Sr HR Generalist

Senior HR Generalist

The Senior HR Generalist will provide support in a wide variety of areas to answer employee questions, solve problems, ensure smooth HR operations, support various HR functions and execute on numerous projects and procedures. Under the general direction of the Director HR, the incumbent will utilize HR knowledge and experience to assess and determine the best solutions to employee needs and issues in their areas of responsibility. The primary customers will be employees below the ELT levels of the organization.

Primary Areas of Responsibility

Employee Relations

• Address employee concerns and conduct investigations where warranted
• Create tools and resources designed to support managers regarding performance management of their staff, support managers more closely with complex situations
• Keep HR Business Partners up to date on Employee Relation issues in their divisions
• Serve as front line support on absence management
• Serve as a point of contact for employee concerns, support resolution of workplace issues, and promote a culture of trust and respect
• Make recommendations for changes in policy or procedures or for managerial training as needed based on trends in Employee Relations space and assist in documenting policies

Employee life-cycle management

• Onboarding: Facilitate end-to-end onboarding including position management, induction, and post-onboarding activities to ensure a seamless new hire experience. Provide guidance to managers to enable smooth team integration

• Probation: Coordinate the probation review process in collaboration with managers and new hires. Collaborate with managers regarding employment decisions when probation is due

• Employee Engagement: Contribute to the planning and execution of engagement initiatives social cultural activities in collaboration of other partners
• Payroll: Oversee monthly payroll inputs and validations to ensure accurate and timely salary disbursements in partnership with the payroll team
• Compliance: Ensure full compliance with labor laws, manage internal/external audits, file statutory returns on time, and maintain accurate employee documentation.

• Offboarding: Drive a smooth exit process including documentation, knowledge transfer, and exit interviews. Capture key insights to strengthen employee retention and experience. Review any concerns raised in Exit surveys and determine the best course of action

Performance Management

Partner with Talent Management and HR Business Partners to roll out the review processes, providing support in areas such as

• Answer general questions about the process and system
• Track progress, report on managers and leaders
• Help prepare for milestone activities like calibration meetings

Compensation and Benefits

• Work with Compensation, HR Business Partners and the business on the merit increases, bonuses and equity adjustments
• Work with the business and Compensation on any off-cycle increases, counter offers, etc.
• Work on annual benefits renewals, administration of benefit programs including enrolments, changes, additions and deletions.

Learning & Development

• Assist with company-wide training program deliverydone by HR
• Support Talent Management as needed in roll out of L&D initiatives

Other HR initiatives:

• Actively and continuously assess the effectiveness of processes and procedures and make recommendations for process improvements to ensure timely, effective support of the business
• Support change management and organizational redesign efforts
• Serve on project teams as appropriate
• General administration as required to maintain the HR function
• Additional duties as assigned by management

Requirements:

Education/Certification

Experience Required

Required Knowledge

Skills/Competencies

• Excellent written and verbal communication skills
• Exceptional customer focus
• Ability to build effective working relationships with employees at all levels of the organization
• Ability to multi-task in a fast-paced environment
• Advanced computer skills; strong influencing and negotiation skills; solidresearch, analytical, and problem-solving skills
• Ability to demonstrate sound judgment on employment-related matters
• Strong follow-through
• Ability to make effective small and large group presentations
• Ability to meet deadlines
• Capable of leading project team members that are not direct reports
• Ability to balance the needs of both management and employees