Job Title:

Human Resources Generalist

Business Unit:

Head Office

Supervisory

No

Reports to:

Human Resource Manager

Job Summary

Under the guidance of the Human Resource Manaher, the Human Resources (HR) Generalist supports Edison Properties and it’s entities’ employees and leadership team. This includes supporting talent management and onboarding, policies and procedures, recruitment, responding to inquiries, HRIS development, reporting and training.

Main Responsibilities

Accountability

Talent Management and Acquisition

• Responsible for sourcing quality candidates to meet the needs of the organization. Participates in the full recruitment lifecycle, from posting and sourcing to selection, collaborates with hiring managers to understand the best-fit applicants for the postings.

• Develop and facilitate a meaningful onboarding and offboarding strategy, including managing logistics with appropriate teams.

• Supports the HR function in the talent management programs (e.g. performance management, succession planning, diversity and inclusion) and special projects.

HRIS Development and Management

• Participates in defining system requirements, testing and deployment of solutions. Ensures there is a match between solutions and organizational system needs.

• Provides user support through documentation, developing and facilitating training, and creating supporting materials.

• Reviews and analyzes system functionality and provides recommendations for improvements, documenting any implemented changes. Remains up to date on product developments.

• Maintains data quality of HRIS, including proper data security, through regular data audits and resolving any data integrity issues

• Facilitates proper employee documentation and records in HR systems, compiling reports as needed.

• Acts as the first point of contact for user guidance and advice. Responds to queries/issues related to supported systems. Solves the issue directly or works with appropriate SMEs/vendors to resolve it.

Champion for Training and Innovation

• Investigates the needs of each department to determine what training could be beneficial.

• Research and suggest future trainings for departments and the company.

• Assist and support the employment of trainings and development.

• Track and keep up-to-date records on all employee training programs.

• Look for new ways of innovating existing programs, policies, or procedures.

HR Reporting, Metrics and Analytics

• Collects and analyzes HR data, providing appropriate metrics. Prepares reports and participates in the design of HR dashboards. Responds to ad hoc data and report requests.

HR Program Support

• Develops, implements, reinforces, and modifies HR policies, programs, and procedures keeping in mind the relevant legislation and best practices. Recommends improvements.

• Provides advice and assistance to employees and managers on HR policies, programs, and procedures. Resolves HR inquiries or escalates to the appropriate individual depending on severity

Other duties as may be assigned

Job Requirements

• Education: Bachelor’s degree (or equivalent) in HR, Business, Organizational Development, or related field. HR certification or currently pursuing a certification (e.g. CHRP, CHRL, SHRP, PHR, SPHR).

• Experience: 3 years of experience in HR. Experience working in Talent Acquisition.

• Demonstrated skills with Microsoft Office Suite (Word, Excel, and PowerPoint).

• Clear Criminal Records Check must be maintained.

• Work with a HRIS/Payroll system in terms of the setup of modules, training and development is an asset.

• Occasional work outside of regular work hours may be required to support the HR programs.

Competencies

Level

Description

1

Foundational

Demonstrates general, practical knowledge of the behaviors showing basic level of behaviours.

2

Capable

Practical application of the behaviors. Demonstrates thorough understanding of the behaviors, can describe their impact, and provide advice to others

3

Inspirational

Role models, coaches, influences and motivates others through demonstration of the behaviors

4

Transformational

Demonstrates excellence in the competency behaviors and is seen as an innovator and leader to others

Functional Competency

Level

Organizational Awareness - Contributes to the organization by understanding and aligning actions with the organization's goals, core functions, needs, and values.

Level 2

Customer Focus - Prioritizes and takes action on the needs of both internal and external customers. Designs and delivers products and services with the customer experience top of mind.

Level 2

Planning & Results Orientation - Invests time in upfront planning to achieve organizational goals and objectives while meeting quality standards, following the appropriate processes, and demonstrating continuous commitment

Level 3

Relationship Building - Develops internal and external trusting and professional relationships. Purposefully develops networks to build value through collaboration

Level 2

Teamwork and Collaboration - Capable of working well with others both on the team and cross-functionally to achieve individual goals, team goals, department goals, and/or organizational goals. Values diverse perspectives and working with others as a way to achieve the best output possible.

Level 2

Problem Solving and Decision Making - Uses critical thinking to evaluate problems, gather information, understand causes, and identify best possible solutions. Invests time in planning, discovery, and reflection to drive better decisions and more efficient implementations**.**

Level 2

Communication - Effectively and appropriately interacts with others to build relationships, influence others, and facilitate the sharing of ideas and information. Uses tact and diplomacy to navigate difficult situations. Relays key messages by creating a compelling story, targeted to specific audiences.

Level 2