Human Resources Generalist, Exshaw, Ab

3 weeks ago

Calgary, Canada Lafarge Canada Inc Full time

Why work for Lafarge?:
As the global leader in innovative and sustainable building materials, we’re committed to shaping a **greener**, **smarter** and **healthier** world. At Lafarge Canada Inc., **safety** comes first, **collaboration** matters and **diversity** is celebrated with people who share our desire to continually **make our materials better.**
Do you have the drive, the skills, and the passion to join us?
Overview:Reporting to the HR Manager, WCAN & PNW Cement, the Human Resources Generalist will provide support for a full range of Human Resources services to all levels of the business within the Cement Portfolio (particularly to our Exshaw Cement Plant and Prairie Terminals) to support the achievement of business objectives and goals. Working with the HR Manager, WCAN & PNW Cement, the HR Generalist supports in areas of performance management, employee relations, training and development, labour relations, recruitment and selection and business partnering with the operations. This dynamic role is focused on providing consultation to the business on strategic planning and employment related issues, while developing and managing human resources programs and procedures for departmental development.

Responsibilities**:Recruitment & Selection**:

- Working with the HR Manager and the business, the Generalist will assist in defining new role requirements, advise clients on existing role requirements, develop role profiles as required, and conduct job analysis
- Provide headcount projection and strategic workforce planning support, when applicable
- Work with Talent Management to plan and prepare interviews for selected salary bands with the hiring managers.
- Facilitate movement of people talent within the organization based on operational changes and needs
- Review compensation with Talent Management and hiring manager to determine offer details

**Compensation & Benefits**:

- Complete compensation analysis for workforce transitions and present recommendations to the business leaders (ex. new hires, promotions, transfers) and review with HR Manager for due diligence prior to submitting to compensation for approvals and benchmarking.
- Participate in year-end compensation review exercise for applicable client groups, including bonus and annual merit administration, and distribution of employee letters
- Work with business leadership team in constructing business cases when submitting “special cases” for salary increase as applicable and consult with the HR Manager, WCAN & PNW Cement.
- Support compensation survey participation for the line of business (i.e. summarizing data, reviewing submissions for relevance, etc.)

**Disability Management**:

- Management of disability claims from initial start of employee’s leave to his/her return
- Liaison with the Sun Life (SL) case managers to ensure timely response and updates on employees claim status and potential return to work
- Work with WCTL to schedule the return to work assessments and discuss restrictions and limitations with Operational leaders to ensure that accommodation is possible for safety sensitive roles
- Educate the employee on the process, benefit entitlements and maintain regular communication
- Educate the business leaders on the disability program and policies
- Update the business leaders on open cases and provide recommendations on potential next steps
- Coordinate the employee’s return to work plan, including any accommodations that must be met

**Employee Relations**:

- Effective situation/conflict management, working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the business
- Proactive outreach on HR communications (ex. supporting town halls, leadership/operational team meetings, etc.) to improve the employer-employee relationship
- In consultation with the HR Manager, WCAN & PNW Cement, conduct investigations and make recommendations for next steps (disciplinary action)
- When required, assist operations with the grievance process at step 1 and step 2. When at step 2, consult with the HR Manager, WCAN & PNW Cement on recommendations for grievance responses. At step 3, escalate to HR Manager, WCAN & PNW Cement and Employee and Labour Relations Manager.
- Provide advice, council, support and coach managers and employees as required
- Coach managers and employees on performance management, including company performance reviews and Individual Development Plans (IDP)
- Provide guidance, direction and advice to the Management team and employees regarding employment related issues including, but not limited to, the interpretation of company policies & procedures, recruitment & selection strategy, performance management, terminations, strategic planning, training & development and benefits administration
- Work closely with applicable client groups to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professi

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