HR Generalist

**Job Title** - HR Generalist / HR Business Partner

**Department**:

- Human Resources

**Years of experience** - Minimum 3 + yrs.

**Position Type**:

- Permanent

**Job Overview**

The Crump Group Inc. is a family-owned and operated premium pet treat manufacturer. Started in 2006, we have successfully established 3 market leading brands (Caledon Farms, Crumps Naturals and Dog Delights) distributed throughout Canada and the United States. We are looking for an experienced HR Generalist / **HR Business Partner** responsible for supporting an assigned business client group through talent and performance management, employee relations, communications, acting as SME for HR platforms and delivery of HR policies and programs.

**Responsibilities**

We are seeking a **HR Generalist **/ **HR Business Partners** to join our team. If you have a passion for people and building a great place to work, then you could be our next HR Business Partner. This individual will report to the **Head People & Culture,** HR Business Partner is responsible for assessing business needs, plan, develop and implement HR strategies and practices for a portfolio, providing consultative HR support to business priorities and drive growth & value. Leverage relationships across various HR partners and functions to drive an integrated and collaborative approach to create and deliver people solutions.

**ROLES AND RESPONSIBILITIES**:
**HR Business Partner**

The HR Business Partner will use well-developed consulting skills to help the business achieve key business objectives and increase the effectiveness of the organization. They will coach clients on a variety of HR and business-related issues to effect change in the organization. Additional responsibilities include leading and managing, in partnership with the relevant HR centers of expertise, leadership development, talent management, compensation strategies, engagement, retention and culture. Gather, analyze, and report relevant HR data and analytics to identify evidence of improvement/success and key areas for development.

**Talent**
- Talent acquisition - Supports line managers to plan workforce needs and to ensure on time recruiting of staff.
- Keeps updated market knowledge on recruitment trends on the industry
- Ensures that the Line Managers have the right competencies and tools to perform a professional recruitment process
- Talent Development - Lead the training and Development function for the organisation
- Provides day-to-day performance management guidance to line management (e.g., coaching, counselling. development, disciplinary actions).
- Lead the Annual Performance Review process for the client group

**Planning**
- Partner with business leaders to meet critical timelines and deliverables for HR initiatives and periodic reporting requirements
- Provides guidance and input on business unit organizational structures, workforce planning and succession planning.
- Partners with and supports the broader HR team to develop and implement specific plans to meet the needs of the business

**Total Rewards**
- Total Rewards - Assist in to drive effective compensation equity and planning processes for client group
- Responsible for managing the HR responsibilities of the Worker's Compensation Program
- Develop human resources solutions and solve people-related business challenges by collecting and analyzing data, and recommending courses of action
- Complete assigned HR projects by clarifying objectives, setting clear timetables and schedules, conducting research, developing, and organizing information, analyzing results, and preparing final findings and recommendations
- Strategically apply, monitor, and enforce employment laws, regulations, policies, and procedures
- Manages internal HR communications in partnership with Manager, Communications
- Support retention initiatives.
- Other duties as assigned

**Employee Relations**
- Mediate employee disputes in conjunction with the Head People and Culture.
- Head People and Culture with labor relations and supervisory coaching.
- Liaise with supervisors to prepare constructive corrective action documentation and ensure proper processes are adhered to and records kept.

**Other**
- Assist the Head People and Culture in social audits.
- Assist with the planning, development, refinement and implementation of HR-related programs and procedure; collaborate with special projects as required.
- Demonstrate awareness and commitment to health and community and act to ensure that unsafe practices or non-compliant behaviors do not occur.
- Update and develop HR polices related to legislative changes and any internal changes.
- Assist with the planning, development, refinement and implementation of HR-related programs and procedure; collaborate with special projects as required.
- Other such duties as may be assigned.

**A few Extra Ingredients**
- Recommends and implements solutions based on analysis of issues and implications for the business.