People And Culture Generalist

POSITION SUMMARY

Reporting to the Director, People and Culture, the People and Culture Generalist provides expert advice and support to all units of the organization. The People and Culture Generalist leads all talent strategies, initiatives, and operations, in addition to other functional areas in the People and Culture department. This role is a key point of contact for people leaders that ensures that their talent and HR decision making aligns to HR best practices.

KEY RESPONSIBILITIES

1.Talent Acquisition and Strategy

• Develop and implement effective and innovative, individualized recruitment strategies with hiring managers, to source, recruit and hire high-quality candidates.
• Develop recruitment strategies that create a pool of candidates via high school co-op placements, volunteer opportunities, and post-secondary internships.
• Develops and executes full-cycle recruitment for all vacancies including generating job postings, providing a focused and effective sourcing strategy, a consistent interview process and assessment approach.
• Sources candidates by direct sourcing, referral and creatively identifying sources for candidates including job ads, career fairs, educational institutions, associations, networking, and social media.
• Manage employee onboarding and orientation processes.
• Conduct interviews and provide consultation and coaching to hiring managers on candidate interviews.
• Establish internal and external relationships by maintaining a high level of credibility, integrity, and skilled communications with candidates.

2.Administration / Generalist

• Prepare documentation needed for employees (e.g., effective changes in wage/salary, employment status, or benefits).
• Liaise with the P&CBP to ensure new employees are enrolled into/from the benefits plans (e.g., group health plan, pension plan, etc.).
• Management and coordination of the employee uniform process.
• Coordinate the wage increase process for unionized employees.
• Provide general administrative support such as preparing correspondence regarding new hires and requests for letters of employment, forms and reports, coordinating and scheduling meetings/interviews/training sessions, and managing deadlines.
• Update and maintain employee records, files, correspondence, and reports.

3.Employee Recognition

• Redesign and manage the employee recognition program.
• Assess and monitor employee engagement and satisfaction (e.g., conduct exit interviews, Worklife Pulse Survey, etc.) and provide recommendations for areas of opportunity improvement within the organization.

4. Human Resources Information System (HRIS)

• Ensure all employee information is current.
• Make any necessary changes to employees’ status, personal information, etc.
• Enrolling new employees into the HRIS.

5.Projects

• Provide assistance to the Director, People and Culture with departmental projects and programs where required.

6.Other

• Work closely with the Director, People and Culture to keep them appraised of any problems that may impact the achievement of organizational goals and determine mitigation strategies.
• Contribute to a culture of client safety and employee Health and Safety, by complying with all safety practices of the Organization, reporting unsafe practices and adverse events, and acting on safety recommendations.
• Responsible for quarterly HR Metric Report.
• Keep current on legislative issues and matters in the organization related to the People and Culture department.
• Other duties as assigned.
• Conduct research, gathering metric data and statistical reports, and maintaining statistical information.
• Respond to various queries from managers, employees, and external organizations.
• Liaise with payroll to coordinate any relevant new and changing information (e.g., new hire documentation, leaves of absence, etc.)

QUALIFICATIONS

• Proficiency in Microsoft Suite products including Excel
• Excellent priority management and time management skills
• CHRP designation or working towards designation
• Committed to diversity and equality culture
• Excellent verbal and written communication skills
• Ability to adhere to strict confidentiality
• Experience using an HRIS
• Post-secondary degree or diploma in Human Resources
• Minimum of two (2) years of experience in Human Resources
• Ability to work well under pressure utilizing effective problem management skills
• Strong attention to detail and organizational skills

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