HR Generalist (12-month contract)

The HR Generalist reports directly to the VP, Human Resources, and serves as a strategic and trusted internal advisor across the organization. This role drives key initiatives related to employee engagement, organizational effectiveness, change management, talent acquisition and management, performance management, operational efficiency, and workplace culture. Acting as a trusted advisor to supervisors and managers within the hourly/operations employee group (and assigned business units as required), the HR Generalist provides coaching, guidance, and human resources solutions that align with business unit objectives and foster a high-performing, engaged, and positive working environment.

DUTIES AND RESPONSIBILITIES

The duties and responsibilities of the HR Generalist are detailed below, but not limited to the following:

• Proactively partner with supervisors and managers to identify, address, and resolve people-related issues, providing timely and practical advice.
• Serve as one of the main front-line HR points of contact and support for all hourly employees within the operations group.
• Foster a positive, inclusive, and respectful work environment, free from toxicity, by promptly addressing behaviours inconsistent with ALMAG's values and culture.
• Develop HR solutions and action plans that support the current and evolving operational needs and objectives.
• Champion alignment with ALMAG's core values across all levels of the organization, ensuring consistency between stated values and day-to-day practices.
• Act as a trusted advisor by providing guidance and coaching on sensitive, confidential, and complex HR issues, ensuring compliance with ALMAG's policies, the Employment Standards Act, the Ontario Human Rights Code, and other applicable employment and regulatory requirements.
• Lead the execution and management of a variety of HR programs, including Talent Acquisition, Uniform Program, Social Committee, Talent Development, Supervisor Development, Annual Goal Setting and Performance Review Process, Performance Management, Employee Engagement, Compensation, Rewards and Recognition, and Organizational Effectiveness and Design etc.
• Manage full-cycle HR processes, including orientation, onboarding, new hire administration, terminations and offboarding, disability and leave management, and probationary reviews.
• Effectively manage employee relations practices, facilitating clear communication between managers and employees through standardized performance management practices and effective coaching.
• Support supervisors and managers with workplace investigations, and lead the resolution of sensitive employee issues and complaints in a fair, timely, and legally compliant manner.
• Support recruitment needs, including job postings, screening, interviews, offer management, and participation in recruitment events and functions as required.
• Develop and facilitate a variety of training programs, including new employee onboarding, performance management, progressive discipline, AODA compliance, and Workplace Violence and Harassment Prevention.
• Support employee engagement efforts and enables employee feedback through a variety of sources, including employee surveys, focus groups, and employee meetings.
• Champion change by partnering with key members and other internal departments to develop timely and appropriate communication and action plans.
• Maintain awareness of emerging trends, legislative changes, and best practices in human resources, and liaise with HR peers to ensure ALMAG's policies and procedures remain current, compliant, and market-competitive.
• Administer day-to-day HR functions within the business unit, including document filing and recordkeeping, meeting preparation, and managing incoming correspondence.
• Participate in health and safety activities, including active membership on the Joint Health and Safety Committee (JHSC), to promote a strong culture of workplace safety; support the Health and Safety team with WSIB claims management and return-to-work planning.
• Prepare, distribute, edit, and proofread correspondence, memos, presentations, reports, and related materials as required.
• Update HR-related communications, including internal television slides and lunchroom communication boards.
• Track and analyze HR KPIs and metrics to identify trends and drive continuous improvement initiatives.
• Coordinate and schedule mandatory internal and external training programs.
• Maintain and update the training matrix and performance review matrix for all employees.
• Develop, update, and maintain Standard Operating Procedures (SOPs) and RACI charts to ensure organizational and process alignment.
• Maintain confidentiality of all employee records and sensitive HR information in accordance with applicable privacy legislation.
• Support the maintenance and accuracy of the HRIS and employee records, ensuring data integrity for reporting and compliance purposes.
• Lead and/or participate in key cross-functional projects that support broader business goals and objectives.
• Perform other duties and projects assigned by the VP, Human Resources.

Requirements

MINIMUM QUALIFICATIONS

Education/Experience

• University degree or college diploma in Human Resources Management, Business Administration, or a related discipline preferred.
• Minimum of 3 years’ experience in Human Resources.
• Minimum 2 years’ experience as a Human Resources Generalist in an industrial or manufacturing environment.
• Proven experience and knowledge of all HR disciplines, including recruitment, performance management, employee engagement, learning and development, talent management, compensation, and disability management.
• Hands-on experience with Human Resources Information Systems (HRIS) and Applicant Tracking Systems (ATS).
• Experience with Ceridian Dayforce is an asset.
• Proven skill in formatting and drafting correspondence, forms, reports, presentations, and proposals.
• Membership in HRPA and CHRP (or working towards a designation) is an asset.

Technical Skills/Competence

• Conduct oneself with the highest degree of professionalism, integrity, and discretion at all times, serving as a role model for appropriate workplace behaviour.
• Assign the highest priority to customer satisfaction while meeting commitments to achieve the department’s objectives.
• Demonstrated ability to maintain strict confidentiality and exercise sound judgment and discretion when handling sensitive employee, business, and organizational information.
• Exceptional organizational and communication skills, with the ability to clearly and professionally convey information to employees, supervisors, and managers across all levels of the organization.
• Advanced command of the English language, both written and spoken, with the ability to communicate clearly, professionally in all interactions.
• Strong time management and prioritization skills, with the proven ability to work effectively under pressure, manage competing deadlines, and adapt quickly to a fast-paced, high-volume workload.
• Works independently with sound judgment, escalating issues as needed, while supporting the broader HR team's goals.
• Extremely detail-oriented with excellent proofreading skills.
• Ability to build strong, collaborative relationships across all levels and functions of the organization.
• Strong consultative, influencing, and negotiation skills, with the ability to guide members toward effective, mutually beneficial outcomes.
• Proven critical-thinking and problem-solving skills, with an innovative and creative approach.
• Strong presentation and group facilitation skills.
• Collaborative, proactive, and results-oriented.
• Thrives in a fast-paced environment, handling multiple priorities and easily navigating ambiguity.
• Proven track record of creating, implementing, and executing effective business plans.
• Knowledge of labour laws, ESA, Human Rights Code, etc.
• Advanced proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).)

Benefits

The expected salary range for this position is $65,000 – $75,000 annually. Actual compensation will be determined based on factors including, but not limited to, skills, experience, qualifications, internal equity, and business needs.

Our organization may use Artificial Intelligence (AI) enabled tools to support our recruitment initiatives.