Human Resources Coordinator

at  Matheson Constructors

POSITION REQUIREMENTS

Essential Duties and Responsibilities include, but are not limited to the following:

• Foster a trusting environment to create a safe/neutral setting where employees can openly engage with HR.
• Connect with employees regularly, advocate and provide guidance to Management and Leadership on people-related concerns.
• Support positive employee relations by responding to employee questions and concerns at all levels, in a timely fashion, identify patterns or trends in the issues presented, and help develop potential solutions for long term resolution.
• Partner with staff at all levels to communicate and administer various Human Resources policies, procedures, laws, standards, and government regulations
• Act as an expert user of the corporate Human Resources Management System (“HRMS”), action employee set-up, status changes, leave management, time, and attendance, etc.
• Manage and maintain employee personnel files (hardcopy and softcopy), including employee attendance tracking records, property disbursement and training records
• Maintain overall Company directory and organizational charts
• Provide coaching and guidance to staff and local leadership on onboarding, salary planning, talent development, performance reviews and exit management.
• Facilitate and conduct onboarding of new and returning staff members from pre-start instruction through to 30-day check-in, probationary reviews, and benefits orientation at time of eligibility, ensuring consistency of experience, documentation, and training needs for all new hires.
• Facilitate and conduct employee offboarding as required; conduct and analyze exit interviews; identify trends and recommend changes based on relevant feedback.
• Ensure compliance with all legislative requirements, Labour laws, and Corporate policies, the Collective Agreement and apply a best practice, good faith, approach
• Participate in the development and implementation of Corporate policies and procedures
• Support in building strategies for effective and engaged Union staff and site teams.
• Participate in streamlining business processes to ensure efficiency in the department and/or organization related to HR Databases, software systems and record keeping
• Perform other duties as assigned in support of departmental and Company objectives
• Develop and maintain positive relationship with CLAC and act as the primary liaison for all employee related Collective Agreement matters
• Facilitate the recruitment process for both unionized and non-unionized staff (creating job postings, schedule, and conduct interviews, creating offers, conducting reference checks, and preparing hiring package)
• Manage the Applicant Tracking System (“ATS”) from requisition creation through to onboarding
• Facilitate Campus Recruiting efforts, participating in selected job fairs (post-secondary institutions and other) as required

EDUCATIONAL & PROFESSIONAL REQUIREMENTS:

• 2-3 years HR experience, CHRP Designation an asset or pursuing
• Construction industry with union environment experience preferred
• Proficiency in Microsoft Office and its related tools
• HRMS experience; Viewpoint experience an asset
• Understanding of Human Resources principles and related employment, Human Rights, Safety and related legislation
• Strong Interpersonal skills, with ability to foster strong relationships, with employees at all levels
• Ability to work independently, identify and prioritize issues and develop alternative solutions
• Strong initiative and work ethic, time-management, attention to detail coupled with organizational skills
• Excellent oral and written communication skills, ability to conduct presentations as needed.

• Foster a trusting environment to create a safe/neutral setting where employees can openly engage with HR.
• Connect with employees regularly, advocate and provide guidance to Management and Leadership on people-related concerns.
• Support positive employee relations by responding to employee questions and concerns at all levels, in a timely fashion, identify patterns or trends in the issues presented, and help develop potential solutions for long term resolution.
• Partner with staff at all levels to communicate and administer various Human Resources policies, procedures, laws, standards, and government regulations
• Act as an expert user of the corporate Human Resources Management System (“HRMS”), action employee set-up, status changes, leave management, time, and attendance, etc.
• Manage and maintain employee personnel files (hardcopy and softcopy), including employee attendance tracking records, property disbursement and training records
• Maintain overall Company directory and organizational charts
• Provide coaching and guidance to staff and local leadership on onboarding, salary planning, talent development, performance reviews and exit management.
• Facilitate and conduct onboarding of new and returning staff members from pre-start instruction through to 30-day check-in, probationary reviews, and benefits orientation at time of eligibility, ensuring consistency of experience, documentation, and training needs for all new hires.
• Facilitate and conduct employee offboarding as required; conduct and analyze exit interviews; identify trends and recommend changes based on relevant feedback.
• Ensure compliance with all legislative requirements, Labour laws, and Corporate policies, the Collective Agreement and apply a best practice, good faith, approach
• Participate in the development and implementation of Corporate policies and procedures
• Support in building strategies for effective and engaged Union staff and site teams.
• Participate in streamlining business processes to ensure efficiency in the department and/or organization related to HR Databases, software systems and record keeping
• Perform other duties as assigned in support of departmental and Company objectives
• Develop and maintain positive relationship with CLAC and act as the primary liaison for all employee related Collective Agreement matters
• Facilitate the recruitment process for both unionized and non-unionized staff (creating job postings, schedule, and conduct interviews, creating offers, conducting reference checks, and preparing hiring package)
• Manage the Applicant Tracking System (“ATS”) from requisition creation through to onboarding
• Facilitate Campus Recruiting efforts, participating in selected job fairs (post-secondary institutions and other) as require