Human Resource Generalist

Six Nations Polytechnic (SNP) is a unique Indigenous Institute, recognized by community, government, and institutions of higher learning, as a Centre of Excellence for Indigenous Knowledge. SNP offers postsecondary, secondary, trades education and training. SNP has formal partnerships with nine publicly funded Ontario Universities and Colleges and collaborates with six Ontario-based Indigenous owned and controlled post-secondary Institutes.

**Function & Overview**

Reporting to the Human Resources (HR) Manager, the HR Generalist has the responsibility to support all SNP Human Resources functionalities, including full-cycle recruitment, pension and benefits administration, and position and salary analysis. The HR Generalist will assist with the development and implementation of diverse HR strategies across the organization. The position assists the HR Manager in ensuring employee-centred programs and processes are effectively executed and managed, in accordance with SNP policy and procedures, Employment Law, and Human Rights legislation. The Human Resources Generalist is required to perform all duties consistent with the governance values and operating policies of Six Nations Polytechnic (SNP) while fostering positive relations with staff, students, stakeholders, and the community; contributing to a culturally supportive teaching, learning and work environment consistent with Hodinǫshǫ:nih/Rotinonhson:ni values of Ga’nigohi:yo:/Kanikoriio (Respect and the Good Mind).

**Duties**

The duties of the HR Generalist - include, without limitation:
**Staffing**
- Ensuring that all staffing processes align with organizational policy and comply with all applicable Employment and Human Rights legislation;
- Ensuring that all staffing processes reflect SNP’s values of diversity and Indigenous inclusion for the people it hires and serves;
- Assisting in the development and taking the lead on implementation of recruitment and retention strategies to enable SNP to attract qualified employees who align with the organization’s mission and values;
- In coordination with the HR Manager and Director of Operations, identifying short and long-term staffing objectives, assessing hiring priorities on an ongoing basis, and designing and implementing processes and timelines to meet these objectives and priorities;
- Attending career fairs, presenting at industry events, and building networks through the Six Nations community, educational institutions, and government agency initiatives;
- Assisting in the development of a formal orientation process and package for new hires;
- Reviewing and updating employee job descriptions, as well as roles and responsibilities matrixes in alignment with the current org chart;
- Conducting compensation research and analysis on occupations and industries relating to internal SNP roles, including the current local job market, average wage and employment rates, salary ranges in similar organizations, etc.;
- Establishing salary ranges for internal positions in line with market research, departmental budgets, and organization wide compensation strategies;
- Managing and tracking employee contract end dates and renewals, including the creation and distribution of employment and fee for service contracts following established processes and guidelines;
- Working with the HR Manager, Senior HR Generalist, and Leadership across the organization to identify succession gaps and develop succession plans;

**Pension & Benefits Administration**
- Administers and manages pension and benefits for all applicable SNP employees, including new employee enrollment, termination of departing employees, periodic plan changes, and reporting and compliance;
- Serving as the first point of contact for employee benefit or pension plan concerns, updates, and questions;
- Coordinating with payroll for employee benefit and pension deductions and providing detailed updates in a timely manner;
- Organizing pension and benefits training and seminars with providers, as well as managing the ordering and distribution of relevant plan materials;
- Engaging with service providers to review and update employee pension and benefit plan structure and fees;
- Promoting and managing the Employee Assistance Program for all employees;
- Reviewing details and confirming information on all forms received from Managers and employees prior to processing; contacting Managers and employees for verification of information or for missing information;

**Organizational Development and Strategic Planning**
- In coordination with Senior Leadership, the HR Manager, and the HR team, identifying short and long-term HR objectives, followed by design and implementation of programs to meet these objectives;
- Participating in the ongoing analysis of short-term and long term HR planning objectives;
- Supporting the design and implementation of practices, systems, and techniques that affect positive organizational change;
- Playing a supportive role in