Senior Human Resources Advisor
General Dynamics - Calgary, AB

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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).



  • 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


  • 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


  • 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


  • Post secondary degree or diploma in Human Resources or other related field


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.


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Generally dynamic, General Dynamics is a prime military contractor to the Pentagon (the US government accounts for about 70% of sales). The...