HR Generalist

at  Mattress RecyclingTM

WHO WE ARE:

Mattress RecyclingTM is a growing family business with more than 16-years of operating experience, servicing cities and clients across the province. In 2018 the company established a new, purpose-built, world class processing facility in Hope, BC, and maintains its position as the largest recycling operation of its kind in Western Canada.
Innovation, integrity, and relationships are at the core of our company culture, as is our dedication to our skilled team of staff. Mattress RecyclingTM is a proud certified Living Wage Employer and a pioneer in the automated recovery of used mattresses.

ROLE:

The HR Generalist role entails a wide range of responsibilities. You will be overseeing the full-cycle of recruitment and onboarding to ensure a smooth transition for new hires. You will play a crucial role in training and development initiatives, working closely with employees. Employee relations will be another key aspect of the role: you will address any concerns or conflicts; promote a positive work environment; and foster strong relationships between employees and management. Performance and compensation management will be an essential part of your responsibilities, along with some general office administration backup support. You will work independently and report directly to the owner and CEO of the company.

ROLE RESPONSIBILITIES

Recruitment: Job posting, sourcing, screening, interviewing, reference checking and onboarding of all open roles within the company, as well as offer negotiation. Should be well-versed in online hiring platforms, to source qualified candidates and diverse skill sets. Knowledge of industrial hiring needs, such as heavy equipment operators, mechanics and screening for related expertise is an asset. Participation with relevant community events and organizations to aid in recruitment is a plus.
Performance management: Acting as a dedicated advisor to all staff via site visits and digital communication. This covers absence, performance, health issues, conduct and capability, grievances, organizational change, and all other employee related matters.
You will administer employee surveys and exit interviews; compile and analyze results, present data to management and identify gaps to improve morale and engagement, as well as execute action plans.
Compensation management: Providing compensation benchmarking to the CEO for review. Ensuring fair and competitive packages for employees based on their roles and contributions.
HRIS management: Overseeing the HRIS implementation and management. Maintaining technical knowledge and up-to-date information on changes in Employment Standards and Canadian Employment Law. Providing training for new hires and current employees.
Training and development: Assessing training and development gaps. Facilitating/administering/sourcing relevant training and development programs.
Payroll: Liaising with payroll (Payworks) regarding hires, wage/salary increases, terminations, payroll deductions, records of employment, benefit premium monitoring, garnishees, and changes in employee status, vacations, leaves of absence, sick days etc.
Health & Safety Committee: In the role of HR Generalist, you will be the company’s single point of contact for Health and Safety concerns as well as training. You will play a key role in the Health & Safety Committee, including processing any WorkSafe/WCB claims, attending monthly staff meetings, writing agendas and minutes, and ensuring follow up actions are dealt with in a timely manner. The role also requires monthly site inspections (Workplace Risk Assessments), coordinating severe weather closures and responses, ensuring completion of reports, identifying issues, and coordinating resolutions.
Policy Development & Writing: Maintaining the Employee Policy and Procedures Handbook with current information. Participating in the development of programs/policies/procedures that contribute to organizational development and employee satisfaction, while maximizing efficiencies and profitability.
HR administration: Overseeing, preparing, and approving employee documents, such as employee verifications, terminations, LOA, performance/disciplinary letters, salary increases, and bonus letters. Deploying performance improvement programs, including progressive discipline where necessary. This may require investigation meetings and terminations when required.
HR expert matters: Maintaining up-to-date industry knowledge, understanding employment laws and regulations in BC, ensuring legal compliance and initiating policy changes/updates where required.
Adhoc: Providing coverage for the administrative functions, ad-hoc projects, and other duties as assigned.

accountability of scope and projects.

• Enrolment in or a desire to pursue a CPHR designation an asset.
• Capacity to apply discretion and maintain a high level of confidentiality whe