Human Resource Generalist

General Purpose Human Resources Generalist provides support to the organization on various HR functions such as Recruitment, Onboarding & Retention, Employee Communications, Legislative Compliance, Benefit Administration, Labour & Employee Relations, and Training / Organizational Development. Key Activities Activity A: Recruitment, Onboarding & Retention Responsible for internal job posting. Collaborate with departmental managers to understand skills and competencies required for openings. Screen, interview and recommend candidates for further consideration. Schedule pre‑employment testing. Responsible for new hire orientation (including explanation of benefits provided by company). Administer exit interview for hourly employees and provide support to HR Manager on salaried exit interview. Administer the onboarding and offboarding process, liaising with payroll for employee record maintenance. Provide management with analysis of information on exit interviews and appropriate recommendations. Activity B: Employee Communications Develop effective employee communication to disseminate accurate and current information for programs and practices. Coordinate monthly team communication meetings. Lead the coordination of company-sponsored activities such as social activities and community fundraising. Manage service award and retirement employee recognition. Participate in the Joint Health and Safety Committee, supporting communication and distribution of agendas and minutes. Activity C: Legislative Compliance Support the HR Manager with updating and creation of policies to ensure the organization meets legislative requirements. Maintain compliance with federal, state, and local employment laws and regulations, recommending best practices and reviewing policies. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Assist with database maintenance. Stay abreast of developments in the areas of human resources and training. Activity D: Labor/Employee Relations Perform routine tasks to administer and execute human resource programs such as benefits, leave, disciplinary matters, disputes, investigations, performance and talent management, productivity, recognition, morale, occupational health and safety, and training and development. Administer Collective Agreement (Canadian location only, where applicable) and company policies while resolving employee issues, including progressive discipline. Handle employment-related inquiries from applicants, employees, and supervisors, referring complex or sensitive matters to appropriate staff. Attend and participate in employee disciplinary meetings, terminations, and investigations. Activity E: Training/Organizational Development Develop training and support materials for policy and practice. Coordinate training efforts and compliance with regulations and practices. Record-keeping, monitoring, and measuring effectiveness of training programs conducted at the division. Assist with division training efforts, facility management, materials, equipment, training records, and training matrix. Activity F: Absenteeism and Attendance Management Support the site with absenteeism related to Disability Management, including Short Term Disability (Canadian location only). Manage attendance log and send out disciplinary actions weekly. Support the site with absenteeism related to Family Medical Leave Act, Leave of Absence, VESSA, USERRA, and Short Term Disability. Provide employees with paperwork for Family Medical Leave Act, Leave of Absence, VESSA, USERRA, and Short Term Disability; prepare and submit employer paperwork, maintain logs, and communicate with internal stakeholders regarding leave status and return to work. Maintain records liaising with front‑line leadership to ensure accuracy and minimize liability to the business. Activity G: Benefit Administration Support the administration of the benefit program, including enrolling/terminating employees, resolving benefit issues, auditing and processing invoices, and liaising between employees and service provider. Educate employees on benefits provided by the organization. Core Competencies Relationship Building Conflict Management Time Management / Priority Setting Concern for Safety Attention to Detail Legislation, Policies, Procedures and Standards Minimum Qualifications (Experience & Education) Bachelor’s Degree in Human Resources, Business Administration, or other related field preferred. SHRM‑CP (US locations) or CHRP (Canadian locations) designation preferred. Previous Experience Required 3+ years of previous Human Resources or related experience preferred. For Canadian location previous experience in Union environment preferred. Skills, Abilities & Equipment Operated Excellent communication skills Excellent organizational skills Excellent negotiation/facilitation skills Excellent presentation skills Sound knowledge of Microsoft Office Suite products Excellent written, verbal and comprehension skills Highly organized and service oriented #J-18808-Ljbffr Hartmann North America