Reporting to the Manager, Human Resources, the Working Human Resources Advisor is responsible for the development, implementation, and administration of various HR functional areas, including: recruitment, employee relations, labour relations, and some aspects of compensation.
At the working level, the HR Advisor is expected to have the ability to manage a variety of client groups (usually greater in size) with minimal support required, and capable of leading small to medium size projects and representing HR within company Integrated Product Teams (IPTs).
TYPICAL DUTIES:
Recruitment
Supports general recruitment and develops and implements staffing strategies and practices including: recruitment needs assessment – short-term & long term planning; providing support in the bids and proposals process
Support Recruiter with advertising strategy & interviewing and selection processes (when required)
Support preparation and participate in career fairs and university competitions.
Overall responsibility for key hires (i.e. management)
Support internal reassignment and transfers through partnerships with Managers and other key stakeholders; playing a key role in supporting the development of employees through movement within current and other business areas
Support the Recruiter with Coop Program / New Grad Program
Support HR Point of Contact with the development and administration of the domestic and international relocation policy and temporary assignments
Compensation
Coordinate annual salary review administration including supporting alignment meetings, providing guidance on recommended increases and ratings
Educating business areas on compensation philosophy and salary review process
Support managers with promotion process (i.e. Promotion boards) and determining promotion salary increases.
Supporting general salary administration including salary increases and adjustments throughout the year
Assisting managers in the creation and design of job descriptions.
Works with the Recruiter to set salary for new hires.
Working closely with Compensation Analyst to identify potential compensation and/or market adjustment issues and identifying solutions
Labour Relations
Day-to-day administration and interpretation of collective agreements and company policies & procedures
Working with unions on resolving employee issues with minimal support from HR Manager
May be involved in supporting mediaton or arbitration cases.
Involved in conducting termination meetings (if required).
May be involved in negotiating union collective agreements.
Employee Relations
Provide employee relations support to management and employees including conflict resolution and policy and procedure interpretation.
Working with management to support discipline and performance management through identification of courses of action; issuing Performance Improvement Plans (PIPs), discipline letters, holding meetings, working with union on issues, and escalating to HR Management if required.
Proactively identifies performance issues and partnering with managers to address them in an efficient manner - minimizing the impact to the business
Support the Quarterly Check In process by communicating expectations and supporting management on how to complete reviews; providing stats/reports.
Provide career development counseling through initiatives such as development profiles, defining mentors and coaching opportunities, etc.; May be required to provide more direct day-to-day coaching and mentoring to managers and employees
Partnering with Senior Management to define and execute on Hi-Pot and Succession plans; may involve working closely with other HR groups and business areas to action plans
Organizational Design
Providing advice and guidance to managers through workforce reduction strategies; and layoff and termination processes (if required)
Being engaged and contributing to organizational changes within the Business Areas and Functional Groups; pulling in the Director, Organizational Effectiveness when required
Defining new roles and levels of position within Business Areas, with the support from the Compensation Analyst
Other / Special Projects
Development of Business Area specific reports/stats
Develop and conduct presentations for their support groups and/or internal stakeholders
Support HR and/or company initiatives through communications with managers and employees (ex: reduced work week, vacation policy changes, etc)
Support of the development of bids and proposals by assisting with the development of a staffing plan and/or strategy
Review and development of new policies and procedures
Input to HR Systems Advisor on new tools and reports; may be required to participate in the implementation and roll out of new tools
Mentor and/or coaches more junior HR staff
Partner and collaborate with other relevant groups to enhance relationship and resolve issues that extend beyond HR function; involved in development of new processes and procedures
EXPERIENCE:
Progressive experience in a similar HR Advisor/Generalist role with more than 5 years of related experience
Certified Human Resource Professional (CHRP) designation would be considered an asset
Previous union experience would be considered an asset
Previous experience working on HR-related projects and the development and implementation of policies and procedures
EDUCATION:
Post secondary degree or diploma in Human Resources or other related field
OTHER:
Applicants will be required to obtain/hold a valid and current Canadian security clearance to gain access to the classified spaces, information and equipment in order to perform the work associated with this position which requires a minimum 5 year consecutive residence in Canada.
