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HR Generalist

3 hours ago

Toronto, Canada MCAP Full time

The Human Resources Advisor is responsible for working closely with members of the HR Team and the HR Leadership team to deliver HR solutions in order to build and sustain a high performance culture and engaged workforce. This position builds strong relationships with client groups and drives business results by championing people programs and executing on a variety of HR initiatives and programs to support business objectives and results. This role will work in collaboration with the HR management team to successfully implement the HR strategy and deliver customer service within the organization. The overall scope of this role includes: Business partnership, workforce & talent planning, change management, employee relations, performance management, and HR governance. Business Partnership Develop effective, collaborative relationships and networking with all internal and external clients. In collaboration with the HRBP leader, actively reach out to business leaders and managers and work with them to identify opportunities and provide solutions for HR program and practice improvement. Coach business leaders and managers on HR and people management practices. Promote and educate business leaders on Talent Management tools and solutions (i.e. learning, performance management, IDP’s, succession) Assist managers in all areas of Human Resources as required (e.g. talent acquisition, employee relations, disability management, employee exits etc.) Promote and maintain the utmost integrity and highest caliber of customer service to all employees, managers and clients to ensure needs are being met. Respond to general questions on policies, procedures and programs to ensure correct interpretation and understanding. In collaboration with the HRBP leader, assist managers to lead and facilitate change. Evaluate and support the impact of any proposed changes on employees, and manage change to minimize disruption to the business. Deliver manager specific orientation i.e. compensation plans, performance management and processes. Talent Acquisition Collaborate with Talent Acquisition to ensure high Hiring Manager and Candidate satisfaction Collaborate with Talent Acquisition to promote talent processes and procedures, ensuring managers and employees are receiving information and support required (e.g., offer letters, onboarding processes) When required, assist the Hiring Manager in onsite interviews to effectively identify skills, experience and potential, and make recommendations Employee Relations Advise and investigate (when applicable) appropriate resolutions to employee relations issues to ensure appropriate MCAP policies and processes are being followed (e.g. Performance management, performance improvement plans, conflict resolution, terminations). Coach and train managers on policies and processes to ensure that appropriate steps are taken in accordance with legislative requirements. In collaboration with the HRBP leader, conduct workplace investigations (including Workplace Violence, Harassment & Discrimination, and Health & Safety) and report findings to HR Management team. Coach and advise business units on staff engagement and team effectiveness. Assist with post termination legal claims. Conduct exit interviews with all departing employees. Escalation point of contact for HR Associates/Specialists for complex employee relations, performance management and termination matters. Support junior HR staff with complex disability management claims. Performance Management Work as part of the team, ensuring that managers and employees receive support with all aspects of performance management. Support the annual Performance Management and Individual Development process within the guidelines of the program. Coach and advise managers and employees on individual development plans. Mentor and counsel staff/managers to ensure that best practice is observed both in terms of appropriate legislation and the company’s policies. Coach managers and provide resources to assist employees with career management discussions. HR Governance Support the development, and maintenance of human resources policies, procedures and manuals to ensure compliance to all relevant HR legislation. Support the development and maintenance of employee awareness training (i.e. AODA, Workplace Harassment) and annual Workplace Violence Risk Assessment. In collaboration with the HRBP leader, support the annual review of the Code of Business Conduct training and record keeping. In collaboration with the HRBP leader, support and maintain HR Audit framework; ensuring all controls are being adhered to; audit HR operations to ensure compliance with appropriate recording, record keeping and processes. Support and maintain HR’s Business Continuity and Pandemic response plans. Partner with Facilities to ensure Health and Safety program is compliant. Business Unit Initiatives and Assigned Projects Collaborate and support the HRBP Leader on projects and strategic HR initiatives as required. Lead projects and initiatives as assigned. Collaborate and support HRBP Leader in implementing workforce changes. Other duties as assigned, including assistance with HR team projects. HR Reporting and Analysis Prepare standard reports from HRIS to support the needs of various business units. Document HR processes and procedures for audit and compliance purposes (as required). Supports compensation and benefit related initiatives, such as coordination of the annual salary and incentive review (e.g. employee information review, distribution of Total Rewards Statement) and employee education on benefits. Assist with creating and maintaining role profiles and applicable job evaluations for positions in the Lines of Business, Support managers in setting objectives for their staff. Mentor/coach HR Associates and/or HR Specialist on day to day HR work (processes, employee relations, legislation, business partnership, etc.) Establish and maintain an effective system of communication throughout the business unit. Ensure a continuous improvement culture is established and encouraged. What You Bring To The Team Minimum 3-4 years of progressive human resources experience. French is required for this role. Demonstrated strong knowledge of relevant legislation (i.e. Employment Standards Act, Human Rights Act, Health and Safety regulations, etc.) Demonstrated experience with employee relations – proven ability to work independently on employee related concerns such as performance management, disciplinary action and conflict resolution Relevant experience working with Line of Business leaders and Senior Managers. Demonstrated HR experience in a multi-business unit environment. Strong interpersonal skills and the ability to interface with all levels within the organization and external parties. Excellent skills in MS Office and an understanding of HRIS systems. Excellent verbal and written communication skills with all levels of the organization. Ability to multi-task in a fast paced environment Strong interpersonal skills and the ability to interface with all levels within the organization. Build and foster relationships Ability to pull resources together to meet deadlines. Ability to work effectively in a diverse work group. Confidence in influencing and interacting with line of business leaders. Excellent problem-solving and conflict resolution skills Excellent planning and project management skills Carries out duties with integrity and takes responsibility for actions University Degree Working towards / obtained CHRL designation is an asset If this sounds like you and you are looking to be a part of one of Canada’s largest independent mortgage finance companies, then we want to hear from you #J-18808-Ljbffr