Strategic HR PartnershipServe as the primary HR advisor to warehouse sites and Operations Supervisors in Edmonton and Calgary.
Align people plans with safety, service, productivity and cost goals.
Act as the link between HR, site leadership and frontline employees.
Lead or support change, including site start-ups, account transitions, restructures and closures.
Track and report HR metrics (turnover, absenteeism, overtime, time to fill, claim costs, grievances) and recommend action.
Labour Relations (Unionized Workforce)Interpret and apply the collective agreement consistently across shifts, departments and sites, as applicable.
Represent the employer at grievance meetings; investigate, draft responses, negotiate settlements and keep case files.
Prepare cases for arbitration and Labour Board matters with legal counsel.
Support collective bargaining through research, costing, mandate preparation and a seat at the table.
Implement new or renewed agreements, including manager briefings and payroll and scheduling changes.
Build constructive relationships with stewards, business agents and joint labour-management committees.
Advise on seniority, postings, bidding, overtime distribution, layoffs, recalls and discipline under the agreement.
Employee RelationsAdvise managers on performance management, progressive discipline, terminations and severance.
Lead workplace investigations, including harassment, violence, discrimination and code of conduct complaints.
Maintain a positive, direct relationship with employees through open communication and early issue resolution.
Keep policies and practices fair and consistent between union and non-union groups.
Disability Management, WCB and AccommodationOwn WCB-Alberta claims from incident report to closure, including employer reports, wage information, claim monitoring, cost relief and appeals.
Manage short- and long-term disability cases with insurance carriers and third-party providers.
Build and maintain a modified duties bank of safe, productive tasks for warehouse and driver roles.
Design and monitor modified and graduated return-to-work plans with employees, supervisors, physicians, carriers and the union.
Lead the duty-to-accommodate process to the point of undue hardship on all protected grounds.
Run the attendance management program for culpable and non-culpable absence.
Partner with Health and Safety on incident investigations, injury prevention and the Joint Health and Safety Committee.
Protect the confidentiality of medical and personal information in line with privacy law.
Talent Acquisition and OnboardingOversee and provide backup to full-cycle recruitment for all roles.
Plan high-volume and seasonal hiring with operations, including peak ramp-ups, job fairs and community partners.
Manage staffing agency partners: service levels, temp-to-perm conversions, agency worker issues and invoice checks.
Apply collective agreement posting and seniority rules when filling bargaining-unit roles.
Coordinate pre-employment checks (background, driver abstracts, drug and alcohol testing where permitted).
Oversee and provide backup to new-hire orientation and safety onboarding; track training records and probation reviews.
People Programs, Training and DevelopmentSupport performance reviews, wage and compensation reviews, succession planning and engagement surveys.
Identify and develop frontline talent for lead hand and supervisor roles.
Support recognition, retention and engagement initiatives at each site.
Compliance, Policy and HR OperationsEnsure compliance with the Alberta Employment Standards Code, Labour Relations Code, Occupational Health and Safety Act, Workers' Compensation Act and Human Rights Act, or the Canada Labour Code for federally regulated operations.
Draft, update and roll out HR policies and procedures.
Maintain accurate employee records and HRIS data, and support payroll on hours, leaves and status changes.
Manage offboarding, exit interviews and records of employment.
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