Human Resources Generalist

**Human Resources Generalist - Full Time.**

The Granite Club is looking for a full-time Human Resources Generalist who would be responsible to provide HR support and expertise to specific departments and will act as the liaison between employees and Subject Matter Experts (SMEs). The Generalist will support the Director of Human Resources (HR) in executing several or all of the following disciplines for specific departments: performance management, talent development, succession planning, learning & development, health and safety, employee engagement, employee relations, compensation, and change management. Responsibilities include but are not limited to: HRIS (Dayforce) support and training for departments including managing all routine and non-routine data administration, providing materials, presentations and training necessary to support our departments’ efficient and effective use of Club systems and Human Resources processes.

**Benefits of working for the Club**:

- Healthy and delicious daily food offerings in our Rainbow Cafe.
- Extensive medical and dental benefits for employees and their families.
- Indoor parking for Employees.
- Exciting and diverse Employee events for both Employees and their friends and family.
- Discounted Goodlife Fitness memberships.
- An Employee Wellness Program focused on both physical and mental health.

**Primary Responsibilities**:

- First point of contact for HR processes, general inquiries and system troubleshooting needs - including, Managers and Senior Management Group.
- Coach Managers and employees regarding employee relations, performance management, HR policy & Collective Bargaining Agreement (CBA) interpretation to ensure policies and procedures are executed consistently across the Club.
- Creates written reference materials, job aids and other communications.
- Coordinates and oversees the job evaluation process for pay equity and internal equity processes.
- Investigate employee concerns, conduct internal audits, and implement appropriate resolution steps.
- Partners with managers to interpret and administer policies, including corrective action.
- Collaborates with the Talent Acquisition Specialist for end-to-end recruitment process for designated positions. This includes all steps in the staffing process; sourcing, interviewing, job offers, onboarding, new hire orientation.
- Assists employees with benefits questions, WSIB, leaves, and other programs.
- Facilitates Employee Survey focussed group and assists with departmental communication.
- Supports the Director of HR in overseeing the Health and Safety Internal Responsibility System (IRS), coordinates specific initiatives associated with the IRS and is a member of the Joint Health and Safety Committee (JHSC).
- Coaches’ employees on system use and HR initiatives.
- Supports the Director of HR in formalizing, documenting and continuously updating HR Policies & Procedures. Also supports the implementation and use of these Policies & Procedures with the client group.
- Supports in rollout and execution of key annual HR processes such as, but not limited to Labour Planning, Performance Management, Total Rewards, Learning and Development, HRIS (Dayforce) module launches and Employee Engagement.
- Actively participates in business-wide and HR team initiatives and assists in Change Management support as needed.
- Identifies root causes & proposes changes/new initiatives to improve business partnerships.
- Work with the departmental leaders and Director of HR to consolidate the training needs of the organization.
- Deliver training sessions independently, assist in identifying the external vendors for departmental training.
- Assists in the administration of HR Processes such as recruitment, performance management, labour planning, talent management and climate surveys.
- Analyzes and identifies data issues and trends and makes recommendations for process improvements and system enhancements.
- Proactively monitors employee files in HRIS (Dayforce) and makes adjustments as necessary, and/or teaches managers to make appropriate changes.
- Analyzes, prepares, and compiles employee-related data, people statistics, and project information as needed.

**Required Qualifications**:

- Minimum (2) years of progressive human resources experience and/or 4 years of hospitality experience.
- Previous experience working in a unionized work environment is an asset.
- Strong in Word, Excel and PowerPoint.
- Working experience with most or all of the core aspects of Human Resource Management (employee relations, recruitment, performance management, total rewards, coaching, leave management and training).
- Strong communication skills with the ability to effectively present to all levels of the organization.
- Ability to collaborate and influence key stakeholders (internal and external).
- Comfortable working on ambiguous business situations.
- Bachelor’s Degree in related field and/or post-secondary certification in H