SKILLS AND QUALIFICATIONS

• Post-secondary education with a diploma or degree in Human Resources, Business Administration, or related field.
• CHRP designation.
• A minimum 5 years of progressive HR experience, preferably in a generalist role.
• Strong knowledge of employment law and HR best practices.
• Proficiency with HRIS and MS Office applications.
• Excellent communication, interpersonal, and problem-solving skills.
• High level of integrity and able to maintain confidentiality and manage sensitive information.
• Attention to detail, time management, and organizational skills.
• Ability to work under pressure and meet tight deadlines.

• Working collaboratively with the corporate and regional HR teams develop and update HR programs and policies which support the operations, increase employee engagement and ensure compliance with legislation.
• Lead the Talent Management function at the corporate office and support the rollout of performance management initiatives globally.
• Working with the communications team and external vendors develop communications and educational material for our Group Benefits and Retirement programs.
• Promote employee engagement, health and wellness and safety to help create an efficient and motivated workplace.
• Develop and instill positive collaboration and credibility, building highly effective relationships with key internal stakeholders at all regional sites.
• Manage and maintain accurate and updated employee records in HR systems, including updates to the HRIS.
• Maintain a positive employee relations climate by responding to employees’ questions and concerns, responding proactively to employee benefit and payroll queries including employee leave management.
• Maintain HR metrics to report and measure the value and effectiveness of people initiatives and programs, including turnover, absenteeism, and training completion rates, using data to identify trends and recommend actions to address workforce issues.
• Keeping up to date with Human Resources trends and changes in provincial and federal laws, regulations, accreditations and legislation that impact the organization’s human capital assets.
• Manage investigations into employee concerns or complaints, ensuring documentation is thorough and aligned with organizational and legal requirements.
• Partner with hiring managers at the corporate office to perform full lifecycle recruiting initiatives, from job description and posting development to reviewing resumes and pre-screening, ensuring detailed reference checking, preparing offers of employment and coordinating new hire orientation and onboarding.
• Participate as needed in the Joint Health and Safety Committee as required.
• Promote a respectful and inclusive workplace by advising on diversity, equity, and inclusion practices.