Human Resources Generalist

The Human Resources Generalist position at Intercare is designed to deliver extensive HR support in areas including recruitment, performance management, and employee relations, specifically tailored for each of our care homes.

This position plays a crucial part in promoting and upholding the organization’s culture of excellence, dignity, and growth. As a key representative at their designated care home, the HR Generalist is committed to advancing Intercare's strategic objectives while adhering to ethical practices and compliance standards.

**Qualification**:

- Education_
- University degree in Human Resources Management, Business Administration/ Commerce/Management with Human Resources and/or Labour Relations coursework.
- Chartered Professional in Human Resources (CPHR) designation or in the process of obtaining is considered an asset.
- Core Competencies_
- Comprehensive knowledge and understanding of Human Resources Management policies, practices, theories, concepts and systems.
- Familiarity with employment law, regulations, legislative issues, and industry trends relevant to Human Resources.
- Proficiency in working within automated environments, particularly with HR Information Systems.
- Strong interpersonal skills, tact, judgment, diplomacy and effective communication abilities.
- Exceptional organization and time management skills, allowing for workload balance, prioritization of tasks, and meeting deadlines with meticulous attention to detail.
- Demonstrates good judgment, professionalism, credibility, and diplomacy.

**KEY RESPONSIBILITIES**:

- Service Delivery: 50%_
- **Onboarding and Exit Process**:Design, oversee, and refine the processes for onboarding new staff and conducting exit interviews, ensuring a smooth transition for both incoming and departing employees.
- **HR Consultancy and Advisory**: Offer expert HR management advice and support, maintaining open and ethical communication with all employees to foster a transparent and trust-based working environment. Organize and lead regular meetings with managers to provide targeted HR assistance for their department-specific needs, addressing any workplace issues effectively.
- Employee Relations: 20%_
- **Central Point of Contact**: Act as the go-to person for addressing daily employee concerns, ensuring a responsive and effective handling of issues as they arise.
- **Guidance on Employee Relations**:Advise managers and supervisors on handling employee relations, including managing attendance and disability issues, in compliance with applicable laws to minimize organizational risk.
- **Building Positive Relationships**: Cultivate and maintain healthy employment relationships throughout the organization, ensuring a positive and collaborative work environment.
- **Performance Management Consultation**: Provide expert advice to managers and supervisors on managing performance issues, whether through disciplinary actions or non-disciplinary measures. Lead or assist in both formal and informal employee investigations, offering strategic resolutions.
- Policy & Compliance 10%_
- **Policy Development and Oversight**:Play a key role in developing, executing, and overseeing internal policies, procedures and processes to ensure the seamless and uniform provision of HR services within Intercare.
- **Legal Compliance and Best Practices**: Ensure adherence to employment laws and regulations, while advocating for best practices that foster a positive organizational culture.
- **Interpretation and Advisory**: Offer expert interpretation and advice on Collective Bargaining Agreements, regulatory mandates, awards, and relevant legislation, ensuring HR practices are both contemporary and compliant.
- Workplace Reform 10%_
- **Change Management Advisory**: Deliver guidance and insights to both management and staff regarding change management strategies, facilitating understanding and adaptation to organizational changes.
- **Team Collaboration on Implementation**:Actively collaborate within a team framework to drive and implement change management efforts, ensuring cohesive and effective transformation initiatives.

Additional Duties and Responsibilities: 10%
- **Risk and Gap Analysis**:Detect and assess areas of risk or inefficiency within HR processes, recommending strategies for improvement and enhancement.
- **HR Metrics and Reporting**: Maintain precise tracking of HR metrics, including staff turnover, exit interviews, and recruitment metrics. Offer comprehensive reporting support to ensure data-driven decision-making.
- **Position Management Support**: Guide managers through the classification and reclassification of positions within specific departments, including the management of all necessary documentation.
- **Strategic HR Involvement**: Take an active role in HR strategic projects, contributing insights and expertise on organizational structure and HR strategic planning to align with overall business goals.
- **HR Administrative Assistance**