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Sr HR Generalist

4 months ago

Red Deer, Canada GATX Full time
OVERVIEW:
Founded in 1898 and headquartered in Chicago, IL, GATX Corporation (NYSE: GATX) is an industry leader with 125+ years of success-success that is powered by our people. We are proud of our high-performance culture, hard-working and enthusiastic management team, and beautiful office space.
At GATX, we hire the best and offer our employees a dynamic, energetic, collaborative environment to enable them to make an impact from day one. Enjoy the perks and benefits of a global company with the close-knit culture and community of a much smaller one. In the same way we strive to empower our customers to propel the world forward, we are dedicated to providing our people with the tools and resources they need to move forward in their careers.
POSITION PURPOSE:
Reporting to the Regional HR Manager - Operations, the Sr. Human Resources Generalist is responsible for the planning and delivery of organizational Human Resources (HR) initiatives in the areas of employee and labor relations, policy and procedure development, performance management, and training, that support the Company’s business objectives and strategies for the Red Deer Service Center. A member of the facility Leadership Team and Business Partner to the Service Center Manager and management team, this position gives support and guidance to facility personnel in all aspects of the human resources function. Ensures that plans and objectives are clearly communicated, fair and competitive, and in compliance with federal and provincial laws. Handles assigned administrative responsibilities for the location.

KEY ACTIVITIES: 
Labor and Employee Relations:
  • Directly responsible for dealing with the local union. First point of contact for employee relations issues. Involvement includes: problem solution and avoidance, supporting local management with written grievances with the direct support of the HR Director, counseling the staff and supervisors on all labor-related matters.
  • Directs investigations of complaints under the guidance of the HR Director regarding grievances and breaches of company policies. Summarizes facts for presentation to upper management and the Chicago office. Makes recommendations on the appropriate course of action. Working with the HR Director, provides counsel to local management for first and second step grievance answers and supports Service Center Manager and corporate HR with third step and arbitration preparation as needed. Assists in providing guidance on the collective bargaining agreement, plant rules, and attendance policy.
  • Promote positive employee relations company-wide, ensuring fair and equitable treatment for all employees.
  • Administer provisions of company policies and guidelines; counsel management to ensure compliance.
  • Manage the separation process, including conducting exit interviews to determine the underlying reasons for termination of employment, drafting separation letters, and ensuring communication of final pay/final work data to other HR/Operations functions

Talent and Performance Management/ Organizational Development:
  • Develop, manage, and support programs that ensure professional development of employees across the organization.
  • Provide support for initiatives that promote employee engagement and diversity, equity, and inclusion.
  • Manage the hiring process by creating job postings, reviewing resumes and applications, performing telephone interviews, and coordinating other interviews.
  • Develop and maintain professional relationships with university and community college placement offices as a source to generate qualified applicants.
  • Prepare offer letters and make offers of employment. Seeks consultation from the HR Director for salaried employee offer letters.
  • Partner with the Service Center Manager, hiring managers, and Talent, Learning & Development to manage the new hire onboarding process, including facilitating Learning Path supervisor and mentor activities, management reviews, and survey completion; documenting Learning Path completion through PeopleSoft data entry; and conducting HR components of Learning Paths.
  • Provide support, feedback, and coaching for employees and managers with regard to jobs and performance. Partner with business leaders to provide ongoing performance management support and guidance.
  • Analyze work issues, personnel placement, and other strategic issues with site managers and salaried staff. Ask pertinent questions, and offer alternative solutions.
  • Assist in the development and implementation of training initiatives, policies and procedures that support the business.

Administration / MRU / Payroll Support:
  • Serves as back-up and assists Maintenance Expert with all aspects of creating / maintaining / closing car files for the Moose Jaw Service Center and MRU involving car file creation; opening work orders; printing/adding required paperwork from all systems; preparing binders; entering/reviewing estimates; submitting approval requests; managing related emails; verifying approvals; timecard entry/verification; payroll submission; finalizing work orders from all systems; updating various regulatory systems; reviewing/updating all necessary/required reports.

Operational Excellence:
  • Responsible for overseeing all aspects of administration for employees, employee counseling, insurance and pension coordination, recruiting and hiring, Employee Assistance program (EAP), tuition aid, time entry, etc.
  • Manage and track completion of new hire performance reviews.
  • Manage employee files.
  • Work with HR Director, leave coordinator, Payroll, and site management to manage and track all leaves of absence.

SCOPE OF WORK AND INTERACTION:
This position will interact with all employees including maintenance facility management and staff; corporate HR, safety, quality, and payroll departments; and potential job candidates. The impact of this position on the business is very important as it plays a key role in acquiring, developing and retaining talent, and ensures functional HR excellence. The decisions made by the person filling this position are complex and clear, unbiased, and independent judgment is crucially important. This person will have a direct reporting relationship to the HR Director - Operations, and a dotted line reporting relationship to the Service Center Manager.
EDUCATION and/or EXPERIENCE REQUIRED (including certifications):
  • Bachelor’s in Business Administration/Organizational Behavior/ Human Resources, or equivalent, or an equivalent combination of education and experience.
  • A minimum of 5 years Human Resource generalist experience; experience in a unionized facility (preferable in manufacturing or related industry) preferred.
  • Computer literate in a variety of applications, particularly Word, Excel, and PowerPoint; experience with applicant tracking systems a plus.
  • HR Certification a plus.

KEY COMPETENCIES (non-technical behavioral skills, i.e. presentation, negotiation, customer service skills), in priority order. Select from “key competencies for job descriptions” list:

  • Foster a respectful and inclusive work environment.
  • Strong interpersonal skills, including active listening skills.
  • Strong written and oral communication skills.
  • Ability to influence managers, supervisors and employees.
  • Conflict management skills.
  • Negotiation skills.
  • Strong customer service orientation.
  • Strong organizational skills with a high level of attention to detail.
  • Must possess strong time management skills, with the ability to effectively prioritize multiple, competing priorities.
  • Ability to management conflict, and remain composed during stressful situations.
  • Ability to work in a fast-paced environment.
  • Ability to work independently and to establish rapport and positive working relationships with department and organizational leadership.
  • Must be able to handle sensitive and confidential information.
OTHER (i.e., physical requirements, travel, etc. that is not covered above):
  • Some travel required.
  • Ability to work in a plant environment safely and effectively.

GATX embraces diversity, and we are proud to be an Equal Opportunity Employer. All qualified applicants receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.