Human Resources Generalist

at  Halton Womens Place

Position Title:  HR Generalist
Reports to: Executive Director with dotted line reporting to Director, Finance & Operations
Classification: Non-Union
Status: Full Time
Hours of Work: Monday – Friday 8:30 – 4:30

WHO WE ARE:

Halton Women’s Place is the only women’s shelter in the Halton region providing emergency safe shelter and community outreach services to women and children experiencing domestic violence and abuse.
We provide Safe, secure shelter and support for women and their children who are experiencing abuse.

OVERVIEW

We are seeking a dedicated and knowledgeable Human Resources Generalist to join our team. This role is essential in supporting various HR functions, ensuring compliance with policies, and fostering a positive workplace culture. The ideal candidate will have a strong background in managing day to day transactional HR tasks. This is not a strategic role and is highly administrative in nature.

EXPERIENCE

• 3-5 years of demonstrated experience working as a Generalist or Coordinator with a focus on Recruiting and Administration.
• CHRP or working towards
• Minimum of 1 year experience managing all aspect of ADP is required.
• ADP Payroll processing experience is an asset
• Strong organizational skills with the ability to manage multiple priorities effectively.
• Experience with SharePoint and all Microsoft Office is required
• Excellent communication skills to interact professionally with all levels of the organization.
• Sound Knowledge of HR best practices
• Understanding of Paid Time Off and payroll principals.
• Knowledge of appropriate legislation to ensure compliance.
• At least 1 year experience with Labor Relations

MANDATORY REQUIREMENTS

• Clear Police Record Check with Vulnerable Sector
• Clear results of a Step One TB Skin Test
• Proof of COVID Vaccinations
  As part of the recruitment and selection function, HWP will collect voluntary self-identification data from applicants in accordance with the Ontario Human Rights Code, HWP Hiring Practices Administrative Procedure, HWP’s Employment Equity Policy and Ontario’s Anti Racism Data Standards:
  Personal information is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56. In accordance with HWP’s Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce. It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process. Encouraging diversity of the workforce is vital because the workforce should be reflective and representative of the community.

Although hiring policies must adhere to the qualification requirements set out in applicable Regulations and any applicable collective agreement provisions, HWP recognizes the importance of the following when developing its selection and evaluation criteria:

• valuing applicants’ additional experience, lived experience, skills, backgrounds and perspectives; and
• granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.

We encourage you to respond to our voluntary applicant self-identification questions. This data will inform our understanding of the diversity of our applicant pool as well as the progress of applicants throughout the hiring process. This data will inform our goals, strategies and actions and our progress towards creating and sustaining an inclusive and equitable workforce.
The section includes questions from Ontario’s Anti-Racism Data Standards (Standards, 2017). The Standards were established to help identify and monitor systemic racism and racial disparities within the public sector. The Standards establish consistent, effective practices for producing reliable information to support evidence-based decision-making and public accountability to help eliminate systemic racism and promote racial equity (adapted from Ontario’s Anti-Racism Data Standards, 2017).
Accommodation: Upon request, we will provide reasonable accommodation for candidates who have temporary or permanent disability, or who otherwise require accommodations based on the protected grounds highlighted in the Ontario Human Rights Code in respect to the recruitment and selection process.
Wellness: HWP is committed to providing a respectful and healthy work environment.
Job Type: Full-time
Pay: $55,000.00-$65,000.00 per year

Benefits:

• Casual dress
• Company events
• Dental care
• Employee assistance program
• Extended health care
• Flexible schedule
• Life insurance
• On-site parking
• Paid time off
• RRSP match
• Vision care

Schedule:

• Day shift
• Monday to Friday

Work Location: Hybrid remote in Burlington, ON L7P 1X

• Manage the full recruitment cycle, including sourcing candidates, assisting with conducting interviews, and working with the Logistics Supervisor to ensure Onboarding is meeting all requirements.
• Responsible for all HR related documentation including employment agreements, amendments, grievances and termination notices.
• Manage HRIS System (ADP)
• Maintain employee records and profiles in HRIS system, ensuring data accuracy and compliance with legal requirements.
• Assist in the development and implementation of HR policies and procedures to promote a positive work environment.
• Responsible for annual review and update of all legislated Policies.
• Responsible for Benefits enrollment for union and non-union benefits.
• Support performance management processes by providing guidance to Managers on evaluations and employee development plans.
• Sit on the JHSC and ensure compliance with minutes and inspections
• Work with the Data Analyst to provide HR related data for Board Reports (such as turnover rates etc)
• Participate in Labor Management Meetings to take minutes and provide them to the Union Stewards.
• Be first point on contact on Labor Relations Matters (eg. interpretation of Collective Agreements).
• Work with Finance to determine Termination pay, Vacation Pay outs and other HR related calculations.
• Work with Accounting and Payroll on Time and Attendance Matters