steps (disciplinary action)
• Work closely with applicable client groups to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner. Ensuring balance between organizational and employee needs
• Provide advice, council, support and coach managers and employees as required
• Provide guidance, direction and advice to the Management team and employees regarding employment related issues including, but not limited to, the interpretation of company policies & procedures, recruitment & selection strategy, performance management, terminations, strategic planning, training & development and benefits administration

Talent Management

• Facilitate training or in-house learning sessions for managers and employees as required
• Provide advice, council and feedback on performance management strategy, ensuring business needs and individual objectives are linked
• Support succession management initiatives
• Support managers and employees with performance management and objective setting throughout the year
• Partnering with the HR Manager, WCAN & PNW Cement, facilitate Talent & Succession Reviews / Capability Reviews and ensure appropriate follow up on actions
• Ensure training needs for the business are evaluated and appropriate training selected & rolled out
• Support in the rollout of Cement Specific Competency Models and IDP Implementations

Corporate Programs

• Oversee Employee Recognition programs – service awards, Dispatch stories
• Support the roll-out of various corporate initiatives as required
• Take part in new/developing HR initiatives as required

HR Team Management

• Work with HR Coordinator, Exshaw HR/Pay Administrator and MyLife to ensure they can address employee inquiries regarding company benefit programs and services, payroll inquiries, etc.
• Actively engage in communications with other HR team members around best process, practices, and systems use to ensure simplicity and consistency where possible

HR Metrics & System Utilization

• Complete ad hoc reports as requested
• Oversee audits to ensure the accuracy of employment information submitted to payroll and processed in the system
• Navigate through Workday effectively to provide timely support to managers/employees
• Train others / aid others as required on how to navigate through systems (ex. SuccessFactors, Fiori, etc.)

Relationships with Other Jobs:

• This role will have a high level of interaction with front line managers, as well as the regional HR team and HR COEs. The incumbent must have ability to build relationships and get up to speed quickly on needs of the operations and offer solutions

Qualifications

Education:

• Post-secondary education in Human Resources Management or Business Administration
• A minimum of 3 years of experience in a progressive Human Resources role
• Working towards the CPHR designation, completion of CPHR designation is an asset

Experience And Skill Set

• Ability to work proactively and positively as part of a team acting with a sense of urgency;
• Solid working knowledge of the major elements of Human Resources and its systems and processes;
• Excellent computer skills including proficiency in MS Office (Outlook, Excel, Word, PowerPoint, etc.)
• Ability to liaise and form positive relationships with all levels of employees and management
• Ability to solve problems moderately complex in nature and make routine recommendations;
• Previous HRIS experience, in particular working experience with Workday considered an asset
• Ability to handle confidential information with integrity and professionalism
• Great customer service focus;

Key Competencies

• Situational awareness
• Ability to maintain confidentiality
• Decision-making
• Dealing with ambiguity
• Ability to influence
• Sizing up of people and talent management
• Relationship management
• Written communication – exert level of confidentiality with sensitive matters
• Presentation skills
• Project management
• Critical thinking
• Coaching
• Client focused
• Business acumen

As part of our dedicated focus on the health and safety of all employees, a pre-employment medical, including drug and alcohol testing and a criminal record check, may be required.

LafargeHolcim

As we are reinventing the way the world builds, we need world-class talent to join our Lafarge Canada team: people who are passionate , driven by curiosity and keen to grow , learn, develop and thrive in our high-performance culture.

Whatever you do, you will make a difference here. Because we know that your passion and curiosity are the natural resources the world needs.

Check out our YouTube channel to learn more about our operations and see all career opportunities at www.lafarge.ca/careers .

We thank you for your interest. Only candidates selected for an interview will be contacted. Lafarge is committed to the principles of employment equity and encourages the applications from women, visible minorities, and persons with disabilities.