HR Generalist

The HR Generalist reports directly to the Senior Human Resources Business Partner. A strategic business partner and internal advisor who drives initiatives that impact employee engagement, organizational effectiveness, organizational change, talent management, talent acquisition, performance, operational efficiency, and culture. As a trusted advisor, the HR Generalist provides coaching and guidance to supervisors and managers for all hourly employees/operations group (with assigned business units as per business needs) on human resources solutions that contribute to the goals of the business unit and supports a high performing and engaged working environment.

**MINIMUM QUALIFICATIONS**

**Education/Experience**
- University Degree /College diploma in Human Resources Management specializing in Human Resources Management, Business Administration or related discipline preferred.
- Minimum 3 years’ experience in Human Resources.
- 2 years’ experience as a Human Resources Generalist in an industrial/manufacturing environment an asset.
- Proven experience and knowledge of all HR disciplines including recruitment, performance management, employee engagement, learning and development, talent management, compensation and disability management.
- Hands-on experience with Human Resources Information Systems (HRIS) and Applicant Tracking Systems (ATS).
- Experience with Ceridian Dayforce is an asset.
- Proven skill in formatting and drafting correspondence, forms, reports, presentations and proposals.
- Member of HRPA and CHRP (or working towards a designation) is an asset.

**Technical Skills/Competence**
- Professional, friendly, and exceptional interpersonal skills.
- Assign the highest priority to customer satisfaction while meeting commitments to achieve the department’s objectives.
- Ability to maintain and preserve strict confidentiality.
- Exceptional organizational and communication skills.
- Time management and prioritization skills. Ability to work under pressure, meet deadlines and prioritize a heavy workload.
- Work independently to complete assigned tasks and projects with minimum supervision.
- Advanced command of the English Language, written and verbal.
- Extremely detail-oriented and excellent proofreading skills.
- Practices and maintains integrity while following Almag’s policies and procedures.
- Ability to build strong and collaborative relationships across all levels and functions.
- Strong consultative, influencing, and negotiation skills.
- Proven critical and problem-solving skills, innovative and creative approach.
- Strong presentation and group facilitation skills.
- Collaborative, proactive and results oriented.
- Thrives in a fast-paced environment, who can handle multiple priorities and can easily navigate ambiguity.
- Proven track record of creating, implementing and executing effective business plans.
- Knowledge of labour laws, ESA, Human Rights Code, etc.
- Advanced proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook)

**DUTIES AND RESPONSIBILITIES**

The duties and responsibilities of the HR Generalist are detailed below, but not limited to the following:

- Proactively partner with supervisors and managers to identify and resolve people issues and provide advice.
- Serve as the main front-line HR support for all hourly employees/operations group.
- Develop short-term and long-term solutions and action plans that support the achievement of current and changing needs and objectives of the business and organization.
- Acts as an advisor by providing guidance and/or coaching on sensitive confidential and complex HR issues, ensuring compliance with Almag’s policies, Employment Standards and other regulatory employment and human rights requirements.
- Responsible for execution and management of a variety of programs in the areas of Talent Acquisition, Uniform, Social Committee, Talent Development, Supervisor Development, Annual Goal Setting and Performance Review Process, Performance Management, Employee Engagement, Compensation, Rewards and Recognition, Organization Effectiveness and Design etc.
- Responsible for full cycles of orientation, new hire, termination, disability management, probations etc.
- Effectively manage employee relations practices to facilitate communication between managers and employees through standardized performance management and effective coaching.
- Support supervisors and managers with investigations and resolves sensitive employee issues and complaints.
- Supports recruitment needs, events and functions as required.
- Develop and facilitate a variety of training, including new employee onboarding, performance management, progressive discipline, AODA, Workplace Harassment, etc.
- Support employee engagement efforts and enables employee feedback through a variety of sources, including employee surveys, focus groups, and employee meetings.
- Champion change by partnering with key members and other internal departments to develop