HR Generalist

Whatever you do, you'll make a difference at Lafarge Canada. Because we know that your passion and curiosity are the natural resources the world needs. Thanks to our teams' energy, commitment and ideas, we are reinventing how the world builds to make Canada greener and smarter for all.

HR Generalist - New Grad Opportunity 1

**Requisition ID**:9603**Location**:Calgary, AB, CA, T2B 0R5**Pay Type**:Salary**WHO IS LAFARGE?**
As a global leader in innovative and sustainable building solutions, Lafarge is enabling greener cities, smarter infrastructure and improving living standards around the world. With sustainability at the core of our strategy, we are becoming a net-zero company, with our people and communities at the heart of our success. We are driving circular construction as a world leader in recycling to build more with less. It’s all thanks to our 70,000 talented people around the world who are passionate about building progress for people and the planet through four business segments: Cement, Ready-Mix Concrete, Aggregates and Solutions & Products.

**WHO ARE LAFARGE PEOPLE?**
Lafarge people are passionate about finding better ways to build. They embrace innovation and improvement with a pioneering spirit. They work as trusted partners, creating better solutions and experiences for their customers, communities, and colleagues.

**Overview**:
Reporting to the HR Manager, SAB, the Human Resources Generalist will provide support for a full range of Human Resources services to all levels of the business within the Alberta Markets Portfolio to support the achievement of business objectives and goals. Working with the HR Managers for NAB & SAB, the HR Generalist supports in areas of performance management, employee relations, training and development, labour relations, recruitment and selection and business partnering with the operations. This dynamic role is focused on providing consultation to the business on strategic planning and employment related issues, while developing and managing human resources programs and procedures for departmental development.**Responsibilities**:
**Recruitment & Selection**:

- Working with the HR Manager and the business, the Generalist will assist in defining new role requirements, advise clients on existing role requirements, develop role profiles as required, and conduct job analysis
- Work with Talent Management to plan and prepare interviews for selected salary bands and specific hourly roles with the hiring managers.
- Facilitate movement of people talent within the organization based on operational changes and needs
- Assist with reviewing compensation with Talent Management and hiring manager to determine hourly offer details

**Compensation & Benefits**:

- Support with compensation analysis for hourly workforce transitions and present recommendations to the business leaders (ex. new hires, promotions, transfers) and review with HR Manager for due diligence prior to submitting to compensation for approvals and benchmarking.
- Participate in year-end compensation review exercise for applicable client groups, including hourly annual merit administration, and distribution of employee letters
- Support compensation survey participation for the line of business (i.e. summarizing data, reviewing submissions for relevance, etc.)

**Employee Relations**:

- Effective situation/conflict management, working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the business
- Proactive outreach on HR communications (ex. supporting town halls, leadership/operational team meetings, etc.) to improve the employer-employee relationship
- In consultation with the market HR Manager, participate in investigations and assist with recommendations for next steps (disciplinary action)
- Provide advice, council, support and coach managers and employees as required
- Coach managers and employees on performance management, including company performance reviews and Individual Development Plans (IDP)
- Assist in providing guidance, direction and advice to the Management team and employees regarding employment related issues including, but not limited to, the interpretation of company policies & procedures, recruitment & selection strategy, performance management, terminations, strategic planning, training & development and benefits administration
- Work closely with applicable client groups to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner. Ensuring balance between organizational and employee needs

**Talent Management**:

- Support managers and employees with performance management and objective setting throughout the year
- Provide advice, council and feedback on performance management strategy, ensuring business needs and individual objectives are linked
- Facilitate training or in-house learning sessions for managers and employees as required
- Partnerin