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HR OPERATIONS ADVISOR
1 month ago
Typical Day in the Role Typical task breakdown and operating rhythm: Supporting onboarding, policy rollouts, and employee engagement initiatives. Managing monthly HR reporting and analytics to inform decision-making and ensure compliance. Handling immigration program queries and providing timely guidance. Overseeing Canada HR program budget and distribution list management. Coordinating HR program cycles and maintaining HR systems and documentation. Works closely with Canada HR Generalists, leadership teams, and program committees. Interfaces with employees, managers, and leaders across the lifecycle. Compelling Story & Candidate Value Proposition: An ideal background for the HR Operations Advisor role includes a bachelor’s degree in HR or business, plus 1–2 years of experience in HR operations or administration (internships count towards experience). Candidates should have strong communication skills, familiarity with Canadian HR practices, and proficiency in Microsoft Office and HR systems. What makes this role interesting? – A candidate might be drawn to the HR Operations Advisor role for its dynamic mix of strategic and operational work, offering exposure to multiple HR functions across Canada. The role provides opportunities to build expertise in data analytics, employment law, and change management while collaborating with diverse teams. It’s ideal for someone who thrives in fast-paced environments, enjoys managing priorities, and wants to make a meaningful impact on employee experience and HR program delivery. Top 3 Hard Skills Required + Years of Experience HR Systems & Data Management (1-2 years) HR Policy & Process Implementation (1-2 years) Reporting & Analytics (1-2 years) Candidate Requirements Years of Experience Required: 0–2 years (entry-level, suitable for recent graduates or early-career professionals). Degrees or certifications required: Degree preferred (business administration or HR), diploma acceptable. Project management certification is a nice-to-have. Disqualifiers: Lack of post-secondary education. Inability to handle sensitive HR data responsibly. Best vs. Average: Best: Tech-savvy, Excel expert (pivot tables, VLOOKUP), automation skills, prior Microsoft experience. Average: Basic HR or admin knowledge, limited technical proficiency. Performance Indicators: Quality: % of deliverables rejected due to issues. Schedule: Variance from planned timelines. Responsiveness & Collaboration: Stakeholder survey results. Innovation & Risk Mitigation: Proactive problem-solving and adaptability.
