HR Advisor
2 weeks ago
Human Resources Team CommitmentThe Human Resources team is committed to fostering an open environment where everyone who works within the Community Living Society can thrive. We strive to ensure a workplace that values fairness and dignity, and where everyone has the opportunity to achieve their full potential in their various roles.
General AccountabilityUnder the guidance and direction of the Manager of Human Resources, the HR Advisor position works collaboratively with the Human Resources team, the Senior Leadership team, and the Administration Team to support the coordination and implementation of core Human Resource functions.
- Recruiting
- Employee relations
- Data integrity, health, and safety
- Employee leaves of absence
- Training, development, and education
- Social events
- Employee recognition
- Special projects
AccountabilitiesDuring absence, this position provides backup for the Manager of Human Resources within agreed-upon parameters.
It is the accountability of the Human Resources Advisor to collaborate and respectfully communicate with all departments in a timely manner, to ensure that CLS employees are providing high-quality support to the individuals served, and that employees are satisfied, safe, skilled, and effective in their position.
Principal Functions and AccountabilitiesIn an advising capacity, and in consultation with the Manager of Human Resources, the Human Resources Advisor is involved with the following functions:
Health and Safety
- Supports the organization's health and safety program, prevention, risk assessments, and follow-up procedures, in association with Finance and the Leaders.
- Promotes a safety culture within teams and the Society as a whole, through support of awareness/education campaigns.
- Ensures proper procedures, reports, documentation, information flow, analysis, and communication are carried out about work-related injuries and incidents.
- If designated, provides representative on the CLS Joint Health and Safety Committee.
- Accountable for the follow-up when an employee is involved in a motor vehicle accident either when at work for CLS or in their own time.
- Leads in the completion of risk assessments for all CLS locations.
- Troubleshoots issues, with the COO and Operations, Leaders and the appropriate Directors when required.
- Develops, analyses, makes recommendations to, educates staff on, and maintains the organization's Attendance Management program.
- Works directly with Leaders regarding sick leave management for their staff.
- Works with Finance, Leaders, and external parties on employee Long Term Disability issues, and other employee absence issues.
- Maintains timely contact with employees in writing and verbally, throughout the absence.
- Supports the HR Generalist in working with the employee and their Leader regarding successful return to work measures, including gradual return to work, supernumerary and other.
Training, Development and EducationResearches, reviews, and disseminates literature and other information regarding training and development opportunities, both within and external to CLS.
- Maintains training and development communication and provides information on upcoming events through communication, technology, newsletter/website submissions and other publicity.
- Under the guidance of the Manager of Human Resources, maintains and develops the CLS training and development program to include content identification, course curriculum, train-the-trainer, facilitation as needed.
- Supports the administration support, registration, evaluation, communication and follow-up required of the training and development program.
- When determined as appropriate, works with Leaders, Human Resources members and Directors as required to address employee/team issues via in-services on a variety of issues and topics.
Employee Relations and AdministrationMaintains HRIS (employee database) information and integrity, with Finance and the Administrator, Human Resources.
- Works with Leaders on employee-related performance concerns/progressive discipline, up to and including terminations.
- Compiles correspondence, communicates with Finance and conducts other actions as needed.
- Works with Leaders regarding issues arising from probation and annual performance plans.
- Works directly with Leaders when team scheduling changes are implemented that require specific and appropriate notice be given to employees of the change.
- When team conflict arises, works with the appropriate Director to support a successful process and solution.
Employee Recognition, Events, Projects and OtherAssists the Administrator, Human Resources with the annual CLS Employee Gala Awards celebration and other social/recognition events with CLS as designated.
- Works with Directors and Leaders to expedite employee recognition letters, employee referral programs, and other related endeavors.
- Participates on committees, task forces as needed to include Employee and Family Assistance Program, Employee Representative Committee, Joint Occupational Health and Safety Committee, Accreditation and others as required.
- Works with the Manager of Human Resources to update policy (with appropriate approvals) and implement specific related policy revisions into the CLS Employee Handbook, and other employee related publications.
- Performs other duties as required.
Preferred QualificationsSenior secondary (Grade 12) graduation, coupled with formal post-secondary training in Human Resources or a related discipline is required. A university degree or College Diploma and a minimum 4 years related Human Resources generalist experience is preferred.
- Willingness and ability to develop professional skills as needed.
- Excellent written and oral communication and interpersonal skills; organizational and analytical aptitude; and the ability to work as an effective team member are essential.
- Working knowledge of relevant Microsoft Office. Ability to carry-out projects from start to finish, a detail-orientation, and demonstrated initiative, creativity and consideration for others when participating in employee services functions are essential.
- CPHR designation will be considered an asset.
Term/StatusFull-time
We thank all applicants for their interest; however, only short-listed candidates will be contacted for an interview.
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