ABC Technologies is a leading global manufacturer and supplier of custom, highly engineered, technical plastics, and light-weight innovations to the North American light vehicle industry. Serving more than 25 major original equipment manufacturer customers in 7 countries, the Company is Molding The Future and is strategically placed to offer vertically integrated product and process solutions through a skilled workforce of over 11,000 team members. Additional information about the Company can be found at www.abctechnologies.com.

JOB SUMMARY:

The job of an HR Generalist involves managing various human resources functions to support the plant’s operations, ensure compliance with employment laws and regulations, and contribute to the overall success of the organization. The role of an HR Generalist is essential to the effectiveness and success of the HR function at a plant. They provide operational support, specialized expertise, local insights, and execution capabilities that complement the strategic leadership of the HR Manager. Together, with the HR Manager, the HR Generalist forms a cohesive team that contributes to the overall achievement of organizational goals and objectives.

JOB QUALIFICATIONS:

• Education: Bachelor’s Degree: A bachelor’s degree in human resources, business administration, organizational psychology, or a related field required. Any professional certification in human resources, would be an asset.
• HR Knowledge and Skills: Solid Understanding of HR Principles: A strong foundation in HR principles, practices, and laws, including employment law, labor relations, recruitment, compensation, benefits, and employee relations.
• HR Experience: Typically, 2-3 years of progressive experience in HR roles, with exposure to various HR functions such as recruitment, employee relations, benefits administration, performance management, and HR compliance.
• Industry Experience: Experience working in the automotive industry or manufacturing sector, particularly in HR roles related to manufacturing operations, can be beneficial.
• Global Experience: Experience working in a global or multinational company, or exposure to HR practices in multiple countries or regions, can be advantageous.
• Project / Program Management: Experience leading HR projects or teams, can be valuable.
• Technical Proficiency: Proficiency in HRIS/HRMS: Experience with HR information systems (HRIS) or human capital management (HCM) software for managing HR data, payroll processing, and reporting.
• Microsoft Office Suite: Proficiency in using Microsoft Excel, Word, and PowerPoint for data analysis, document creation, and presentation.

Your supervisor may from time to time ask you to perform other related duties not specifically included in this job description. This job’s key responsibilities include:

• Recruitment and Selection: Collaborate with hiring managers to identify staffing needs. Post jobs and source candidates through job postings, recruitment agencies, job fairs, and other channels. Screen resumes, conduct interviews, and facilitate the selection process to identify qualified candidates. Coordinate pre-employment screenings, background checks, and reference checks for selected candidates.
• Onboarding and Orientation: Coordinate the onboarding process for new hires, including completing paperwork, conducting orientation sessions, and providing information about company policies, benefits, and procedures. Ensure that new employees receive necessary training and support to acclimate to their roles and the organization.
• Employee Relations: Serve as a point of contact for employee questions, concerns, and grievances. Investigate employee complaints and issues, and work with management to resolve conflicts and maintain a positive work environment. Provide guidance and support to supervisors and employees on matters related to performance management, disciplinary actions, and conflict resolution. Manage the onsite employee communications program.
• Benefits Administration: Educate employees about available benefits options, enrollment procedures, and eligibility requirements. Maintain accurate and timely benefit records and changes within the benefit system.
• Compensation and Payroll: Assist with the accurate collection of time and attendance data for payroll processing. Address payroll-related inquiries and resolve discrepancies in a timely manner.
• HR Policies and Compliance: Ensure compliance with company policies, as well as federal, provincial, and local employment laws and regulations. Assist HR Manager with the design and implementation of new HR policies and procedures. Participate in the plant healthsafety program to drive a Safety-First Culture. Ensure HR department is compliant with all audit requirements.
• Training and Development: Identify training needs within the plant and coordinate training programs to develop employee skills and competencies. Facilitate training sessions as required. Track employee training and development activities and maintain training records.
• Employee Engagement: Coordinate regular employee events to celebrate milestones, service awards, team and individual recognition, birthdays, cultural, and local events as appropriate. Support the HR Manager with the planning and roll-out of the Global Engagement Survey and your plant and any associated action planning.
• Workforce Planning: Work with the production team, HR Manager, and third party staffing agencies to ensure the appropriate scheduling of employees for all shifts. Assist with the management of paid time off and temporary part-time employees so that production requirements are met.
• HR Reporting and Recordkeeping: Maintain accurate and up-to-date HR records, including HRIS, employee personnel files, attendance records, training records, HR KPIs for the plant, action plans, and performance evaluations. Prepare HR reports and metrics on key HR indicators. Ensure compliance with recordkeeping requirements and confidentiality of employee information.
• Attendance and Disability Management: Proactively address attendance issues to reduce employee absenteeism. Liaise with employees, WSIB, and benefit carriers to drive an early and safe return to work.